tag:blogger.com,1999:blog-239082040227274712024-03-12T18:58:57.953-07:00Innovative HR Solutions, LLCAnonymoushttp://www.blogger.com/profile/04496907876874186810noreply@blogger.comBlogger93125tag:blogger.com,1999:blog-23908204022727471.post-68657278510229104422024-03-11T10:51:00.000-07:002024-03-11T10:54:50.422-07:00What are the Lessons Learned from an Employee Survey Expert?<blockquote style="border: none; margin: 0px 0px 0px 40px; padding: 0px; text-align: left;"><p style="text-align: left;"></p><p class="MsoNoSpacing" style="text-align: justify;"><span style="font-size: large;"><span style="font-family: arial;">Many</span><span style="font-family: arial;"> companies</span></span><span style="font-family: arial; font-size: 10pt;"> are lacking
the expertise to deal with multiple evolving business issues such as
competition, technology concerns, workforce development and talent management.<span style="mso-spacerun: yes;"> </span>These demands can contribute to a very
complex work environment.<span style="mso-spacerun: yes;"> </span>To meet this
challenge organizations will often determine that the best way to plan for the
future is to determine how their employees are responding to change today.<span style="mso-spacerun: yes;"> </span>One of the best ways to evaluate employee
satisfaction and engagement is to conduct an employee survey.<span style="mso-spacerun: yes;"> </span>Outlined below are several lessons learned
about the employee survey process so that the HR professional can make the
survey process more effective.<o:p></o:p></span></p>
<p class="MsoNoSpacing" style="text-align: justify;"><i><span style="font-family: arial; font-size: 10pt;">Survey Initiative Discussion about the
Types of Survey</span></i></p>
<p class="MsoNoSpacing" style="text-align: justify;"><span style="font-family: arial;"><span face="Arial, sans-serif" style="font-size: 10pt;">Participating organizations are using a wide
range of employee surveys to gather information and insight to make informed
decisions. Each survey collects various types of data and during the
discussions with the leadership team it is important to determine what type of
survey is to be conducted, the frequency and overall goals of the
initiative.</span><span face="Arial, sans-serif" style="font-size: 10pt;"> </span><span face="Arial, sans-serif" style="font-size: 10pt;">Employee engagement surveys
focus on culture and vision, pulse surveys identify targeted areas of
improvement, and on-boarding and off-boarding surveys complete the life cycle
of an employee.</span><span face="Arial, sans-serif" style="font-size: 10pt;"> </span><span face="Arial, sans-serif" style="font-size: 10pt;">Management will need to
identify the goal of each survey to ensure that the survey will meet the needs
of the organization.</span></span></p>
<p class="MsoNoSpacing" style="text-align: justify;"><i><span style="font-family: arial; font-size: 10pt;">Vendor Selection Process</span></i></p>
<p class="MsoNoSpacing" style="text-align: justify;"><span style="font-family: arial;"><span face="Arial, sans-serif" style="font-size: 10pt;">Organizations that primarily use external
survey vendors are significantly more satisfied with their survey process than
organizations using self-service online survey services. The reasons survey
companies are providing greater satisfaction and value include the expertise
and experience provided, timely reporting and analysis, </span><span face="Arial, sans-serif" style="font-size: 10pt;"> </span><span face="Arial, sans-serif" style="font-size: 10pt;">objective analysis of survey results, more
focus on implementing changes, and greater support and involvement from
management. </span></span></p>
<p class="MsoNoSpacing" style="text-align: justify;"><i style="text-align: left;"><span style="font-family: arial; font-size: 10pt;">Survey
Design and Development</span></i></p>
<p class="MsoNoSpacing" style="text-align: justify;"><span style="font-size: 10pt;"><span style="font-family: arial;">The key reasons for conducting employee
surveys include identifying performance improvement opportunities,
assessing engagement and satisfaction levels and trends, ongoing measurement
and identifying causes of employee turnover.
Make sure to focus your organization’s surveys on gathering actionable
information that will positively impact employees, customers, the environment
and your bottom line. Keep your survey
short, provide an opportunity for employees to provide written comments and
utilize the demographic survey feature to drill down to provide meaningful data
to leaders, managers and supervisors.<o:p></o:p></span></span></p>
<p class="MsoNoSpacing"><i><span style="font-family: arial; font-size: 10pt;">Survey
Launch</span></i></p>
<p class="MsoNoSpacing" style="text-align: justify;"><span style="font-family: arial;"><span style="font-size: 10pt;">The most common frequency for conducting
surveys is annually and organizations strive to achieve a high survey response
rate with a 3-week survey response period being the most popular.</span><span style="font-size: 10pt; mso-spacerun: yes;"> </span><span style="font-size: 10pt;">Organizations that conduct a 3-week survey
will typically have a survey response rate of 60% or greater.</span></span></p>
<p class="MsoNoSpacing" style="text-align: justify;"><i><span style="font-family: arial; font-size: 10pt;">Post Survey Analysis</span></i></p>
<p class="MsoNoSpacing" style="text-align: justify;"><span style="font-family: arial;"><span style="font-size: 10pt;">It is imperative that the survey results be
effectively communicated to all staff.</span><span style="font-size: 10pt; mso-spacerun: yes;">
</span><span style="font-size: 10pt;">This can be accomplished through a communication strategy in which the
executive team shares the results, engages the staff to better understand the
underlying issues, and then identifies the most appropriate initiatives to
resolve the issues and enhance the organization.</span><span style="font-size: 10pt; mso-spacerun: yes;"> </span><span style="font-size: 10pt;">Where appropriate, it is important to involve
the employees in the problem solving and implementation process to create
ownership and shared accountability. The power of a survey like this is to give
the employees a voice and then to let them know that they have been heard and
that their feedback is being taken seriously. As meaningful action steps are
taken to address their concerns, they will be more likely to participate in
these types of surveys moving forward.</span></span></p>
<p class="MsoNoSpacing" style="text-align: justify;"><i><span style="font-family: arial; font-size: 10pt;">Action Plans and Accountability</span></i></p>
<p class="MsoNoSpacing" style="text-align: justify;"><span style="font-family: arial;"><span style="font-size: 10pt;">The leadership team needs to periodically
follow up to address and share the organization’s progress with respect to
achieving the agreed upon goals. </span><span style="font-size: 10pt;">When
reviewing the results of this or any survey, it is important to remember that
the data and feedback received reflects the perceptions of the respondents.
These perceptions present a substantially accurate view of how the organization
is understood culturally and systemically by the survey participants and are a
valuable tool as the organization undertakes any improvement process. What a
survey cannot provide is “scientific truth” about the organization. Disparities
between perceptions held about the organization and the realities of the
organization sometimes do exist, often due to a lack of communication or lack
of clarity about the organization’s mission, values, or strategic goals. Given
this understanding of the difference between “perception” and “reality,” those
who initiate follow-up action after the survey results can then assess how
accurately these perceptions reflect actual conditions within the organization.<o:p></o:p></span></span></p><br /><p></p></blockquote>Richard Sherwoodhttp://www.blogger.com/profile/10850168958093128928noreply@blogger.com0tag:blogger.com,1999:blog-23908204022727471.post-37458532207607124542024-01-17T12:17:00.000-08:002024-01-17T12:17:28.404-08:00What Can Human Resources do to Develop a Meaningful Succession Plan?<p><span style="font-family: Arial, sans-serif; font-size: 10pt; text-align: justify;">Change is constant and with many companies
lacking the expertise to deal with an evolving business issues such as global
competition, changes in technology and the need to reexamine business models
are factors that contribute to a very complex work environment.</span><span style="font-family: Arial, sans-serif; font-size: 10pt; text-align: justify;"> </span><span style="font-family: Arial, sans-serif; font-size: 10pt; text-align: justify;">To meet this challenge organizations will
often determine that the best way to plan for their future is to create succession
plans for key positions throughout the organization.</span><span style="font-family: Arial, sans-serif; font-size: 10pt; text-align: justify;"> </span><span style="font-family: Arial, sans-serif; font-size: 10pt; text-align: justify;">By implementing these three succession plan
initiatives companies will ensure that there is no interruption in service,
innovation or customer support.</span></p>
<p class="MsoNoSpacing" style="text-align: justify;"><i><span style="font-family: "Arial",sans-serif; font-size: 10.0pt;">Hiring the Right Talent</span></i></p>
<p class="MsoNoSpacing" style="text-align: justify;"><span style="font-family: Arial, sans-serif; font-size: 10pt;">With unemployment at record lows companies
today face a variety of challenges with hiring the right talent for the job at
the top of the list.</span><span style="font-family: Arial, sans-serif; font-size: 10pt;"> </span><span style="font-family: Arial, sans-serif; font-size: 10pt;">Companies today not
only need to offer a competitive wage, top-tier benefits but they also need to
build a strong employer brand that allows their employees to feel proud of
where they work.</span><span style="font-family: Arial, sans-serif; font-size: 10pt;"> </span><span style="font-family: Arial, sans-serif; font-size: 10pt;">HR departments as the
gate keepers for the talent pool need move as quickly as possible to ensure
that the hiring process does not get side-tracked.</span><span style="font-family: Arial, sans-serif; font-size: 10pt;"> </span><span style="font-family: Arial, sans-serif; font-size: 10pt;">Many companies will lose excellent candidates
because of a very slow hiring process.</span><span style="font-family: Arial, sans-serif; font-size: 10pt;">
</span><span style="font-family: Arial, sans-serif; font-size: 10pt;">Key to the hiring of staff in key positions is the process of thinking
beyond the current job that is being filled.</span><span style="font-family: Arial, sans-serif; font-size: 10pt;">
</span><span style="font-family: Arial, sans-serif; font-size: 10pt;">Do your candidates have strong critical thinking skills, exceptional
communication attributes and high ethical standards?</span><span style="font-family: Arial, sans-serif; font-size: 10pt;"> </span><span style="font-family: Arial, sans-serif; font-size: 10pt;">These are the questions HR professionals need
to evaluate when considering the candidates qualifications.</span><span style="font-family: Arial, sans-serif; font-size: 10pt;"> </span><span style="font-family: Arial, sans-serif; font-size: 10pt;">Also, the candidates are not only applying
for the current position that they are applying for but also for their next
job.</span></p>
<p class="MsoNoSpacing"><i><span style="font-family: "Arial",sans-serif; font-size: 10.0pt;">Improve
the Company’s Bench Strength at the Management Level</span></i></p>
<p class="MsoNoSpacing"><span style="font-family: Arial, sans-serif; font-size: 10pt; text-align: justify;">Executives
today are uneasy about their organizational leaders’ ability to manage
unexpected challenges. There is a lot at
stake as new managers already have a high rate of failure in the first 12
months of being promoted to a management role.
These leaders often have a difficult time assessing the demands of business,
processing and sharing information in a timely manner and talent management. Human Resource departments can play a pivotal
role in helping these new leaders succeed in their job by offering personalized
training programs targeted to their particular needs. HR can also ensure success by developing
learning programs that are skill based, that can be applied immediately and are
tied to future business challenges. As
part of the process HR will also need to evaluate the gaps in leadership skills
in order to determine where training is needed, necessary and applicable. </span><span style="font-family: Arial, sans-serif; font-size: 10pt; text-align: justify;">The goal for the future should be to enhance strategic
and creative thinking throughout the organization so that management can focus
on how to better position their company for success and ensure that there is no
interruption in the talent pool.</span></p>
<p class="MsoNoSpacing" style="text-align: justify;"><i><span style="font-family: "Arial",sans-serif; font-size: 10.0pt;">Build a Succession Plan that is Flexible
and Targeted</span></i></p>
<p class="MsoNoSpacing" style="text-align: justify;"><span style="font-family: Arial, sans-serif; font-size: 10pt;">One of the key functions of an HR leader is to
hire right, create depth in the organization and secure the company’s success
by building a succession plan that is both flexible and targeted.</span><span style="font-family: Arial, sans-serif; font-size: 10pt;"> </span><span style="font-family: Arial, sans-serif; font-size: 10pt;">Succession plans are a tool to create an
immediate candidate pool of qualified internal employees when a key employee
departs the organization.</span><span style="font-family: Arial, sans-serif; font-size: 10pt;"> </span><span style="font-family: Arial, sans-serif; font-size: 10pt;">Succession
plans should initially be developed around the C-suite staff followed by more
detailed plans around key managers, supervisors and individual contributors.</span><span style="font-family: Arial, sans-serif; font-size: 10pt;"> </span><span style="font-family: Arial, sans-serif; font-size: 10pt;">The goal of “purview” or key personnel is to
ensure that they receive training, developmental tools and mentoring so that
they are ready to assume a bigger role when a position is identified.</span><span style="font-family: Arial, sans-serif; font-size: 10pt;"> </span><span style="font-family: Arial, sans-serif; font-size: 10pt;">The criteria for purview employees are that
they need to exceed job requirements, have been with the company a minimum of
24 months and have the skills, knowledge and ability to assume a great role in
the future.</span><span style="font-family: Arial, sans-serif; font-size: 10pt;"> </span><span style="font-family: Arial, sans-serif; font-size: 10pt;">These employees may be
unaware that they have been targeted for development; however, HR should take
an active role in their career.</span></p>
<p class="MsoNoSpacing" style="text-align: justify;"><span style="font-family: Arial, sans-serif; font-size: 10pt;">By hiring the right talent from the beginning,
developing employees that show promise and building succession plans that
encourage internal career development through a formal program, companies will
mitigate potential gaps in leadership.</span></p>Richard Sherwoodhttp://www.blogger.com/profile/10850168958093128928noreply@blogger.com0tag:blogger.com,1999:blog-23908204022727471.post-25321584374415346092023-08-14T09:37:00.000-07:002023-08-14T09:37:52.196-07:00How Can we Communicate More Effectively?<p class="MsoNoSpacing" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 10.0pt;">Recently there has been some discussion in
social media as to how technology has changed the HR profession with respect to
communication. With the changes in how
people work, their role vis-à-vis working remotely, along with the competitive
business climate, HR departments are learning that poor communication channels are
impacting the bottom line. As HR professionals
we can do three things to improve communication.<o:p></o:p></span></p>
<p class="MsoNoSpacing" style="text-align: justify;"><span style="font-family: Arial, sans-serif; font-size: 10pt;">Communicate
Consistently</span></p>
<p class="MsoNoSpacing" style="text-align: justify;"><span style="font-family: Arial, sans-serif; font-size: 10pt;">Communication is often sporadic with
conflicting messages.</span><span style="font-family: Arial, sans-serif; font-size: 10pt;"> </span><span style="font-family: Arial, sans-serif; font-size: 10pt;">While
organizations attempt to share information with their employees and want their
staff to be given the tools to complete their daily tasks, a lack of consistent
communication is hindering their ability to be successful.</span><span style="font-family: Arial, sans-serif; font-size: 10pt;"> </span><span style="font-family: Arial, sans-serif; font-size: 10pt;">Effective communication is very important and
employers must invest time and energy into building and establishing clear and
consistent methods.</span><span style="font-family: Arial, sans-serif; font-size: 10pt;"> </span><span style="color: #222222; font-family: Arial, sans-serif; font-size: 10pt;">One of the most common communication problems in the
workplace and solutions are poorly written documents, policies and
procedures or announcements. Poorly written communication pieces will cause
confusion, inhibit success and foster frustration amongst the employees. To correct this challenge HR must always
proofread the documents before distributing the final product. It is also important to have the various
stakeholders review and agree with content prior to its release.</span></p>
<p class="MsoNoSpacing" style="text-align: justify;"><span style="font-family: Arial, sans-serif; font-size: 10pt;">Improve Internal Communication</span></p>
<p class="MsoNoSpacing" style="text-align: justify;"><span style="font-family: Arial, sans-serif; font-size: 10pt;">Many companies with internal communications
challenges have them because internal communication with employees can often be
overlooked or seen as being less important than external communications. By
keeping your employees informed from the company’s management team versus
external sources (i.e., the media) confusion can be reduced and false
information disseminated to the employees can be mitigated.</span><span style="font-family: Arial, sans-serif; font-size: 10pt;"> </span><span style="font-family: Arial, sans-serif; font-size: 10pt;">The easy solution is to over-communicate, do
not assume that employees understand the business decisions that are made and
always keep employees informed when you have a major announcement to
make or have to react to bad news. Whenever possible, tell them before you tell
an external audience.</span></p>
<p class="MsoNoSpacing" style="text-align: justify;"><span style="font-family: Arial, sans-serif; font-size: 10pt;">Use Technology in Moderation</span></p>
<p class="MsoNoSpacing" style="text-align: justify;"><span style="color: #212529; font-family: Arial, sans-serif; font-size: 10pt;">Organizations are utilizing
internal social networks more extensively. These tools enable the sharing of
information and best practices.</span><span style="color: #212529; font-family: Arial, sans-serif; font-size: 10pt;"> </span><span style="color: #212529; font-family: Arial, sans-serif; font-size: 10pt;">E-mails,
instant messages, and other communications can be easily forwarded; however, messages
are often not reframed for the individual or team to whom the message is
directed.</span><span style="color: #212529; font-family: Arial, sans-serif; font-size: 10pt;"> </span><span style="color: #212529; font-family: Arial, sans-serif; font-size: 10pt;">This lack of customization can
foster confusion and damage the credibility of the author.</span><span style="color: #212529; font-family: Arial, sans-serif; font-size: 10pt;"> </span><span style="color: #212529; font-family: Arial, sans-serif; font-size: 10pt;">Using technology to communicate is very
efficient; however, it does not give the same warm feeling as being connected
personally. Technology oriented connections are less meaningful and lack the
human need to connect.</span><span style="color: #212529; font-family: Arial, sans-serif; font-size: 10pt;"> </span><span style="color: #212529; font-family: Arial, sans-serif; font-size: 10pt;">Organizations
must understand that technology can have damaging effects. An over-reliance on
technology can lead to people feeling isolated, and this can lead to challenges
at work.</span><span style="color: #212529; font-family: Arial, sans-serif; font-size: 10pt;"> </span><span style="color: #212529; font-family: Arial, sans-serif; font-size: 10pt;">To take advantage of all the
benefits that technology in communication offers, it is crucial to ensure that
organizations implement policies and guidelines for how technology should be
used to communicate.</span></p>
<p class="MsoNoSpacing" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 10.0pt; mso-bidi-font-weight: bold;">Using the existing
communication channels at your company along with conducting an employee survey
to evaluate your communication challenges and successes is an easy way to
assess and evaluate your strategy for the future.<o:p></o:p></span></p>Richard Sherwoodhttp://www.blogger.com/profile/10850168958093128928noreply@blogger.com0tag:blogger.com,1999:blog-23908204022727471.post-1055754124084760202023-04-18T15:44:00.000-07:002023-04-18T15:44:07.107-07:00Working Through a Challenging Economy?<p></p><p class="MsoNoSpacing" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 10.0pt;">In order to meet the current demands of an
uncertain business environment Human Resources professionals are expected to be
a key partner in managing change and assisting the leaders of the company by
supporting changes to the organization.
As business partners, Human Resources professionals play an important
role by assisting leadership in four key areas:</span></p><p class="MsoNoSpacing" style="margin-left: .25in; mso-list: l0 level1 lfo1; text-align: justify; text-indent: -.25in;"><!--[if !supportLists]--><span style="font-family: Wingdings; font-size: 10.0pt; mso-bidi-font-family: Wingdings; mso-fareast-font-family: Wingdings;">§<span style="font-family: "Times New Roman"; font-feature-settings: normal; font-kerning: auto; font-optical-sizing: auto; font-size: 7pt; font-stretch: normal; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; font-variation-settings: normal; line-height: normal;"> </span></span><span style="font-family: "Arial",sans-serif; font-size: 10.0pt;">Identify,
evaluate and assess the risks and rewards associated with organizational change
in order to beflexible and adjust to the changes in the market and business.<o:p></o:p></span></p><p class="MsoNoSpacing" style="margin-left: .25in; mso-list: l0 level1 lfo1; text-align: justify; text-indent: -.25in;"><!--[if !supportLists]--><span style="font-family: Wingdings; font-size: 10.0pt; mso-bidi-font-family: Wingdings; mso-fareast-font-family: Wingdings;">§<span style="font-family: "Times New Roman"; font-feature-settings: normal; font-kerning: auto; font-optical-sizing: auto; font-size: 7pt; font-stretch: normal; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; font-variation-settings: normal; line-height: normal;"> </span></span><span style="font-family: "Arial",sans-serif; font-size: 10.0pt;">Evaluate
the current talent mix and organizational structure to determine if the current
skills that the employees possess will meet the organization’s needs in the
future.<o:p></o:p></span></p><p class="MsoNoSpacing" style="margin-left: .25in; mso-list: l0 level1 lfo1; text-align: justify; text-indent: -.25in;"><!--[if !supportLists]--><span style="font-family: Wingdings; font-size: 10.0pt; mso-bidi-font-family: Wingdings; mso-fareast-font-family: Wingdings;">§</span><span style="font-size: xx-small;"> </span><span style="font-family: "Arial",sans-serif; font-size: 10.0pt;">Communicate
with the employees so that they understand what changes are needed along with explaining
the timeframe and the potential outcomes.<o:p></o:p></span></p><p class="MsoNoSpacing" style="margin-left: .25in; mso-list: l0 level1 lfo1; text-align: justify; text-indent: -.25in;"><!--[if !supportLists]--><span style="font-family: Wingdings; font-size: 10.0pt; mso-bidi-font-family: Wingdings; mso-fareast-font-family: Wingdings;">§<span style="font-family: "Times New Roman"; font-feature-settings: normal; font-kerning: auto; font-optical-sizing: auto; font-size: 7pt; font-stretch: normal; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; font-variation-settings: normal; line-height: normal;"> </span></span><span style="font-family: "Arial",sans-serif; font-size: 10.0pt;">Determine
the success of the changes implemented and evaluate the alignment between the
business, culture and the staff.</span><span style="color: red; font-family: Arial, sans-serif; font-size: 10pt;"> </span></p><p class="MsoNoSpacing" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 10.0pt;">This article discusses these four areas of
organizational change which can have a positive impact on the organization and
its workforce or if not managed properly can be very detrimental to the
organization.</span></p><p class="MsoNoSpacing" style="text-align: justify;"><i><span style="font-family: "Arial",sans-serif; font-size: 10.0pt;">Organizational
Change</span></i></p><p class="MsoNoSpacing" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 10.0pt;">Successful transformation initiatives begin
when the leaders examine the marketplace to determine what changes in their
business may result in new challenges for their organization. These challenges include new technology, new
products and/or services, changes in social patterns, shifts in tax policy or
demographic re-alignments. The leaders
need to evaluate the risks and rewards associated with the proposed changes to
the business model and develop a strategy to adapt to the new realities. </span></p><p class="MsoNoSpacing" style="text-align: justify;"><i><span style="font-family: "Arial",sans-serif; font-size: 10.0pt;">Current
Talent Mix</span></i></p><p class="MsoNoSpacing" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 10.0pt;">Successful change takes time, which can be
disruptive to the organization. When
the business changes often the current talent mix is not in alignment in order
to execute this new strategy. The Human
Resources team needs to be in a position to evaluate the employees’ existing
skills to determine if their skills and knowledge will meet the future needs of
the organization. Until the existing
staff have the necessary skills the organization will remain vulnerable. It is important to evaluate the staff and
create a performance plan to ensure that all employees have a road map to
success. It is also important that HR holds
all people accountable to ensure that these milestones for implementation and
business improvement are met. If done
properly the current talent mix will be aligned with the new strategy.</span><span style="font-family: Arial, sans-serif; font-size: 10pt;"> </span></p><p class="MsoNoSpacing" style="text-align: justify;"><i><span style="font-family: "Arial",sans-serif; font-size: 10.0pt;">Communicating
to the Employee</span></i></p><p class="MsoNoSpacing" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 10.0pt;">Frequently the decisions that are made about
the organization are made at the c-suite level with the understanding the middle management will share the changes
with the rank-and-file staff. Oftentimes,
this approach while well intended, is not communicated effectively or is
unclear. Poor communication about why
the changes are being implemented and the strategy hinders the successful
implementation. To mitigate poor communication,
Human Resources needs to play a key role in coaching and educating the
employees and middle managers about what is changing and how it will impact
their job.</span></p><p class="MsoNoSpacing" style="text-align: justify;"><i><span style="font-family: "Arial",sans-serif; font-size: 10.0pt;">Determine
Employee Engagement</span></i></p><p class="MsoNoSpacing" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 10.0pt;">Successful change starts with individuals, and
failure will often occur because resistance to change is human nature. Some managers are very skilled at change
management; however, unfortunately, many managers are not adept at facilitating
change. The lack of change management skills among managers can make change
initiatives difficult to achieve. Human
Resources plays a very important role in determining where change is being
embraced and where resistance is occurring.
HR can leverage those areas that are successful throughout the
organization and where it is being resisted more resources and tools can be
allocated to address these area’s needs.</span></p><p class="MsoNoSpacing" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 10.0pt;">In conclusion, successfully identifying the
rewards and risks association with organization change, evaluating the current
talent to determine if the organization can meet the new strategy,
communicating the rationale for the changes and evaluating challenges where
there are pockets of success and/or resistance will help the Human Resources
department manage organization change successfully.</span></p><p class="MsoNoSpacing" style="text-align: justify;">
</p><p class="MsoNoSpacing" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 10.0pt; mso-bidi-font-weight: bold;">To learn more about
the survey process please go to our website at: </span><a href="http://www.innovative-hrsolutions.com/"><span style="font-family: "Arial",sans-serif; font-size: 10.0pt; mso-bidi-font-weight: bold;">www.innovative-hrsolutions.com</span></a><span style="color: blue; font-family: "Arial",sans-serif; font-size: 10.0pt; mso-bidi-font-weight: bold;">.<o:p></o:p></span></p><p></p>Richard Sherwoodhttp://www.blogger.com/profile/10850168958093128928noreply@blogger.com0tag:blogger.com,1999:blog-23908204022727471.post-15871285231313419512022-12-13T12:56:00.000-08:002022-12-13T12:56:27.069-08:00Will there be HR Generalists in the Future?<p style="text-align: left;"><span style="font-family: arial;"><span style="font-size: large;"><span style="text-align: justify;">R</span><span style="text-align: justify;">ecently</span></span><span style="font-size: 10pt; text-align: justify;">
there has been some discussion in social media as to the future of the HR
Generalist role and is this type of position needed today?</span></span></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-size: 10pt; line-height: 115%;"><span style="font-family: arial;">Organizations
are constantly reviewing whether to centralize their HR professionals or
decentralize the Human Resources function.<span style="mso-spacerun: yes;">
</span>There are typically three approaches regarding the structure of HR.<o:p></o:p></span></span></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: arial;"><b><span style="font-size: 10pt; line-height: 115%;">Decentralized:</span></b><span style="font-size: 10pt; line-height: 115%;"><span style="mso-spacerun: yes;"> </span>If you have
talented individuals that are resourceful, knowledgeable and are skilled in the
process of explaining the HR programs and policies then the closer they are to
support the business the better it is for the company.<span style="mso-spacerun: yes;"> </span>Decentralization is the optimum approach with
respect to building a partnership between HR and the business.<span style="mso-spacerun: yes;"> </span>It is also the costliest from a budget
perspective.<o:p></o:p></span></span></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: arial;"><b><span style="font-size: 10pt; line-height: 115%;">Blended:</span></b><span style="font-size: 10pt; line-height: 115%;"><span style="mso-spacerun: yes;"> </span>If the HR
staff lack the depth of experience then the goal is to train these individuals and
hire “specialists” that can share their knowledge with the newer
employees.<span style="mso-spacerun: yes;"> </span>While these employees remain
close to the business their lack of skill can often be an impediment to their
success.<span style="mso-spacerun: yes;"> </span>This structure also takes time
to build and commitment from the leadership team is critical to maintaining
this type of organizational platform<o:p></o:p></span></span></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: arial;"><b><span style="font-size: 10pt; line-height: 115%;">Centralized:</span></b><span style="font-size: 10pt; line-height: 115%;"><span style="mso-spacerun: yes;"> </span>A centralized
structure is a skilled and talented staff that are pro-active, reach out to the
business units and provide sound advice from a call-center or centralized
corporate office.<span style="mso-spacerun: yes;"> </span>This approach is being
used by an increasing number of companies that have 500 employees or more.<span style="mso-spacerun: yes;"> </span>With employees becoming familiar with the
self-service approach to obtain information about pay, benefits, promotions and
career paths the need to have an intermediary is becoming less necessary<o:p></o:p></span></span></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-size: 10pt; line-height: 115%;"><span style="font-family: arial;">Today,
organizations are looking for cost effective talent to support and partner with
the business.<span style="mso-spacerun: yes;"> </span>With budgets being scrutinized
and HR metrics becoming an even more important part of the performance process
the future of the HR Generalist, particularly in larger organizations, is very
uncertain.<o:p></o:p></span></span></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-size: 10pt; line-height: 115%;"><span style="font-family: arial;">The
future of the HR Generalist in larger companies (employers with 500 employees
or more) will ultimately go away and be replaced with experts in a call center
or corporate office.<span style="mso-spacerun: yes;"> </span>The business units
will only have an HR Generalist if they are willing to pay for this
personalized support.<span style="mso-spacerun: yes;"> </span>In our opinion,
the business leader will determine that the HR Generalist is redundant and
unnecessary.<span style="mso-spacerun: yes;"> </span>Furthermore, the laws are
changing rapidly at the state and federal level and with many companies having
a global reach the need for “specialists” is even more important in today’s
work environment.<span style="mso-spacerun: yes;"> </span>The HR Generalist role
is often one of sharing information that is provided by the corporate HR
function anyway.<span style="mso-spacerun: yes;"> </span>The timely sharing of
information is critical to meeting the needs of the business and any follow-up
action is often delayed as the skills of the HR Generalist are at times not as
strong as the specialist.<span style="mso-spacerun: yes;"> </span>This requires
that the HR Generalist reach out repeatedly to the skilled expert in the
corporate office to obtain clarification.<span style="mso-spacerun: yes;">
</span>This takes time and costs the organization additional expense.<o:p></o:p></span></span></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-size: 10pt; line-height: 115%;"><span style="font-family: arial;">The
future of the HR Generalist in smaller companies (employers with 499 employees
or less) is a very different story.<span style="mso-spacerun: yes;">
</span>These skilled professionals will continue to be relied upon, typically
report to the CEO or COO and have significant influence on the
organization.<span style="mso-spacerun: yes;"> </span>They will also have
between 3 and 5 subordinates who provide specialized services to the company.<span style="mso-spacerun: yes;"> </span>Further career opportunities in this area
will continue to grow and expand.<o:p></o:p></span></span></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-size: 10pt; line-height: 115%;"><span style="font-family: arial;">To
learn more about what is best for your company Human Resource departments are often
conducting employee surveys to evaluate department performance, establish year-over-year
metrics, review the success or failure of the established programs and policies
and finally how to best meet the needs of the organization and staff. Consider conducting an employee survey to
discover what your employees are thinking.</span><span style="font-family: Arial, sans-serif;"><o:p></o:p></span></span></p>Richard Sherwoodhttp://www.blogger.com/profile/10850168958093128928noreply@blogger.com0tag:blogger.com,1999:blog-23908204022727471.post-23816651633900062542022-06-27T13:49:00.003-07:002022-06-27T13:49:40.812-07:00What will HR Professionals Experience in the Future?<p style="text-align: left;"><span style="font-family: Arial, sans-serif;"><span style="font-size: large;">HR professionals</span></span><span style="font-family: Arial, sans-serif; font-size: 10pt;">
will face</span><span style="font-family: Arial, sans-serif; font-size: 10pt; text-align: justify;"> significant changes in their role at over the next several years.</span><span style="font-family: Arial, sans-serif; font-size: 10pt; text-align: justify;"> </span><span style="font-family: Arial, sans-serif; font-size: 10pt; text-align: justify;">Four changes are in the immediate future for
HR leaders. Let us take a look at those areas that will impact Human Resource
leaders:</span></p>
<p class="MsoNoSpacing" style="text-align: justify;"><span style="font-family: Arial, sans-serif; font-size: 10pt; text-indent: -0.25in;">1.</span><span style="text-indent: -0.25in;"><span style="font-size: xx-small;"> </span></span><span style="font-family: Arial, sans-serif; font-size: 10pt; text-indent: -0.25in;">The use of digital data collection will
result in the HR department migrating from a labor-intensive area to a
specialized function where employee self-service will be the result. Fewer managerial positions along with
support staff will be the end result. HR
leaders will need to do more with less staff; however, the approval to automate
and outsource as many functional areas will be encouraged and is an anticipated
trend.</span></p>
<p class="MsoNoSpacing" style="text-align: justify;"><span style="font-family: Arial, sans-serif; font-size: 10pt; text-indent: -0.25in;">2.</span><span style="text-indent: -0.25in;"><span style="font-size: xx-small;"> </span></span><span style="font-family: Arial, sans-serif; font-size: 10pt; text-indent: -0.25in;">HR will play a broader role in
supporting the vision of the Board and leaders of the company. Metrics to evaluate performance, talent
management, retention and employee satisfaction and engagement will become a
focus of company leaders as they look to leverage their successes and minimize
their business challenges. HR leaders
will need to find new ways to evaluate company and talent performance that is
numbers driven with less subjectivity.
Increased respect for the profession has resulted in higher expectations
for the future.</span></p>
<p class="MsoNoSpacing" style="text-align: justify;"><span style="font-family: Arial, sans-serif; font-size: 10pt; text-indent: -0.25in;">3.</span><span style="text-indent: -0.25in;"><span style="font-size: xx-small;"> </span></span><span style="font-family: Arial, sans-serif; font-size: 10pt; text-indent: -0.25in;">The use of outsourcing to meet the gaps
in staffing will be employed and expanded in roles where on-staff employment
was typical. Addressing the issue of
turnover, employee satisfaction, pay-practices and overall employee engagement
will play an important role to meet the on-going labor demands of
organizations.</span></p>
<p class="MsoNoSpacing" style="text-align: justify;"><span style="font-family: Arial, sans-serif; font-size: 10pt; text-indent: -0.25in;">4.</span><span style="text-indent: -0.25in;"><span style="font-size: xx-small;"> </span></span><span style="font-family: Arial, sans-serif; font-size: 10pt; text-indent: -0.25in;">HR accountability
will result in Human Resources </span><span style="font-family: Arial, sans-serif; font-size: 10pt; text-indent: -0.25in;">demonstrating
through their actions, that employees will be treated fairly and honestly. Consistent application of the prevailing
policies will require that HR conduct a periodic review of the compensation
practices to determine that those employees that are exhibiting excellence
receive the larger merit increase, auditing the promotional opportunities to
ensure that only those employees that are excelling in their jobs are receiving
new job opportunities. Finally, HR will
need to confirm that the learning programs offered to the staff are made
available to all employees and not only those that are performing at a peak
level.</span></p>
<p class="MsoNoSpacing" style="text-align: justify;"><span style="font-family: Arial, sans-serif; font-size: 10pt;">In conclusion, HR professionals today face
extraordinary challenges with respect to managing the business and at the same
time meeting the needs of their employees.</span><span style="font-family: Arial, sans-serif; font-size: 10pt;">
</span><span style="font-family: Arial, sans-serif; font-size: 10pt;">Human Resources leaders need to take the long-term perspective and adapt
to the changes anticipated in the future.</span></p>Richard Sherwoodhttp://www.blogger.com/profile/10850168958093128928noreply@blogger.com0tag:blogger.com,1999:blog-23908204022727471.post-13929810581941981752022-04-20T16:09:00.010-07:002022-04-20T16:18:03.502-07:00What is the Process for Implementing Alternative Work Arrangements?<p class="MsoNormal" style="text-align: justify;"><span style="font-family: Arial, sans-serif; font-size: 18pt; line-height: 107%;">Some employees
worked</span><span style="font-family: Arial, sans-serif; font-size: 10pt; line-height: 107%;"> on-site during the pandemic, some have returned to the
office; however, for those still planning their return, developing a strategy
is critical to ensure success and the safety of all staff. All
successful programs require planning and a strategy to understand the changes
in the workplace. Employers will need to communicate to employees whether
they will return to the workplace every workday or have a flexible schedule. A
three-step approach as outlined below will help employers return their staff
successfully.</span><o:p></o:p></p>
<p class="MsoNormal" style="text-align: justify;"><span face=""Arial",sans-serif" style="font-family: arial; font-size: 10pt; line-height: 115%;">Communicate the Flexible Work
Schedule Policy<o:p></o:p></span></p>
<p class="MsoNormal" style="text-align: justify;"><span face=""Arial",sans-serif" style="font-family: arial; font-size: 10pt; line-height: 115%;">Following the drafting and
approval of a flexible work policy employees will need to be informed as to
what will be required of them upon their return.<span style="mso-spacerun: yes;"> </span>A policy explaining the employer’s approach with
respect to vaccinations, mask-wearing, frequent handwashing, travel precautions
and a procedure for informing management of compliance issues will need to
documented and then communicated to the employees.<span style="mso-spacerun: yes;"> </span>A procedure for rectifying non-compliance
should also be explored and shared with the returning employees.<span style="mso-spacerun: yes;"> </span>Once approved, the Employee Handbook should
be modified to include this new policy so that all team members are aware of
the changes.<o:p></o:p></span></p>
<p class="MsoNormal" style="box-sizing: border-box; text-align: justify;"><span face=""Arial",sans-serif" style="font-family: arial; font-size: 10pt; line-height: 115%;">Obtain
Employee Support for the New Work Schedule Policy<o:p></o:p></span></p>
<p class="MsoNormal" style="text-align: justify;"><span face=""Arial",sans-serif" style="font-family: arial; font-size: 10pt; line-height: 115%;">Whether returning to in-person
work, adopting a hybrid work arrangement or allowing some staff to
continue to work remotely, an employer should be able to clearly explain to its
workforce the new work schedule policy, the rationale behind the policy and why
some employee classifications may have more job flexibility than others.<span style="mso-spacerun: yes;"> </span>Explaining the policy clearly will eliminate
any misunderstanding or perceptions of favoritism.<span style="mso-spacerun: yes;"> </span>Clearly articulating that working remotely is
a privilege and if someone is not performing or is needed in the office, either
part time or full time a change in the work schedule may be the result.<o:p></o:p></span></p>
<p class="MsoNormal" style="box-sizing: border-box; text-align: justify;"><span face=""Arial",sans-serif" style="font-family: arial; font-size: 10pt; line-height: 115%;">Check
Understanding<o:p></o:p></span></p>
<p class="MsoNormal" style="box-sizing: border-box; text-align: justify;"><span face=""Arial",sans-serif" style="font-size: 10pt; line-height: 115%;"><span style="font-family: arial;">While
employees across the world have become accustomed to working from home or
remotely, company culture and employee collaboration are essential to the
success of all businesses.<span style="mso-spacerun: yes;"> </span>This means
that in many organizations, employees need to be in the workplace at least some
of the time to support their colleagues, learn new skills and continue to be
engaged.<span style="mso-spacerun: yes;"> </span>It is very important that
employers be very clear about both the expectations and the consequences for
failing to adhere to the policy.<span style="mso-spacerun: yes;"> </span>The
best practice is to make these expectations consistent for groups of similar
employees.<span style="mso-spacerun: yes;"> </span>One of the best ways to ensure
adherence to the policy is to check in with your employees.<span style="mso-spacerun: yes;"> </span>Have regularly scheduled meetings to touch
base, identify challenges and offer support.</span><o:p></o:p></span></p>Richard Sherwoodhttp://www.blogger.com/profile/10850168958093128928noreply@blogger.com0tag:blogger.com,1999:blog-23908204022727471.post-17644126158978688382022-02-22T13:04:00.003-08:002022-02-22T13:04:47.735-08:00What are some Hints from a Survey Expert?<p class="Default" style="text-align: justify;"><span style="color: windowtext; font-family: Arial, sans-serif;"><span style="font-size: large;">Over the past two years</span></span><span style="color: windowtext; font-family: "Arial",sans-serif; font-size: 10.0pt;"> business
in the United States has changed dramatically.
We have gone from exceptionally low levels of unemployment to a work
environment where 40+ million Americans filed for unemployment insurance only
to see a turnaround occur with once again low unemployment and a job market
that is exceptionally tight. Business
failures and constant chaos were the rule; however, some semblance of what the
new normal is starting to come into focus.<o:p></o:p></span></p>
<p class="Default" style="text-align: justify;"><span style="color: windowtext; font-family: "Arial",sans-serif; font-size: 10.0pt;"><o:p> </o:p></span><span style="color: windowtext; font-family: Arial, sans-serif; font-size: 10pt;">During this time HR has played
a unique role in developing polices to meet this challenge and as a profession
we will need to adapt in order to continue to play a strategic role.</span><span style="color: windowtext; font-family: Arial, sans-serif; font-size: 10pt;"> </span><span style="color: windowtext; font-family: Arial, sans-serif; font-size: 10pt;">One area that will remain a challenge is with
so many employees working remotely communication is a concern.</span><span style="color: windowtext; font-family: Arial, sans-serif; font-size: 10pt;"> </span><span style="color: windowtext; font-family: Arial, sans-serif; font-size: 10pt;">Improving communication and providing
feedback through a targeted survey to employees can be and excellent way to guarantee
that your work forces remain connected, engaged and productive.</span><span style="color: windowtext; font-family: Arial, sans-serif; font-size: 10pt;"> </span><span style="color: windowtext; font-family: Arial, sans-serif; font-size: 10pt;">Outlined below are several ideas for you to consider
whether a survey is right for you.</span></p>
<p class="Default" style="text-align: justify;"><b><span style="color: windowtext; font-family: "Arial",sans-serif; font-size: 10.0pt;">Is a Survey Right for Your
Organization?</span></b></p>
<p class="Default" style="text-align: justify;"><span style="color: windowtext; font-family: "Arial",sans-serif; font-size: 10.0pt;">Before you consider conducting
a survey verify that your leadership team supports this type of initiative and
is open to change.<span style="mso-spacerun: yes;"> </span>If you believe you
are ready, several ways to market the survey to the executive team to gain
their support are as follows:</span></p>
<p class="Default" style="margin-left: .5in; mso-list: l1 level1 lfo1; tab-stops: list .5in; text-align: justify; text-indent: -.25in;"><!--[if !supportLists]--><span style="font-family: Wingdings; font-size: 10.0pt; mso-bidi-font-family: Wingdings; mso-fareast-font-family: Wingdings;"><span style="mso-list: Ignore;">n<span style="font: 7.0pt "Times New Roman";"> </span></span></span><!--[endif]--><span style="font-family: "Arial",sans-serif; font-size: 10.0pt;">Your organization
encourages accountability.<o:p></o:p></span></p>
<p class="Default" style="margin-left: .5in; mso-list: l1 level1 lfo1; tab-stops: list .5in; text-align: justify; text-indent: -.25in;"><!--[if !supportLists]--><span style="font-family: Wingdings; font-size: 10.0pt; mso-bidi-font-family: Wingdings; mso-fareast-font-family: Wingdings;"><span style="mso-list: Ignore;">n<span style="font: 7.0pt "Times New Roman";"> </span></span></span><!--[endif]--><span style="font-family: "Arial",sans-serif; font-size: 10.0pt;">Your company is experiencing
high turnover.<o:p></o:p></span></p>
<p class="Default" style="margin-left: .5in; mso-list: l1 level1 lfo1; tab-stops: list .5in; text-align: justify; text-indent: -.25in;"><!--[if !supportLists]--><span style="font-family: Wingdings; font-size: 10.0pt; mso-bidi-font-family: Wingdings; mso-fareast-font-family: Wingdings;"><span style="mso-list: Ignore;">n<span style="font: 7.0pt "Times New Roman";"> </span></span></span><!--[endif]--><span style="font-family: "Arial",sans-serif; font-size: 10.0pt;">Your company recently completed
a merger, acquisition, or divestiture.<o:p></o:p></span></p>
<p class="Default" style="margin-left: .5in; mso-list: l1 level1 lfo1; tab-stops: list .5in; text-align: justify; text-indent: -.25in;"><!--[if !supportLists]--><span style="font-family: Wingdings; font-size: 10.0pt; mso-bidi-font-family: Wingdings; mso-fareast-font-family: Wingdings;"><span style="mso-list: Ignore;">n<span style="font: 7.0pt "Times New Roman";"> </span></span></span><!--[endif]--><span style="font-family: "Arial",sans-serif; font-size: 10.0pt;">You want to evaluate
the climate of the organization.<o:p></o:p></span></p>
<p class="Default" style="margin-left: .5in; mso-list: l1 level1 lfo1; tab-stops: list .5in; text-align: justify; text-indent: -.25in;"><!--[if !supportLists]--><span style="font-family: Wingdings; font-size: 10.0pt; mso-bidi-font-family: Wingdings; mso-fareast-font-family: Wingdings;"><span style="mso-list: Ignore;">n<span style="font: 7.0pt "Times New Roman";"> </span></span></span><!--[endif]--><span style="font-family: "Arial",sans-serif; font-size: 10.0pt;">You are looking to modify or enhance your policies and want to obtain feedback.<o:p></o:p></span></p>
<p class="Default" style="margin-left: .5in; mso-list: l1 level1 lfo1; tab-stops: list .5in; text-align: justify; text-indent: -.25in;"><!--[if !supportLists]--><span style="font-family: Wingdings; font-size: 10.0pt; mso-bidi-font-family: Wingdings; mso-fareast-font-family: Wingdings;"><span style="mso-list: Ignore;">n<span style="font: 7.0pt "Times New Roman";"> </span></span></span><!--[endif]--><span style="font-family: "Arial",sans-serif; font-size: 10.0pt;">You believe in
pro-active management.<o:p></o:p></span></p>
<p class="Default" style="text-align: justify;"><b><span style="color: windowtext; font-family: "Arial",sans-serif; font-size: 10.0pt;">What are Some of the
Challenges when Conducting an Employee Survey?</span></b><b><span style="color: windowtext; font-family: "Arial",sans-serif; font-size: 10.0pt;"><o:p> </o:p></span></b></p>
<p class="Default" style="margin-left: .5in; mso-list: l2 level1 lfo2; tab-stops: list .5in; text-align: justify; text-indent: -.25in;"><!--[if !supportLists]--><span style="font-family: Wingdings; font-size: 10.0pt; mso-bidi-font-family: Wingdings; mso-fareast-font-family: Wingdings;"><span style="mso-list: Ignore;">n<span style="font: 7.0pt "Times New Roman";"> </span></span></span><!--[endif]--><span style="font-family: "Arial",sans-serif; font-size: 10.0pt;">A survey takes time and
effort on your part.<o:p></o:p></span></p>
<p class="Default" style="margin-left: .5in; mso-list: l2 level1 lfo2; tab-stops: list .5in; text-align: justify; text-indent: -.25in;"><!--[if !supportLists]--><span style="font-family: Wingdings; font-size: 10.0pt; mso-bidi-font-family: Wingdings; mso-fareast-font-family: Wingdings;"><span style="mso-list: Ignore;">n<span style="font: 7.0pt "Times New Roman";"> </span></span></span><!--[endif]--><span style="font-family: "Arial",sans-serif; font-size: 10.0pt;">The company must be willing
to act upon the results.<o:p></o:p></span></p>
<p class="Default" style="margin-left: .5in; mso-list: l2 level1 lfo2; tab-stops: list .5in; text-align: justify; text-indent: -.25in;"><!--[if !supportLists]--><span style="font-family: Wingdings; font-size: 10.0pt; mso-bidi-font-family: Wingdings; mso-fareast-font-family: Wingdings;"><span style="mso-list: Ignore;">n<span style="font: 7.0pt "Times New Roman";"> </span></span></span><!--[endif]--><span style="font-family: "Arial",sans-serif; font-size: 10.0pt;">Your company culture must
be open to change.<o:p></o:p></span></p>
<p class="Default" style="margin-left: .5in; mso-list: l2 level1 lfo2; tab-stops: list .5in; text-align: justify; text-indent: -.25in;"><!--[if !supportLists]--><span style="font-family: Wingdings; font-size: 10.0pt; mso-bidi-font-family: Wingdings; mso-fareast-font-family: Wingdings;"><span style="mso-list: Ignore;">n<span style="font: 7.0pt "Times New Roman";"> </span></span></span><!--[endif]--><span style="font-family: "Arial",sans-serif; font-size: 10.0pt;">A survey is an on-going
process</span><b style="text-align: center;"><span style="color: windowtext; font-family: "Arial",sans-serif; font-size: 10.0pt;"><o:p> </o:p></span></b></p>
<p class="Default" style="text-align: justify;"><b><span style="color: windowtext; font-family: "Arial",sans-serif; font-size: 10.0pt;">What do You Hope to Gain By
Conducting an Employee Survey?<o:p></o:p></span></b></p>
<p class="MsoNoSpacing" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 10.0pt;">Employee communication, while always a
challenge, will need to be further enhanced to make sure that managers are
successfully supervising their staff.<span style="mso-spacerun: yes;"> </span>A
survey will help you:</span></p>
<p class="Default" style="margin-left: .5in; mso-list: l0 level1 lfo3; tab-stops: list .5in; text-align: justify; text-indent: -.25in;"><!--[if !supportLists]--><span style="font-family: Wingdings; font-size: 10.0pt; mso-bidi-font-family: Wingdings; mso-fareast-font-family: Wingdings;"><span style="mso-list: Ignore;">n<span style="font: 7.0pt "Times New Roman";"> </span></span></span><!--[endif]--><span style="font-family: "Arial",sans-serif; font-size: 10.0pt;">Identify company-wide
issues.<o:p></o:p></span></p>
<p class="Default" style="margin-left: .5in; mso-list: l0 level1 lfo3; tab-stops: list .5in; text-align: justify; text-indent: -.25in;"><!--[if !supportLists]--><span style="font-family: Wingdings; font-size: 10.0pt; mso-bidi-font-family: Wingdings; mso-fareast-font-family: Wingdings;"><span style="mso-list: Ignore;">n<span style="font: 7.0pt "Times New Roman";"> </span></span></span><!--[endif]--><span style="font-family: "Arial",sans-serif; font-size: 10.0pt;">Create a process that
drives change.<o:p></o:p></span></p>
<p class="Default" style="margin-left: .5in; mso-list: l0 level1 lfo3; tab-stops: list .5in; text-align: justify; text-indent: -.25in;"><!--[if !supportLists]--><span style="font-family: Wingdings; font-size: 10.0pt; mso-bidi-font-family: Wingdings; mso-fareast-font-family: Wingdings;"><span style="mso-list: Ignore;">n<span style="font: 7.0pt "Times New Roman";"> </span></span></span><!--[endif]--><span style="font-family: "Arial",sans-serif; font-size: 10.0pt;">Be a role model for
others to follow.<o:p></o:p></span></p>
<p class="Default" style="margin-left: .5in; mso-list: l0 level1 lfo3; tab-stops: list .5in; text-align: justify; text-indent: -.25in;"><!--[if !supportLists]--><span style="font-family: Wingdings; font-size: 10.0pt; mso-bidi-font-family: Wingdings; mso-fareast-font-family: Wingdings;"><span style="mso-list: Ignore;">n<span style="font: 7.0pt "Times New Roman";"> </span></span></span><!--[endif]--><span style="font-family: "Arial",sans-serif; font-size: 10.0pt;">Champion programs and
policies that are important to the employees.<o:p></o:p></span></p>
<p class="Default" style="margin-left: .5in; mso-list: l0 level1 lfo3; tab-stops: list .5in; text-align: justify; text-indent: -.25in;"><!--[if !supportLists]--><span style="font-family: Wingdings; font-size: 10.0pt; mso-bidi-font-family: Wingdings; mso-fareast-font-family: Wingdings;"><span style="mso-list: Ignore;">n<span style="font: 7.0pt "Times New Roman";"> </span></span></span><!--[endif]--><span style="font-family: "Arial",sans-serif; font-size: 10.0pt;">Encourage a work environment
that is supportive and professional.<o:p></o:p></span></p>
<p class="Default" style="margin-left: .5in; mso-list: l0 level1 lfo3; tab-stops: list .5in; text-align: justify; text-indent: -.25in;"><!--[if !supportLists]--><span style="font-family: Wingdings; font-size: 10.0pt; mso-bidi-font-family: Wingdings; mso-fareast-font-family: Wingdings;"><span style="mso-list: Ignore;">n<span style="font: 7.0pt "Times New Roman";"> </span></span></span><!--[endif]--><span style="font-family: "Arial",sans-serif; font-size: 10.0pt;">Support engagement
based upon the core values of the company.<o:p></o:p></span></p>
<p class="Default" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 10.0pt;"><o:p> </o:p></span><b><span style="font-family: "Arial",sans-serif; font-size: 10.0pt;">How Can HR Implement a Successful Survey?</span></b></p>
<p class="Default" style="text-align: justify;"><span style="color: windowtext; font-family: "Arial",sans-serif; font-size: 10.0pt;">While the current business
challenges are many, human ingenuity and the resourcefulness of the Human
Resources professional has not changed.<span style="mso-spacerun: yes;"> </span>A
successful survey process involves meeting </span><span style="font-family: "Arial",sans-serif; font-size: 10.0pt;">regularly with employees to communicate the
company’s policies, procedures, strategy and vision for the future.<span style="mso-spacerun: yes;"> </span>At the same time a survey gives the
employee's an opportunity to provide anonymous feedback.<span style="mso-spacerun: yes;"> </span>You will also be able re-measure your HR
programs to ensure employee satisfaction and engagement are being met.<span style="mso-spacerun: yes;"> </span>Creating action plans as a framework when
changes in strategy are necessary will also hold management accountable.<span style="mso-spacerun: yes;"> </span>Taking swift action to implement best
practices will also demonstrate HR’s commitment to the long-term success of
your organization.<o:p></o:p></span></p>Richard Sherwoodhttp://www.blogger.com/profile/10850168958093128928noreply@blogger.com0tag:blogger.com,1999:blog-23908204022727471.post-45417137312570533432022-01-28T09:30:00.000-08:002022-01-28T09:30:24.858-08:00Why is Employee Engagement so Critical to an Employer’s Success?<p><span style="font-family: Arial, sans-serif; text-align: justify;"><span style="font-size: large;">With the improvement</span></span><span style="font-family: Arial, sans-serif; font-size: 10pt; text-align: justify;"> in HR metrics comes
increased competition, additional data and more information available to
employees.</span><span style="font-family: Arial, sans-serif; font-size: 10pt; text-align: justify;"> </span><span style="font-family: Arial, sans-serif; font-size: 10pt; text-align: justify;">The engagement of employees
and the reduction of turnover is very important for companies today and in the
future. An engaged workforce will assist companies in remaining
competitive and productive. Key elements of employee engagement are found
in three main drivers of success. These include:</span></p>
<p class="MsoNormal" style="mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; text-align: justify;"><i><span style="font-family: "Arial",sans-serif; font-size: 10.0pt; line-height: 115%; mso-bidi-font-weight: bold;">Strong Employee/Management
Relations:</span></i><span style="font-family: "Arial",sans-serif; font-size: 10.0pt; line-height: 115%; mso-bidi-font-weight: bold;"> An important driver of
employee engagement is the individual employee’s relationship to their
manger. Is their manager supportive, an effective coach, honest and
represents the high ethical values of the organization? A manager that
embodies these key elements will be a partner with the employee and secure
their engagement.<o:p></o:p></span></p>
<p class="MsoNormal" style="mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; text-align: justify;"><i><span style="font-family: "Arial",sans-serif; font-size: 10.0pt; line-height: 115%; mso-bidi-font-weight: bold;">Effective
Communication:</span></i><span style="font-family: "Arial",sans-serif; font-size: 10.0pt; line-height: 115%; mso-bidi-font-weight: bold;"> Understanding
how the company operates and the strategy for the future will allow the
employee to become more engaged in the success of the organization by
understanding where the company wants to be in the future. Effective
communication includes sharing the business plan and strategy, new products,
financial performance and the vision for the future.<o:p></o:p></span></p>
<p class="MsoNormal" style="mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; text-align: justify;"><i><span style="font-family: "Arial",sans-serif; font-size: 10.0pt; line-height: 115%; mso-bidi-font-weight: bold;">Job Satisfaction:</span></i><span style="font-family: "Arial",sans-serif; font-size: 10.0pt; line-height: 115%; mso-bidi-font-weight: bold;"> When employees at different levels in the
organization enjoy the job and view their role at the company as challenging
and contributing to the success of the company engaged employees are more
included to give 110%, look for new ideas and be more creative.<o:p></o:p></span></p>
<p class="MsoNormal" style="mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 10.0pt; line-height: 115%; mso-bidi-font-weight: bold;">Clearly, employee engagement is
an important tool for the leaders of companies today to embrace and support.<o:p></o:p></span></p>Richard Sherwoodhttp://www.blogger.com/profile/10850168958093128928noreply@blogger.com0tag:blogger.com,1999:blog-23908204022727471.post-85874203905325553022021-12-29T11:56:00.002-08:002021-12-29T11:56:25.739-08:00Why is Conducting an On-boarding Survey So Important?<p><span style="font-size: medium;"><span style="font-family: Arial, sans-serif; text-align: justify;">Research </span></span><span style="font-family: Arial, sans-serif; font-size: 10pt; text-align: justify;">over the
past 30 years has found that employee dissatisfaction is related to important
organizational challenges, which can lead to absenteeism, turnover and work-related
injuries.</span><span style="font-family: Arial, sans-serif; font-size: 10pt; text-align: justify;"> </span><span style="font-family: Arial, sans-serif; font-size: 10pt; text-align: justify;">Many current studies have
identified that there is a direct correlation between an engaged employee and a
satisfied customer and the end result is improved organizational implementation,
employee satisfaction, enhanced customer service and financial performance</span></p>
<p class="MsoNoSpacing" style="text-align: justify;"><span style="font-family: Arial, sans-serif; font-size: 10pt;">On-boarding surveys,
originally introduced into organizations in the late 1990’s, were developed to
measure employee job satisfaction.</span><span style="font-family: Arial, sans-serif; font-size: 10pt;">
</span><span style="font-family: Arial, sans-serif; font-size: 10pt;">Employers wanted to know how satisfied their new employees were because
satisfied workers are more productive workers.</span><span style="font-family: Arial, sans-serif; font-size: 10pt;">
</span><span style="font-family: Arial, sans-serif; font-size: 10pt;">According to the Society of Human Resource Management 81% of all employers
surveyed conduct some form of on-boarding survey.</span><span style="font-family: Arial, sans-serif; font-size: 10pt;"> </span><span style="font-family: Arial, sans-serif; font-size: 10pt;">Managers have realized that today they can
ask employees about a broad range of important issues such as leadership,
benefits, job satisfaction and compensation to name a few.</span><span style="font-family: Arial, sans-serif; font-size: 10pt;"> </span><span style="font-family: Arial, sans-serif; font-size: 10pt;">With this information, organizations can
fine-tune their new hire communication strategies, work to increase employee
buy-in and even decide to modify corporate policies.</span><span style="font-family: Arial, sans-serif; font-size: 10pt;"> </span><span style="font-family: Arial, sans-serif; font-size: 10pt;">There is a body of research which suggest
that organizations that are in tune with their new employees can motivate them
to do a better job and enhance the work environment for all.</span><span style="font-family: Arial, sans-serif; font-size: 10pt;"> </span><span style="font-family: Arial, sans-serif; font-size: 10pt;">An effective on-boarding process provides the
means for linking employee behavior with company success.</span></p>
<p class="MsoNoSpacing" style="text-align: justify;"><span style="border: 1pt none windowtext; font-family: Arial, sans-serif; font-size: 10pt; padding: 0in;">Employee
onboarding survey questions</span><span style="font-family: Arial, sans-serif; font-size: 10pt;"> are crucial
for improving your company’s onboarding process and it is recommended that progressive
organizations implement onboarding surveys at the end of the first and sixth
month of the new employee’s time at your company. This type of employee survey can assist
organizations understand where the challenges exist and take corrective action
to improve the new hire experience.</span></p>Richard Sherwoodhttp://www.blogger.com/profile/10850168958093128928noreply@blogger.com0tag:blogger.com,1999:blog-23908204022727471.post-39089981166242778792021-08-25T08:32:00.002-07:002021-08-25T08:32:48.352-07:00Is Aligning Your Culture with Your Employees Important?<p><span style="font-family: Arial, sans-serif; text-align: justify;"><span style="font-size: large;">The culture</span></span><span style="font-family: Arial, sans-serif; font-size: 10pt; text-align: justify;"> of any
company is the cement that holds the organization together.</span><span style="font-family: Arial, sans-serif; font-size: 10pt; text-align: justify;"> </span><span style="font-family: Arial, sans-serif; font-size: 10pt; text-align: justify;">A culture that is effectively integrated into
the company, where all employees are held accountable for its adherence, along
with a rewards program that supports the agreed upon culture will add value to
the company.</span><span style="font-family: Arial, sans-serif; font-size: 10pt; text-align: justify;"> </span><span style="font-family: Arial, sans-serif; font-size: 10pt; text-align: justify;">A fractured culture erodes
confidence in the products and services a company sells and can lead to serious
long-term challenges for the HR professional and leadership team.</span></p>
<p class="MsoNoSpacing" style="text-align: justify;"><span style="font-family: Arial, sans-serif; font-size: 10pt;">HR professionals
should consider implementing these three recommendations to support the
successful </span><span style="font-family: Arial, sans-serif; font-size: 10pt;">implementation
of a culture based upon the mission statement of the company, the values of the
organization and the strategic vision of the leadership team.</span></p><p class="MsoNoSpacing" style="text-align: justify;"><i><span style="font-family: "Arial",sans-serif; font-size: 10.0pt; mso-bidi-font-weight: bold; mso-fareast-font-family: "Times New Roman"; mso-font-kerning: 18.0pt;">Communicate
Your Mission to the Employees</span></i></p>
<p class="MsoNormal" style="line-height: normal; margin-bottom: 0in; mso-outline-level: 1; text-align: justify;"><span style="font-family: Arial, sans-serif; font-size: 10pt;">Creating a cohesive organization based upon
shared values will allow your employees to be make the transition from just
viewing their role as just a job to a career with the organization.</span><span style="font-family: Arial, sans-serif; font-size: 10pt;"> </span><span style="font-family: Arial, sans-serif; font-size: 10pt;">The value of examining your company’s mission
statement will ensure that the mission is aligned with reality and current
practices.</span><span style="font-family: Arial, sans-serif; font-size: 10pt;"> </span><span style="font-family: Arial, sans-serif; font-size: 10pt;">Communicating the agreed upon
mission statement to employees, customers, vendors and shareholders will ensure
that all stakeholders subscribe to these principles.</span><span style="font-family: Arial, sans-serif; font-size: 10pt;"> </span><span style="font-family: Arial, sans-serif; font-size: 10pt;"> </span></p>
<p class="MsoNoSpacing" style="text-align: justify;"><i><span style="font-family: "Arial",sans-serif; font-size: 10.0pt; mso-bidi-font-weight: bold; mso-fareast-font-family: "Times New Roman"; mso-font-kerning: 18.0pt;">Hold Managers
Accountable for Living the Company Values</span></i></p>
<p class="MsoNoSpacing" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 10.0pt; mso-bidi-font-size: 11.0pt;">An increase in stakeholder
loyalty can boost profits and productivity; however, this is predicated upon
the managers and the leaders of the organization being held accounting for
“living the values” of the company.<span style="mso-spacerun: yes;">
</span>Research has shown that ethical managers that communicate these shared
values will lead to greater profitability and growth.<span style="mso-spacerun: yes;"> </span>According the Gallup Business Journal (June,
2013) work units in the top quartile in employee engagement outperformed
bottom-quartile units by 10% on customer ratings, 22% in profitability, and 21%
in productivity<o:p></o:p></span></p>
<p class="MsoNormal" style="line-height: normal; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 10.0pt; mso-fareast-font-family: "Times New Roman";">Employers
today want to understand how they can secure more support from their
employees.<span style="mso-spacerun: yes;"> </span>On-going management and
accountability based upon the vision, mission and vision will make it easier
for the HR professional and the leadership team to determine how to best execute
the strategy for the future.<o:p></o:p></span></p>
<p class="MsoNormal" style="line-height: normal; margin-bottom: 0in; mso-outline-level: 1; text-align: justify;"><i style="mso-bidi-font-style: normal;"><span style="font-family: "Arial",sans-serif; font-size: 10.0pt; mso-bidi-font-weight: bold; mso-fareast-font-family: "Times New Roman"; mso-font-kerning: 18.0pt;">Tie Pay
and Performance to the Adherence of the Agreed Upon Values</span></i><span style="font-family: Arial, sans-serif; font-size: 10pt;"> </span></p>
<p class="MsoNoSpacing" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 10.0pt;">We all know that what gets measured gets
managed with success.<span style="mso-spacerun: yes;"> </span>Performance
reviews are a great tool to tie the successful communication of the mission with
the success of the leaders.<span style="mso-spacerun: yes;"> </span>If the
executive team has a vested interest in the process and are measured on their
success of tying their decisions to the published values; this measurement will
add accountability to the process.<span style="mso-spacerun: yes;"> </span>While
tying pay, accountability and performance is not a guarantee of success the
outcome with be more probable.<o:p></o:p></span></p>Richard Sherwoodhttp://www.blogger.com/profile/10850168958093128928noreply@blogger.com0tag:blogger.com,1999:blog-23908204022727471.post-42887676321850925372021-07-28T13:41:00.001-07:002021-07-28T13:41:44.081-07:00How Can HR Metrics Help Me as We Come Out from the Pandemic Bunker?<p><span style="font-family: Arial, sans-serif; text-align: justify;"><span style="font-size: large;">We all know</span></span><span style="font-family: Arial, sans-serif; font-size: 10pt; text-align: justify;"> that the
past year and one-half has been very challenging.</span><span style="font-family: Arial, sans-serif; font-size: 10pt; text-align: justify;"> </span><span style="font-family: Arial, sans-serif; font-size: 10pt; text-align: justify;">All of have experienced various levels of
stress in response to our company’s decisions as a result of COVID.</span><span style="font-family: Arial, sans-serif; font-size: 10pt; text-align: justify;"> </span><span style="font-family: Arial, sans-serif; font-size: 10pt; text-align: justify;">Some of us experienced working remotely, reductions
in staff resulting in colleagues losing their jobs, budget cuts, a stronger
focus on expense control, health issues and loss.</span><span style="font-family: Arial, sans-serif; font-size: 10pt; text-align: justify;"> </span><span style="font-family: Arial, sans-serif; font-size: 10pt; text-align: justify;">The reevaluation of organizational objectives
has led to greater stress on the job along with the need to make very difficult
Human Resource decisions.</span><span style="font-family: Arial, sans-serif; font-size: 10pt; text-align: justify;"> </span><span style="font-family: Arial, sans-serif; font-size: 10pt; text-align: justify;">As a
profession, we are also learning that understanding our business, partnering
with the leaders within our industry and changing our tactics is critical to
our remaining relevant.</span></p>
<p class="MsoNoSpacing" style="text-align: justify;"><span style="font-family: Arial, sans-serif; font-size: 10pt;">Once again we need to
re-adjust our approach as the paradigm has shifted from retrenchment to
expansion.</span><span style="font-family: Arial, sans-serif; font-size: 10pt;"> </span><span style="font-family: Arial, sans-serif; font-size: 10pt;">Preserving our company’s
competitive edge by retaining our high performers along with the use of HR
metrics will allow us to be better positioned as the recovery continues.</span><span style="font-family: Arial, sans-serif; font-size: 10pt;"> </span><span style="font-family: Arial, sans-serif; font-size: 10pt;">As HR professionals one of our goals for the
remainder of 2021 and beyond will be to attract and retain talent by looking
for alternative ways to respond to the current business climate, offer our
employees value, a healthy work environment and provide management with the
support to make quality business decisions.</span></p>
<p class="MsoNoSpacing" style="text-align: justify;"><span style="font-family: Arial, sans-serif; font-size: 10pt;">The Human Resource
profession has become very sophisticated by utilizing metrics to examine
employee trends in order to better anticipate future challenges and opportunities.</span><span style="font-family: Arial, sans-serif; font-size: 10pt;"> </span><span style="font-family: Arial, sans-serif; font-size: 10pt;">When we use HR metrics and evaluate
historical patterns, we are better able to respond to the challenges we face on
the job today.</span><span style="font-family: Arial, sans-serif; font-size: 10pt;"> </span><span style="font-family: Arial, sans-serif; font-size: 10pt;">A key challenge for the
future will be determining if, as the work environment changes, as a result of
the pandemic, will our businesses continue to evolve or return to the way it
was in pre-pandemic times.</span><span style="font-family: Arial, sans-serif; font-size: 10pt;"> </span><span style="font-family: Arial, sans-serif; font-size: 10pt;">Metrics are a
common measurement across all professions and are used as a way to quantify
data.</span><span style="font-family: Arial, sans-serif; font-size: 10pt;"> </span><span style="font-family: Arial, sans-serif; font-size: 10pt;">The analysis and subsequent data
following an employee survey is a key tool in determining employee
satisfaction, engagement and management effectiveness.</span><span style="font-family: Arial, sans-serif; font-size: 10pt;"> </span><span style="font-family: Arial, sans-serif; font-size: 10pt;">As companies start the process of bringing
employees back to office data metrics will become even more important.</span><span style="font-family: Arial, sans-serif; font-size: 10pt;"> </span><span style="font-family: Arial, sans-serif; font-size: 10pt;">Understanding and responding to these
employees’ concerns and questions are important components in ensuring success.</span></p>
<p class="MsoNoSpacing" style="text-align: justify;"><span style="font-family: Arial, sans-serif; font-size: 10pt;">Today, employees are generally
satisfied with their jobs.</span><span style="font-family: Arial, sans-serif; font-size: 10pt;"> </span><span style="font-family: Arial, sans-serif; font-size: 10pt;">Employees
appreciate that management is operating the business efficiently, often under
conditions of uncertainty and with limited resources.</span><span style="font-family: Arial, sans-serif; font-size: 10pt;"> </span><span style="font-family: Arial, sans-serif; font-size: 10pt;">Employees also believe that opportunities for
advancement will occur as long as performance is maintained.</span><span style="font-family: Arial, sans-serif; font-size: 10pt;"> </span><span style="font-family: Arial, sans-serif; font-size: 10pt;">Key challenges for the future in a post-pandemic
world include:</span></p>
<p class="MsoNoSpacing" style="text-align: justify;"><span style="font-family: Wingdings; font-size: 10pt; text-indent: -0.25in;">n<span style="font-family: "Times New Roman"; font-size: 7pt; font-stretch: normal; font-variant-east-asian: normal; font-variant-numeric: normal; line-height: normal;"> </span></span><span style="font-family: Arial, sans-serif; font-size: 10pt; text-indent: -0.25in;">Expanding
communication initiatives to ensure that the employees are informed of changes
at work. </span></p><p class="MsoNoSpacing" style="text-align: justify;"><span style="font-family: Wingdings; font-size: 10pt; text-indent: -0.25in;">n<span style="font-family: "Times New Roman"; font-size: 7pt; font-stretch: normal; font-variant-east-asian: normal; font-variant-numeric: normal; line-height: normal;"> </span></span><span style="font-family: Arial, sans-serif; font-size: 10pt; text-indent: -0.25in;">Maintaining
effective employee management relations through accountability measures.</span></p><p class="MsoNoSpacing" style="text-align: justify;"><span style="font-family: Wingdings; font-size: 10pt; text-indent: -0.25in;">n<span style="font-family: "Times New Roman"; font-size: 7pt; font-stretch: normal; font-variant-east-asian: normal; font-variant-numeric: normal; line-height: normal;"> </span></span><span style="font-family: Arial, sans-serif; font-size: 10pt; text-indent: -0.25in;">Ensuring
that a team environment is supported and encouraged.</span></p><p class="MsoNoSpacing" style="text-align: justify;"><span style="font-family: Wingdings; font-size: 10pt; text-indent: -0.25in;">n<span style="font-family: "Times New Roman"; font-size: 7pt; font-stretch: normal; font-variant-east-asian: normal; font-variant-numeric: normal; line-height: normal;"> </span></span><span style="font-family: Arial, sans-serif; font-size: 10pt; text-indent: -0.25in;">Maintaining
a progressive compensation program.</span></p><p class="MsoNoSpacing" style="text-align: justify;"><span style="font-family: Wingdings; font-size: 10pt; text-indent: -0.25in;">n<span style="font-family: "Times New Roman"; font-size: 7pt; font-stretch: normal; font-variant-east-asian: normal; font-variant-numeric: normal; line-height: normal;"> </span></span><span style="font-family: Arial, sans-serif; font-size: 10pt; text-indent: -0.25in;">Supporting
a leadership team that is decisive.</span></p><p class="MsoNoSpacing" style="text-align: justify;"><span style="font-family: Wingdings; font-size: 10pt; text-indent: -0.25in;">n<span style="font-family: "Times New Roman"; font-size: 7pt; font-stretch: normal; font-variant-east-asian: normal; font-variant-numeric: normal; line-height: normal;"> </span></span><span style="font-family: Arial, sans-serif; font-size: 10pt; text-indent: -0.25in;">Opportunities
for career advancement in an ever-tightening job market.</span></p><p class="MsoNoSpacing" style="text-align: justify;"><span style="font-family: Wingdings; font-size: 10pt; text-indent: -0.25in;">n<span style="font-family: "Times New Roman"; font-size: 7pt; font-stretch: normal; font-variant-east-asian: normal; font-variant-numeric: normal; line-height: normal;"> </span></span><span style="font-family: Arial, sans-serif; font-size: 10pt; text-indent: -0.25in;">Benefit
programs that offer security and protection for the employee and eligible
dependents.</span></p><p class="MsoNoSpacing" style="text-align: justify;"><span style="font-family: Arial, sans-serif; font-size: 10pt;">Human Resources for
the remainder of 2021 and beyond will need to be flexible, source and retain
talent by looking for alternative ways to respond to the current business
climate.</span><span style="font-family: Arial, sans-serif; font-size: 10pt;"> </span><span style="font-family: Arial, sans-serif; font-size: 10pt;">Management will support this
goal through the use of HR metrics.</span></p>Richard Sherwoodhttp://www.blogger.com/profile/10850168958093128928noreply@blogger.com0tag:blogger.com,1999:blog-23908204022727471.post-46212079881526793812021-04-23T09:11:00.002-07:002021-04-23T09:11:18.245-07:00What are the Top Five HR Challenges that Leaders are Managing Due to COVID?<p><span style="font-family: Arial, sans-serif; text-align: justify;"><span style="font-size: medium;">As a result</span></span><span style="font-family: Arial, sans-serif; font-size: 10pt; text-align: justify;"> of the on-going
pandemic leaders of many organizations are struggling to ensure the safety,
health and wellbeing of their employees. Based upon survey data, outlined below
are five challenges that managers are facing today along with recommendations
to address these demands.</span></p>
<p class="MsoNormal" style="text-align: justify;"><u><span style="font-family: "Arial",sans-serif; font-size: 10.0pt; line-height: 115%;">Managing Remote Work<o:p></o:p></span></u></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 10.0pt; line-height: 115%;">Managers in pre-COVID times were
able to walk down the hall to meet with their staff, support their efforts and
provide their subordinates with task direction.<span style="mso-spacerun: yes;">
</span>With the need to offer employees a safe work environment many employers
determined that employees needed to work from home.<span style="mso-spacerun: yes;"> </span>Working from home created an environment
where structure was often lacking, IT support limited, and business practices were
imperfect.<span style="mso-spacerun: yes;"> </span>Managers and leaders of
organizations over the past 14 months have learned that responding to the needs
of the employees swiftly along with providing support to make this transition
as easy as possible needed to occur.<span style="mso-spacerun: yes;">
</span>What this means is that when employees reach out for assistance,
managers need to respond with an action-oriented plan.<span style="mso-spacerun: yes;"> </span>Whether it is dealing with a systems issue,
customer support or logistics challenges managers need to respond and rectify
any issues.<o:p></o:p></span></p>
<p class="MsoNormal" style="text-align: justify;"><u><span style="font-family: "Arial",sans-serif; font-size: 10.0pt; line-height: 115%;">Ensuring Effective Employee
Communication<o:p></o:p></span></u></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 10.0pt; line-height: 115%;">Communication during the best
of times has always been a significant handicap for many employers.<span style="mso-spacerun: yes;"> </span>With many employees working remotely
communication is not as effective nor as complete as it needs to be.<span style="mso-spacerun: yes;"> </span>Communication with employees working from
home is often one-way, not consultive or as collaborative as is necessary.<span style="mso-spacerun: yes;"> </span>While efficiency and the use of technology
(Teams, WebEx and Zoom) are valuable tools they do not replace one-on-one
conversations with the staff.<span style="mso-spacerun: yes;"> </span>Often
times these tools are used to communicate tasks and strategy but not individual
work challenges.<span style="mso-spacerun: yes;"> </span>Managers need to ensure
that their subordinates have quality one-on-one time to address specifical work
issues and impediments to success.<span style="mso-spacerun: yes;"> </span>The
ability to walk down the hall and obtain direction will at some point return;
however, in the interim managers need to carve out time for direct
communication with their staff.<o:p></o:p></span></p>
<p class="MsoNormal" style="text-align: justify;"><u><span style="font-family: "Arial",sans-serif; font-size: 10.0pt; line-height: 115%;">Job Uncertainty:<o:p></o:p></span></u></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 10.0pt; line-height: 115%;">One of the consequences of the
pandemic has been the loss of job stability and security.<span style="mso-spacerun: yes;"> </span>Initially, millions of employees lost their
job, the social and financial safety net was lacking, and government programs
were stretched to the maximum.<span style="mso-spacerun: yes;"> </span>Over the
past 14 months many employees have returned to their old jobs; however, many
remain unemployed, and their job has been eliminated or their employer has
ceased to exist.<span style="mso-spacerun: yes;"> </span>A manager’s role during
this uncertain time is to reassure their staff, be transparent in financial
health of the organization and explain to the employees what their role
currently is and how their job might change in the future.<span style="mso-spacerun: yes;"> </span>Honesty and sincerity are critical to
alleviating an employee’s fear of job insecurity.<o:p></o:p></span></p>
<p class="MsoNormal" style="background: white; line-height: normal; margin-bottom: 3.0pt;"><u><span style="color: black; font-family: "Arial",sans-serif; font-size: 10.0pt; mso-color-alt: windowtext; mso-fareast-font-family: "Times New Roman";">Workforce
Wellbeing</span></u><u><span style="font-family: "Arial",sans-serif; font-size: 10.0pt; mso-fareast-font-family: "Times New Roman";"><o:p></o:p></span></u></p>
<p class="MsoNormal" style="background: white; line-height: normal; margin-bottom: 3.0pt;"><span style="color: #202124; font-family: Arial, sans-serif; font-size: 10pt; text-align: justify;">The sudden shift in
work culture over the past year has taken a tremendous toll on the employee’s
overall health and wellbeing.</span><span style="color: #202124; font-family: Arial, sans-serif; font-size: 10pt; text-align: justify;"> </span><span style="color: #202124; font-family: Arial, sans-serif; font-size: 10pt; text-align: justify;">The social
aspect of work, ability to share business and personal challenges with
colleagues has been replaced by on-line meetings that lack an exchange of support
and empathy.</span><span style="color: #202124; font-family: Arial, sans-serif; font-size: 10pt; text-align: justify;"> </span><span style="color: #202124; font-family: Arial, sans-serif; font-size: 10pt; text-align: justify;">Employees feel less
inclined to share their successes and challenges when the format is not
conducive to maintaining privacy.</span><span style="color: #202124; font-family: Arial, sans-serif; font-size: 10pt; text-align: justify;"> </span><span style="color: #202124; font-family: Arial, sans-serif; font-size: 10pt; text-align: justify;">Managers
need to check in with their staff to find out what is happening not only on the
work front but also on the personal side.</span><span style="color: #202124; font-family: Arial, sans-serif; font-size: 10pt; text-align: justify;">
</span><span style="color: #202124; font-family: Arial, sans-serif; font-size: 10pt; text-align: justify;">Find out how the employees is handling their isolation from their
co-workers, have they experienced any issues around “loss” or illness.</span><span style="color: #202124; font-family: Arial, sans-serif; font-size: 10pt; text-align: justify;"> </span><span style="color: #202124; font-family: Arial, sans-serif; font-size: 10pt; text-align: justify;">Managers need to be prepared to provide
resources to their staff to address any health or wellbeing issues.</span><span style="color: #202124; font-family: Arial, sans-serif; font-size: 10pt; text-align: justify;"> </span></p>
<p class="MsoNormal" style="background: white; line-height: normal; margin-bottom: 3.0pt; text-align: justify;"><u style="background-color: transparent;"><span style="font-family: "Arial",sans-serif; font-size: 10.0pt; line-height: 115%;">Employee Engagement:</span></u></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 10.0pt; line-height: 115%;">Engaged employees are
committed to their organization’s goals and values, they are motivated to
contribute to organizational success, and are able at the same time to further
enhance their own sense of purpose.<span style="mso-spacerun: yes;"> </span>With
employees working remotely, insufficient communication tools, job insecurity,
workforce wellbeing issues; and employee engagement has suffered.<span style="mso-spacerun: yes;"> </span>While some industries have flourished and
grown over the past 14 months, many employees have experienced a significant
disconnect between their support for the company and their colleagues.<span style="mso-spacerun: yes;"> </span>Managers need to make a concerted effort to
work with staff to listen, address and resolve their challenges.<span style="mso-spacerun: yes;"> </span><a name="_Hlk70061099">Mangers will also need
to address the topic of when “normalcy” returns what do employees envision as
their work environment of the future.<span style="mso-spacerun: yes;"> </span></a>Engage
employees to determine how they want to work in the future.<span style="mso-spacerun: yes;"> </span>Do they want to return to the office
permanently, partially or intermittently?<span style="mso-spacerun: yes;">
</span>Listening to the staff and incorporating their ideas as part of an
overall policy will improve employee engagement and general support for
organizational success.<o:p></o:p></span></p>Richard Sherwoodhttp://www.blogger.com/profile/10850168958093128928noreply@blogger.com0tag:blogger.com,1999:blog-23908204022727471.post-18345012762407994562021-03-01T14:39:00.006-08:002021-03-01T14:45:32.196-08:00What are the Four Key Traits Exhibited by Engaged Employees Today?<p></p><p class="MsoNormal" style="text-align: justify;"><span style="font-family: arial;"><span face="Arial, sans-serif" style="line-height: 115%;"><span style="font-size: medium;">Top-performing organizations</span></span><span face=""Arial",sans-serif" style="font-size: 10pt; line-height: 115%;">
understand that employee engagement with the business is a key driver of success.
Engaged employees are team players, productive and customer focused. </span><span face=""Arial",sans-serif" lang="EN" style="font-size: 10pt; line-height: 115%; mso-ansi-language: EN;">Engaged
employees care about the future of the company and are willing to invest time,
energy and effort to support the strategic direction and vision of the organization.
Engaged employees tend to produce greater results, have higher productivity,
and remain with the company longer.<o:p></o:p></span></span></p><p class="MsoNormal" style="text-align: justify;"><span face=""Arial",sans-serif" style="font-family: arial; font-size: 10pt; line-height: 115%;">As a result, organizations
possessing high levels of satisfaction and engagement are more likely to be
financially successful. Based upon our employee
survey data outlined below are the four key attributes that engaged employees
demonstrate.<o:p></o:p></span></p><p class="MsoNormal" style="text-align: justify;"><span face=""Arial",sans-serif" style="font-family: arial; font-size: 10pt; line-height: 115%;">#1 Demonstrate Satisfaction
with their Career<o:p></o:p></span></p><p class="MsoNormal" style="text-align: justify;"><span face=""Arial",sans-serif" style="font-family: arial; font-size: 10pt; line-height: 115%;">Satisfaction with one’s career
is a key driver of an engaged employee.
Employees who enjoy their job, are satisfied with their career
progression, contribute to the success of the company and are more engaged and
aligned with the business. Engaged
employees will also remain at the organization longer which can result in less turnover. This directly impacts the bottom line.<o:p></o:p></span></p><p class="MsoNormal" style="text-align: justify;"><span face=""Arial",sans-serif" style="font-family: arial; font-size: 10pt; line-height: 115%;">#2 Are Decision Makers<o:p></o:p></span></p><p class="MsoNormal" style="text-align: justify;"><span face=""Arial",sans-serif" style="font-family: arial; font-size: 10pt; line-height: 115%;">The ability to make decisions
and be held accountable for those decisions builds trust between the employee
and the leaders of the company. Challenging
employees to take risks empowers and engages staff. Building trust between management and staff
allows for those closest to the customer to make decisions that are based upon
the current reality and typically results in more satisfied customers. Engaged employees are “take charge”
individuals and are willing to take calculated risks.<o:p></o:p></span></p><p class="MsoNormal" style="text-align: justify;"><span face="Arial, sans-serif" style="font-family: arial; font-size: 10pt;">#3 Possess
Excellent Communication Skills</span></p><p class="MsoNormal" style="text-align: justify;"><span style="font-family: arial;"><span face=""Arial",sans-serif" style="font-size: 10pt; line-height: 115%; mso-bidi-font-size: 9.0pt;">The
leaders of the organization need to be able to communicate the vision, values
and mission of the company. Their
efforts in sharing the strategy result in an informed employee base that
understanding the successes and future challenges that the company may
face. Leaders also need to listen to the
employees and </span><span face=""Arial",sans-serif" style="font-size: 10pt; line-height: 115%;">process the information in such a way that allows for all
employees to contribute to success of the company.<o:p></o:p></span></span></p><p class="MsoNormal" style="text-align: justify;"><span face=""Arial",sans-serif" style="font-family: arial; font-size: 10pt; line-height: 115%;">#4 Are Problem Solvers<o:p></o:p></span></p><p class="MsoNormal" style="text-align: justify;"><span face=""Arial",sans-serif" style="font-family: arial; font-size: 10pt; line-height: 115%;">Engaged employees examines
problems and working with the team is able to provide a solution either independently
or as part of a team. Engaged employees
encourage a team approach to problem solving as a way to better support the
customer. They will also seek out
problems and view them as an opportunity and a challenge.<o:p></o:p></span></p><p class="MsoNormal" style="text-align: justify;">
</p><p class="MsoNormal" style="text-align: justify;"><span face=""Arial",sans-serif" style="font-size: 10pt; line-height: 115%;"><span style="font-family: arial;">Finally, engaged employees are
committed to their organization’s goals and values, they are motivated to
contribute to organizational success, and are able at the same time to further enhance
their own sense of purpose.</span><o:p></o:p></span></p><p></p>Richard Sherwoodhttp://www.blogger.com/profile/10850168958093128928noreply@blogger.com0tag:blogger.com,1999:blog-23908204022727471.post-56640232691114081432021-01-12T11:16:00.000-08:002021-01-12T11:16:00.023-08:00How Business can Thrive During A Global Pandemic?<p><span style="background-color: white; font-family: Arial, sans-serif; text-align: justify;"><span style="font-size: large;">Your business</span></span><span style="background-color: white; font-family: Arial, sans-serif; font-size: 10pt; text-align: justify;"> is based upon relationships with your customers, vendors
and employees.</span><span style="font-family: Arial, sans-serif; font-size: 10pt; text-align: justify;"> </span><span style="background-color: white; font-family: Arial, sans-serif; font-size: 10pt; text-align: justify;">Keeping in touch with
these three stakeholders is particularly important to ensure your business survives
the current economic downturn as a result of the global pandemic.</span><span style="font-family: Arial, sans-serif; font-size: 10pt; text-align: justify;"> </span><span style="background-color: white; font-family: Arial, sans-serif; font-size: 10pt; text-align: justify;">By creating a plan to ensure that you
maintain communication with these three constituents, your business may succeed
and even thrive during the global pandemic.</span><span style="font-family: Arial, sans-serif; font-size: 10pt; text-align: justify;">
</span><span style="background-color: white; font-family: Arial, sans-serif; font-size: 10pt; text-align: justify;">Whether as the leader of your organization or a manager of your business
unit evaluating how you approach your three contributors to your success will
help you and your business survive.</span></p>
<p class="MsoNoSpacing" style="text-align: justify;"><i><span style="background: white; font-family: Arial, sans-serif; font-size: 10pt;">Customers</span></i></p>
<p class="MsoNoSpacing" style="text-align: justify;"><span style="background-color: white; font-family: Arial, sans-serif; font-size: 10pt;">Keeping your current business and winning new business does not just
mean winning customers.</span><span style="font-family: Arial, sans-serif; font-size: 10pt;"> </span><span style="background-color: white; font-family: Arial, sans-serif; font-size: 10pt;">It is much
easier to secure existing business than it is to acquire new clients. Your
current clients already know you, like you, and trust you. Right now,
businesses need to prioritize reaching out to current clients before new
clients.</span><span style="font-family: Arial, sans-serif; font-size: 10pt;"> </span><span style="background-color: white; font-family: Arial, sans-serif; font-size: 10pt;">A personal check-in goes a long
way. All businesses are a relationship business. Now, more than ever, it is
important for you to remember this.</span><span style="font-family: Arial, sans-serif; font-size: 10pt;">
</span><span style="background-color: white; font-family: Arial, sans-serif; font-size: 10pt;">Check on how your customers are doing before you check-up on how their
business is doing. A heartfelt email or phone call to show customers you are
thinking of them is always appreciated.</span><span style="font-family: Arial, sans-serif; font-size: 10pt;">
</span><span style="background-color: white; font-family: Arial, sans-serif; font-size: 10pt;">If you get the sense that they are willing to talk about business, ask
them about their current priorities.</span><span style="font-family: Arial, sans-serif; font-size: 10pt;">
</span><span style="background-color: white; font-family: Arial, sans-serif; font-size: 10pt;">What are they struggling with during the pandemic? What new objectives
are they trying to achieve?</span><span style="font-family: Arial, sans-serif; font-size: 10pt;"> </span><span style="background-color: white; font-family: Arial, sans-serif; font-size: 10pt;">Can your
expertise solve one of those problems? Can you help them achieve their new
goals and objectives?</span><span style="font-family: Arial, sans-serif; font-size: 10pt;"> </span><span style="background-color: white; font-family: Arial, sans-serif; font-size: 10pt;">If you can add
value, support your customers and see where your assistance can help them out.</span></p>
<p class="MsoNoSpacing" style="text-align: justify;"><i><span style="font-family: "Arial",sans-serif; font-size: 10.0pt;">Vendors</span></i></p>
<p class="MsoNoSpacing" style="text-align: justify;"><span style="background-color: white; font-family: Arial, sans-serif; font-size: 10pt;">Your budget is tightening, and your service providers might be willing
to examine their current pricing structure. That does not mean you need to
eliminate their services; however, getting creative with their pricing and
examining ways you can create more value for less expense may be an option. If
your vendors do not have the ability to reduce their fees request something
that still creates the outcome that you desire, but maybe involves less of your
involvement or a longer arrangement at the current pricing level. These smaller
offers also pave the way for a longer relationship when the pandemic is no longer
an issue and the vaccine has created herd immunity.</span></p>
<p class="MsoNoSpacing" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 10.0pt;"><i>Employees</i><span style="background: white;"><o:p></o:p></span></span></p>
<p class="MsoNoSpacing" style="text-align: justify;"><span style="font-family: Arial, sans-serif; font-size: 10pt;">The Human Resource profession over the past ten
months has changed dramatically.</span><span style="font-family: Arial, sans-serif; font-size: 10pt;"> </span><span style="font-family: Arial, sans-serif; font-size: 10pt;">With
many employees working remotely HR professionals will continue to face
significant changes in the near-term.</span><span style="font-family: Arial, sans-serif; font-size: 10pt;"> </span><span style="font-family: Arial, sans-serif; font-size: 10pt;">The
need for timely information to support the immediate needs of the staff will
only get greater.</span><span style="font-family: Arial, sans-serif; font-size: 10pt;"> </span><span style="font-family: Arial, sans-serif; font-size: 10pt;">HR metrics to evaluate
performance, gauge communication challenges, support effective talent
management practices, retain employees, along with the evaluation of employee
satisfaction and engagement will become a key focus for the future.</span><span style="font-family: Arial, sans-serif; font-size: 10pt;"> </span><span style="font-family: Arial, sans-serif; font-size: 10pt;">HR leaders will need to find new ways to reach
out to employees to evaluate that their needs are being met.</span><span style="font-family: Arial, sans-serif; font-size: 10pt;"> </span><span style="font-family: Arial, sans-serif; font-size: 10pt;">A plan to contact the staff to ensure that
communication remains uninterrupted and that questions are getting answered
will need to be implemented.</span><span style="font-family: Arial, sans-serif; font-size: 10pt;"> </span></p>
<p class="MsoNoSpacing" style="text-align: justify;"><i><span style="background: white; color: #333333; font-family: Arial, sans-serif; font-size: 10pt;">Action Step: Choose & Implement Your Strategy</span></i></p>
<p class="MsoNoSpacing" style="text-align: justify;"><span style="background: white; color: black; font-family: "Arial",sans-serif; font-size: 10.0pt; mso-color-alt: windowtext;">To be successful, select
one of the targeted audiences above and act on it.<span style="mso-spacerun: yes;"> </span>Reach out to a customer, vendor or employee
and ask how they are managing the changes as a result of the pandemic. Listen
to their concerns and if you can help solve one of those problems, put together
a plan and strategy to help them.</span><span style="color: red; font-family: "Arial",sans-serif; font-size: 10.0pt;"><o:p></o:p></span></p>Richard Sherwoodhttp://www.blogger.com/profile/10850168958093128928noreply@blogger.com0tag:blogger.com,1999:blog-23908204022727471.post-44103761018592328122020-12-16T11:01:00.000-08:002020-12-16T11:01:33.934-08:00Why is the Performance Review So Important Today?<p></p><p class="MsoNoSpacing" style="text-align: justify;"><span style="font-family: Arial, sans-serif;"><span style="font-size: medium;">With all of the changes</span></span><span style="font-family: "Arial",sans-serif; font-size: 10.0pt;"> over the past several
years and the shift of the Human Resource profession from a tactical to a
strategic focus, one of the questions we hear from many of our client’s is the
performance review relevant in today’s business environment?<span style="mso-spacerun: yes;"> </span>Businesses today are driven by metrics and
the HR programs that have been in place for many years need to be evaluated to
determine if they are effective.</span></p>
<p class="MsoNoSpacing" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 10.0pt;">Given the current work environment where more employees
are working remotely,<span style="mso-spacerun: yes;"> </span>our survey data
indicates that the performance review remains a valuable tool to motivate and
ensure high levels of performance.<span style="mso-spacerun: yes;"> </span>To
support this position, we examined our survey data in order to determine what
our clients and respondents are saying about this key management responsibility.<o:p></o:p></span></p>
<p class="MsoNoSpacing" style="text-align: justify;"><i><span style="font-family: "Arial",sans-serif; font-size: 10.0pt;">What is a
Performance Review and How Do We Define this Process?</span></i></p>
<p class="MsoNoSpacing" style="text-align: justify;"><span style="font-family: Arial, sans-serif; font-size: 10pt;">The performance review is a </span><span style="font-family: Arial, sans-serif; font-size: 10pt;">mechanism
to document an employee’s skill level based upon a clear understanding of the
duties and responsibilities of the job and the results expected. Performance reviews have been viewed as an effective
tool for management to help motivate and maximize performance and productivity. It is also a way to outline career goals and identify
expectations for the future. The
performance review if consistently applied across the organization can
facilitate a ranking mechanism for management which helps identify
high-potential employees as well as provide succession planning services for
key positions in the company.</span></p>
<p class="MsoNoSpacing" style="text-align: justify;"><i style="mso-bidi-font-style: normal;"><span style="font-family: "Arial",sans-serif; font-size: 10.0pt; mso-bidi-font-size: 12.0pt;">Do Employees find Value in the Process?<o:p></o:p></span></i></p>
<p class="MsoNoSpacing" style="text-align: justify;"><span style="font-family: Arial, sans-serif; font-size: 10pt;">Based upon our employee survey data areas of employee
satisfaction with management are varied; however, employees find the management
responsibility of conducting the performance review especially important for
ensuring high levels of performance along with the maintenance of superior
employee-management relations. Holding
all employees accountable creates a team environment where honest and
constructive feedback is valued.
Employees; however, do not view the performance review as a</span><span style="font-family: Arial, sans-serif; font-size: 10pt;">n
isolated event but rather a continuous process.
The formal performance review, while typically conducted annually,
should be communicated and offered as a tool for on-going employee development.</span></p>
<p class="MsoNoSpacing" style="text-align: justify;"><i style="mso-bidi-font-style: normal;"><span style="font-family: "Arial",sans-serif; font-size: 10.0pt; mso-bidi-font-size: 12.0pt;">Do Managers find Value in the Process?<o:p></o:p></span></i></p>
<p class="MsoNoSpacing" style="text-align: justify;"><span style="font-family: Arial, sans-serif; font-size: 10pt;">Our survey data
suggests that the need for managers to motivate employees through a progressive
performance review process facilitates a stronger organization which allows the
employee to grow professionally.</span><span style="font-family: Arial, sans-serif; font-size: 10pt;"> </span><span style="font-family: Arial, sans-serif; font-size: 10pt;">The
opportunity to present a strategy for continuous improvement and tie pay to
performance along with recognizing excellence on the job creates an environment
that is more innovative and creative.</span><span style="font-family: Arial, sans-serif; font-size: 10pt;"> </span><span style="font-family: Arial, sans-serif; font-size: 10pt;">If
done properly, managers believe that the annual performance review can retain high
performers and lower turnover.</span><span style="font-family: Arial, sans-serif; font-size: 10pt;">
</span><span style="font-family: Arial, sans-serif; font-size: 10pt;">Furthermore, if performance, pay and incentive plans are linked the
performance review process will have more significance and importance.</span></p>
<p class="MsoNoSpacing" style="text-align: justify;"><i style="mso-bidi-font-style: normal;"><span style="font-family: "Arial",sans-serif; font-size: 10.0pt; mso-bidi-font-size: 12.0pt;">What is the Problem with the Annual Performance Review?<o:p></o:p></span></i></p>
<p class="MsoNoSpacing" style="text-align: justify;"><span style="font-family: Arial, sans-serif; font-size: 10pt;">With managers and
employees finding value in the process why are there so many issues with this
key Human Resources program?</span><span style="font-family: Arial, sans-serif; font-size: 10pt;"> </span><span style="font-family: Arial, sans-serif; font-size: 10pt;">Managers
will often wait to deliver bad news to the employee during the annual performance
review rather than addressing any challenges immediately.</span><span style="font-family: Arial, sans-serif; font-size: 10pt;"> </span><span style="font-family: Arial, sans-serif; font-size: 10pt;">This approach creates the environment where
the employee cannot alter their behavior or make changes until it brought to
their attention and by then it is too late.</span><span style="font-family: Arial, sans-serif; font-size: 10pt;">
</span><span style="font-family: Arial, sans-serif; font-size: 10pt;">Employees will often not want to appear lacking in their performance and
when challenges surface they are reluctant to bring any impediments to their
success out of fear on not being viewed as knowledgeable.</span><span style="font-family: Arial, sans-serif; font-size: 10pt;"> </span><span style="font-family: Arial, sans-serif; font-size: 10pt;">Both parties want a successful process only
the communication process is lacking and not cascading through the organization.</span></p>
<p class="MsoNoSpacing" style="text-align: justify;"><i style="mso-bidi-font-style: normal;"><span style="font-family: "Arial",sans-serif; font-size: 10.0pt;">What is
the Role of HR to make this Process Work?</span></i></p>
<p class="MsoNoSpacing" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 10.0pt;">HR’s role is to create an environment where all
employees are treated fairly, and their manager is viewed as a strong coach and
mentor.<span style="mso-spacerun: yes;"> </span>Human Resources is also a
facilitator for change and thorough a performance management training program this
particularly important management task can remain relevant and a key metric for
managing and retaining talent.<span style="mso-spacerun: yes;"> </span>HR
professionals will need to devote more time and attention in the future to
providing leaders of the organization with the training on how to deliver an
honest assessment of their direct report’s performance in a timely manner.</span></p><div class="separator" style="clear: both; text-align: center;"><a href="https://1.bp.blogspot.com/-dVo5ubCcraM/X9pY_rLwEfI/AAAAAAAAAag/U-hXpVK2NhsrfOsxKMyj3MHurfM3aM61wCLcBGAsYHQ/s328/People%2BWorking%2BTogether.png" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="189" data-original-width="328" src="https://1.bp.blogspot.com/-dVo5ubCcraM/X9pY_rLwEfI/AAAAAAAAAag/U-hXpVK2NhsrfOsxKMyj3MHurfM3aM61wCLcBGAsYHQ/s320/People%2BWorking%2BTogether.png" width="320" /></a></div><br /><p></p>
<p class="MsoNoSpacing" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 10.0pt;">Given the current work environment where many
employees are working remotely the performance review has taken on additional
importance as it provides feedback to the employee, keeps them engaged in the
success of the company and provides a formal link to the organization.</span><span style="font-family: "Arial",sans-serif; font-size: 10.0pt; mso-bidi-font-size: 12.0pt;"><o:p></o:p></span></p>
<p class="MsoNoSpacing" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 10.0pt; mso-bidi-font-size: 12.0pt;"><o:p> </o:p></span></p><br /><p></p>Richard Sherwoodhttp://www.blogger.com/profile/10850168958093128928noreply@blogger.com0tag:blogger.com,1999:blog-23908204022727471.post-10037638444393835452020-11-03T11:24:00.003-08:002020-11-03T11:24:56.175-08:00What is Employee Engagement and How to Make the Survey Process Successful During a Pandemic?<p class="MsoNormal" style="line-height: normal; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; text-align: justify;"></p><p class="MsoNormal" style="line-height: normal; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 10.0pt; mso-fareast-font-family: "Times New Roman";">Potential
clients will often approach our firm and indicate that they want to conduct an
employee survey to find out what the employees are thinking.<span style="mso-spacerun: yes;"> </span>The motives of the Human Resource leaders in
making this inquiry is based upon a need to discover what is happening in their
organization.<span style="mso-spacerun: yes;"> </span>Given the pandemic it is
important to find out how the company is responding to employees who are working
remotely.<span style="mso-spacerun: yes;"> </span>Acting and responding to the
employees will break down the communication barriers that could develop given
that so many team members are working from their home/office.<span style="mso-spacerun: yes;"> </span>In order to have a successful outcome we
recommend that our clients follow a three-step process to determine if an
employee survey is the most appropriate means of evaluating satisfaction and engagement
given these uncertain times.<span style="mso-spacerun: yes;"> </span>Here are
the recommended steps to ensure a successful survey:<o:p></o:p></span></p>
<p class="MsoListParagraphCxSpFirst" style="line-height: normal; margin-left: .25in; mso-add-space: auto; mso-list: l0 level1 lfo1; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; text-align: justify; text-indent: -.25in;"><!--[if !supportLists]--><span style="font-family: "Arial",sans-serif; font-size: 10.0pt; mso-fareast-font-family: Arial;"><span style="mso-list: Ignore;">1.<span style="font: 7.0pt "Times New Roman";"> </span></span></span><span style="font-family: "Arial",sans-serif; font-size: 10.0pt; mso-fareast-font-family: "Times New Roman";">Define engagement and inform the
employees what this means and how engagement supports the business.<span style="mso-spacerun: yes;"> </span>Our definition of engagement is as
follows:<span style="mso-spacerun: yes;"> </span>“</span><span lang="EN" style="font-family: "Arial",sans-serif; font-size: 10.0pt; mso-ansi-language: EN; mso-bidi-font-weight: bold;">Employee engagement</span><span lang="EN" style="font-family: "Arial",sans-serif; font-size: 10.0pt; mso-ansi-language: EN;">
is the relationship between an organization and its employees.<span style="mso-spacerun: yes;"> </span>An engaged employee is one who subscribes to
the values and goals of the organization and works to ensure success.” Engagement
varies by industry and employer and much like a mission statement, engagement
should have the support of the organization by being published and marketed
through-out the company.<span style="mso-spacerun: yes;"> </span>Employees could
be experiencing a lack of engagement given that they are currently working
remotely.<span style="mso-spacerun: yes;"> </span>A survey will send them two
messages – we want to hear from you, and we want to ensure you remain connected
to the business.</span><span style="font-family: Arial, sans-serif; font-size: 10pt;"> </span></p>
<p class="MsoListParagraphCxSpMiddle" style="line-height: normal; margin-left: .25in; mso-add-space: auto; mso-list: l0 level1 lfo1; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; text-align: justify; text-indent: -.25in;"><!--[if !supportLists]--><span style="font-family: "Arial",sans-serif; font-size: 10.0pt; mso-fareast-font-family: Arial;"><span style="mso-list: Ignore;">2.<span style="font: 7.0pt "Times New Roman";"> </span></span></span><span style="font-family: "Arial",sans-serif; font-size: 10.0pt;">An
engagement survey is not an isolated event but rather a process to improve
employee satisfaction and make your company an employer of choice.<span style="mso-spacerun: yes;"> </span>While measurement is key to the program’s
success the action planning process will make or break the initiative.<span style="mso-spacerun: yes;"> </span>If managers do not assume responsibility are
not held accountable for improvement the survey process will not be successful.<span style="mso-spacerun: yes;"> </span>HR needs to transition from administering the
survey to supporting the needs of the business by working with key leaders to
develop action plans and accountability measures based upon the data collected
during the survey process.</span></p>
<p class="MsoListParagraphCxSpLast" style="line-height: normal; margin-left: .25in; mso-add-space: auto; mso-list: l0 level1 lfo1; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; text-align: justify; text-indent: -.25in;"><!--[if !supportLists]--><span style="font-family: "Arial",sans-serif; font-size: 10.0pt; mso-fareast-font-family: Arial;"><span style="mso-list: Ignore;">3.<span style="font: 7.0pt "Times New Roman";">
</span></span></span><!--[endif]--><span style="font-family: "Arial",sans-serif; font-size: 10.0pt;">Ensure
that a process for following-up on the agreed upon action plans is adhered to
and becomes part of the culture.<span style="mso-spacerun: yes;"> </span>If a
consistent process is not established the survey process will be lost by newer
initiatives, a business crisis or change in personnel.<span style="mso-spacerun: yes;"> </span>Our experience has shown that during the
current health crisis an immediate response from management will ensure that
employees are connected to the business.<span style="mso-spacerun: yes;">
</span>Ensuring accountability to the survey process and addressing issues are
much more important when employees do not have a day-to-day connection to their
manager and/or HR.<span style="mso-spacerun: yes;"> </span>In addition,
follow-up pulse surveys to evaluate trends and long-term employee satisfaction
and engagement will support progressive business practices.<o:p></o:p></span></p>
<p class="MsoNoSpacing" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 10.0pt;">An increase in employee engagement will boost
profits and productivity. Creating a high-performance culture of
obtaining feedback will identify the strengths and weaknesses of the individual
and the organization. Businesses today want to understand how they can
secure more creativity and support from their employees. In conclusion,
employers today face extraordinary challenges with respect to managing the
business and at the same time meeting the needs of their employees.<span style="mso-spacerun: yes;"> </span>Human Resources leaders need to take the
long-term perspective with respect to engagement and the survey process.<o:p></o:p></span></p>
<p class="MsoNoSpacing" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 10.0pt;"><o:p> </o:p></span></p><br /><p></p>Richard Sherwoodhttp://www.blogger.com/profile/10850168958093128928noreply@blogger.com0tag:blogger.com,1999:blog-23908204022727471.post-86144239792606429262020-09-11T14:08:00.004-07:002020-09-11T14:08:42.419-07:00What is HR’s Role During COVID-19?<p><span style="color: windowtext; font-family: Arial, sans-serif; text-align: justify;"><span style="font-size: medium;">Over the past six months</span></span><span style="color: windowtext; font-family: Arial, sans-serif; font-size: 10pt; text-align: justify;"> business
in the United States has changed dramatically.</span><span style="color: windowtext; font-family: Arial, sans-serif; font-size: 10pt; text-align: justify;">
</span><span style="color: windowtext; font-family: Arial, sans-serif; font-size: 10pt; text-align: justify;">We have gone from exceptionally low levels of unemployment and a healthy
economy to a work environment where 40+ million Americans have filed for
unemployment insurance, business failures and constant chaos.</span><span style="color: windowtext; font-family: Arial, sans-serif; font-size: 10pt; text-align: justify;"> </span><span style="color: windowtext; font-family: Arial, sans-serif; font-size: 10pt; text-align: justify;">During this time HR has played a unique role
in developing polices to meet this challenge.</span><span style="color: windowtext; font-family: Arial, sans-serif; font-size: 10pt; text-align: justify;">
</span><span style="color: windowtext; font-family: Arial, sans-serif; font-size: 10pt; text-align: justify;">However, given that the pandemic will not be ending until a vaccine is available
and administered; HR will need to adapt and play a strategic role that is focused
on three areas to assist their employees work more effectively, become more
productive and improve communication.</span></p>
<p class="Default" style="text-align: justify;"><b><span style="color: windowtext; font-family: "Arial",sans-serif; font-size: 10.0pt;">Using Technology to Work
Effectively<o:p></o:p></span></b></p>
<p class="Default" style="text-align: justify;"><span style="color: windowtext; font-family: Arial, sans-serif; font-size: 10pt;">Technology over the past
several months has been the life support for many employers as they continue to
have many of the team members working remotely.</span><span style="color: windowtext; font-family: Arial, sans-serif; font-size: 10pt;">
</span><span style="color: windowtext; font-family: Arial, sans-serif; font-size: 10pt;">Internet applications such as Teams ©, WebEx © and Zoom © are invaluable
program to support the sharing of information.</span><span style="color: windowtext; font-family: Arial, sans-serif; font-size: 10pt;">
</span><span style="color: windowtext; font-family: Arial, sans-serif; font-size: 10pt;">HR will need to continue to support these strategies so that employees
remain in touch, are given information to complete their daily tasks.</span><span style="color: windowtext; font-family: Arial, sans-serif; font-size: 10pt;"> </span><span style="color: windowtext; font-family: Arial, sans-serif; font-size: 10pt;">Training and webinars to support on-going
learning will help build confidence to empower the staff to learn how to utilize
these tools.</span><span style="color: windowtext; font-family: Arial, sans-serif; font-size: 10pt;"> </span><span style="color: windowtext; font-family: Arial, sans-serif; font-size: 10pt;">Video conferencing will be
the future of most meetings and serve as the key communication tool.</span></p>
<p class="Default" style="text-align: justify;"><b><span style="color: windowtext; font-family: "Arial",sans-serif; font-size: 10.0pt;">Providing the Staff Tools to
be More Productive</span></b></p>
<p class="Default" style="text-align: justify;"><span style="color: windowtext; font-family: Arial, sans-serif; font-size: 10pt;">Many of the employee’s
resources before the pandemic were just down the hall from where they
worked.</span><span style="color: windowtext; font-family: Arial, sans-serif; font-size: 10pt;"> </span><span style="color: windowtext; font-family: Arial, sans-serif; font-size: 10pt;">Whether it was an HR issue, a systems
problem resolved by IT or a product pricing question answered by the Sales
department; these issues were handled by reaching out to those employees that
could address the issue quickly and efficiently.</span><span style="color: windowtext; font-family: Arial, sans-serif; font-size: 10pt;"> </span><span style="color: windowtext; font-family: Arial, sans-serif; font-size: 10pt;">Today that is not necessarily the case.</span><span style="color: windowtext; font-family: Arial, sans-serif; font-size: 10pt;"> </span><span style="color: windowtext; font-family: Arial, sans-serif; font-size: 10pt;">HR now and in the future will need to create a
checklist to ensure that the employees have the tools to be productive.</span><span style="color: windowtext; font-family: Arial, sans-serif; font-size: 10pt;"> </span><span style="color: windowtext; font-family: Arial, sans-serif; font-size: 10pt;">This may include a FAQ of typical problems that
employees may encounter while working remotely and to whom they should
contact.</span><span style="color: windowtext; font-family: Arial, sans-serif; font-size: 10pt;"> </span><span style="color: windowtext; font-family: Arial, sans-serif; font-size: 10pt;">One of the most common issues
raised in our pandemic survey was the lack of resources to deal with systems
issues.</span><span style="color: windowtext; font-family: Arial, sans-serif; font-size: 10pt;"> </span><span style="color: windowtext; font-family: Arial, sans-serif; font-size: 10pt;">While many employees are skilled
in their technical area of expertise, systems challenges remain a significant burden
for many staff members working remotely.</span><span style="color: windowtext; font-family: Arial, sans-serif; font-size: 10pt;">
</span><span style="color: windowtext; font-family: Arial, sans-serif; font-size: 10pt;">In addition to a checklist HR will need to periodically audit what is
need by the staff to determine what has changed over time and how they can
address their needs.</span></p>
<p class="Default" style="text-align: justify;"><b><span style="color: windowtext; font-family: "Arial",sans-serif; font-size: 10.0pt;">Communicate, Communicate and
Communicate</span></b></p>
<p class="MsoNoSpacing" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 10.0pt;">Employee communication while always a challenge
will need to be further enhanced to ensure that managers are successfully
supervising their staff.<span style="mso-spacerun: yes;"> </span>This will help guarantee
that they have the tools to be successful in this new normal.<span style="mso-spacerun: yes;"> </span>Constant and consistent communication will be
critical as employees will be working <span style="background: white; color: black; mso-color-alt: windowtext;">Independently </span>with little supervision and
minimal support.<span style="mso-spacerun: yes;"> </span>Managers and the
leadership team will need to be highly organized to evaluate roadblocks that
their staff may encounter and determine the best course of action to address
these barriers to success.<span style="mso-spacerun: yes;"> </span>Daily
communication from managers to their direct staff, weekly communication from
the division leaders and monthly communication from the leadership team will
need to be calendared and adhered to.<span style="mso-spacerun: yes;">
</span>Given so much uncertainty in the business environment along with
insecurity in one’s personal life a structured work environment will help.</span></p>
<p class="Default" style="text-align: justify;"><span style="color: windowtext; font-family: "Arial",sans-serif; font-size: 10.0pt;">While the challenges of
COVID-19 are many, human ingenuity and the resourcefulness of the Human Resources
profession has not changed.<span style="mso-spacerun: yes;"> </span>Your team
will learn new skills, become more effective communicators and contribute to
the success of your business.<o:p></o:p></span></p>Richard Sherwoodhttp://www.blogger.com/profile/10850168958093128928noreply@blogger.com0tag:blogger.com,1999:blog-23908204022727471.post-64580731037683582622020-05-09T15:30:00.000-07:002020-05-09T15:30:13.277-07:00How Will the Work Environment Change after COVID-19?<br />
<div class="Default" style="text-align: justify;">
<span style="color: windowtext; font-family: Arial, sans-serif;"><span style="font-size: large;">Starting in early March</span></span><span style="color: windowtext; font-family: "Arial",sans-serif; font-size: 10.0pt;"> 2020
business in the United States changed dramatically.<span style="mso-spacerun: yes;"> </span>We have gone from low-employment and a robust
economy to a work environment where 30+ million Americans have filed for
unemployment insurance over the past 7 weeks and those that have jobs are
working remotely.<span style="mso-spacerun: yes;"> </span>Congress has addressed
this issue by offering workers expanded unemployment insurance and for
businesses; grants, payroll protection programs and low-interest loans which
can be forgiven under specific circumstances.<span style="mso-spacerun: yes;">
</span>More support from Congress is planned for the future.<span style="mso-spacerun: yes;"> </span>While Federal support is critical for the
economy, the States are also offering programs to help their citizens<o:p></o:p></span></div>
<div class="Default" style="text-align: justify;">
<br /></div>
<div class="Default" style="text-align: justify;">
<span style="color: windowtext; font-family: "Arial",sans-serif; font-size: 10.0pt;">Given all of these changes
what will happen to the American worker when we are finally able to return to
normal.<span style="mso-spacerun: yes;"> </span>I would suggest that we will
never return to “normal” but rather there will be changes in how we work in the
near term along with long-term challenges.<o:p></o:p></span></div>
<div class="Default" style="text-align: justify;">
<br /></div>
<div class="Default" style="text-align: justify;">
<b><span style="color: windowtext; font-family: "Arial",sans-serif; font-size: 10.0pt;">Short Term Changes<o:p></o:p></span></b></div>
<div class="Default" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="font-family: "Arial",sans-serif; font-size: 10.0pt;">The short term effects of COVID-19 may include
some of these challenges:<o:p></o:p></span></div>
<div class="Default" style="text-align: justify;">
<br /></div>
<div class="Default" style="margin-left: .25in; mso-list: l0 level1 lfo1; text-align: justify; text-indent: -.25in;">
<!--[if !supportLists]--><span style="color: windowtext; font-family: Wingdings; font-size: 10.0pt; mso-bidi-font-family: Wingdings; mso-fareast-font-family: Wingdings;"><span style="mso-list: Ignore;">§<span style="font: 7.0pt "Times New Roman";"> </span></span></span><!--[endif]--><span style="color: windowtext; font-family: "Arial",sans-serif; font-size: 10.0pt;">Office
workers will not be following the normal 8 to 5 work schedule but rather a more
flexible schedule will need to be adopted by companies, not-for-profits, and
governmental institutions. <span style="mso-spacerun: yes;"> </span>Employees
will work in modified shifts which will stagger their hours to ensure social
distancing.<span style="mso-spacerun: yes;"> </span>Testing for COVID-19 will be
administered on a weekly basis and this cost will be a burden shared by the
employer and government.<o:p></o:p></span></div>
<div class="Default" style="text-align: justify;">
<br /></div>
<div class="Default" style="margin-left: .25in; mso-list: l0 level1 lfo1; text-align: justify; text-indent: -.25in;">
<!--[if !supportLists]--><span style="color: windowtext; font-family: Wingdings; font-size: 10.0pt; mso-bidi-font-family: Wingdings; mso-fareast-font-family: Wingdings;"><span style="mso-list: Ignore;">§<span style="font: 7.0pt "Times New Roman";"> </span></span></span><!--[endif]--><span style="color: windowtext; font-family: "Arial",sans-serif; font-size: 10.0pt;">Office
workspaces will need to be modified to ensure that physical distancing between
employees and customers is adhered to and that barriers to physical employee
inter-action will need to be constructed.<span style="mso-spacerun: yes;">
</span>Certificates will be given to those employees that have acquired
COVID-19 anti-bodies which will ultimately be their passport to avoid future testing.<o:p></o:p></span></div>
<div class="Default" style="text-align: justify;">
<br /></div>
<div class="Default" style="margin-left: .25in; mso-list: l0 level1 lfo1; text-align: justify; text-indent: -.25in;">
<!--[if !supportLists]--><span style="color: windowtext; font-family: Wingdings; font-size: 10.0pt; mso-bidi-font-family: Wingdings; mso-fareast-font-family: Wingdings;"><span style="mso-list: Ignore;">§<span style="font: 7.0pt "Times New Roman";"> </span></span></span><!--[endif]--><span style="color: windowtext; font-family: "Arial",sans-serif; font-size: 10.0pt;">Manufacturing,
production, and line employees will need to adhere to the social distancing
guidelines which could mean that production may not be at peak for the near
future.<span style="mso-spacerun: yes;"> </span>Protective gear will need to be
assigned to employees and replaced on a frequent basis.<span style="mso-spacerun: yes;"> </span>Testing for COVID-19 will be administered on
a daily basis and this cost will be a burden shared by both the employer and
government.<span style="mso-spacerun: yes;"> </span>Similar to office workers certificates
will be given to those employees that have acquired COVID-19 anti-bodies which will
ultimately be their passport to avoid daily testing.<o:p></o:p></span></div>
<div class="Default" style="margin-left: .25in; mso-list: l0 level1 lfo1; text-align: justify; text-indent: -.25in;">
<span style="color: windowtext; font-family: "Arial",sans-serif; font-size: 10.0pt;"><br /></span></div>
<div class="Default" style="margin-left: .25in; mso-list: l0 level1 lfo1; text-align: justify; text-indent: -.25in;">
<!--[if !supportLists]--><span style="color: windowtext; font-family: Wingdings; font-size: 10.0pt; mso-bidi-font-family: Wingdings; mso-fareast-font-family: Wingdings;"><span style="mso-list: Ignore;">§<span style="font: 7.0pt "Times New Roman";"> </span></span></span><!--[endif]--><span style="color: windowtext; font-family: "Arial",sans-serif; font-size: 10.0pt;">For
those employees where working remotely is an option, companies will encourage
staff to set-up home offices.<span style="mso-spacerun: yes;"> </span>They will
only be required to visit their physical office on a very infrequent
basis.<span style="mso-spacerun: yes;"> </span>This will create significant
challenges for management to hold employees accountable to verify that performance
and productivity standards are maintained.<o:p></o:p></span></div>
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<br /></div>
<div class="Default" style="margin-left: .25in; mso-list: l0 level1 lfo1; text-align: justify; text-indent: -.25in;">
<!--[if !supportLists]--><span style="color: windowtext; font-family: Wingdings; font-size: 10.0pt; mso-bidi-font-family: Wingdings; mso-fareast-font-family: Wingdings;"><span style="mso-list: Ignore;">§<span style="font: 7.0pt "Times New Roman";"> </span></span></span><!--[endif]--><span style="color: windowtext; font-family: "Arial",sans-serif; font-size: 10.0pt;">Technology
will become even more important as a tool to maintain the communication
channels between the leadership team and rank-and-file employees.<span style="mso-spacerun: yes;"> </span>Video conferencing will be the future of most
meetings and serve as the key communication tool.<o:p></o:p></span></div>
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<br /></div>
<div class="Default" style="text-align: justify;">
<b><span style="color: windowtext; font-family: "Arial",sans-serif; font-size: 10.0pt;">Long Term Challenges<o:p></o:p></span></b></div>
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<br /></div>
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<span style="font-family: "Arial",sans-serif; font-size: 10.0pt;">The long term effects of COVID-19 may include
some of these challenges:<o:p></o:p></span></div>
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<br /></div>
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<!--[if !supportLists]--><span style="font-family: Wingdings; font-size: 10.0pt; mso-bidi-font-family: Wingdings; mso-fareast-font-family: Wingdings;"><span style="mso-list: Ignore;">§<span style="font: 7.0pt "Times New Roman";">
</span></span></span><!--[endif]--><span style="font-family: "Arial",sans-serif; font-size: 10.0pt;">Less
office space requirements will depress the commercial real estate market and the
result will be a declining inner-city.<span style="mso-spacerun: yes;">
</span>City versus suburban infrastructure financial resources will put
pressure on the HR professional as additional unemployment in this industry
will occur.<span style="mso-spacerun: yes;"> </span>A perfect example is retail space
in shopping centers and the potential bankruptcies of big retail companies.<o:p></o:p></span></div>
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<br /></div>
<div class="MsoNoSpacing" style="margin-left: .25in; mso-list: l1 level1 lfo2; text-align: justify; text-indent: -.25in;">
<!--[if !supportLists]--><span style="font-family: Wingdings; font-size: 10.0pt; mso-bidi-font-family: Wingdings; mso-fareast-font-family: Wingdings;"><span style="mso-list: Ignore;">§<span style="font: 7.0pt "Times New Roman";">
</span></span></span><!--[endif]--><span style="font-family: "Arial",sans-serif; font-size: 10.0pt;">Management
will need to develop tools to keep employees appraised of the company strategy,
successes, and challenges through nontraditional means.<span style="mso-spacerun: yes;"> </span>The days of “all-hands meetings” are over.<span style="mso-spacerun: yes;"> </span>Conferences and large professional events maybe
eliminated until a vaccine is developed.<o:p></o:p></span></div>
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<br /></div>
<div class="MsoNoSpacing" style="margin-left: .25in; mso-list: l1 level1 lfo2; text-align: justify; text-indent: -.25in;">
<!--[if !supportLists]--><span style="font-family: Wingdings; font-size: 10.0pt; mso-bidi-font-family: Wingdings; mso-fareast-font-family: Wingdings;"><span style="mso-list: Ignore;">§<span style="font: 7.0pt "Times New Roman";">
</span></span></span><!--[endif]--><span style="font-family: "Arial",sans-serif; font-size: 10.0pt;">While
working from home worker injuries will need to be evaluated and policies
developed to ensure that workers and the employer are both protected.<o:p></o:p></span></div>
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<br /></div>
<div class="MsoNoSpacing" style="margin-left: .25in; mso-list: l1 level1 lfo2; text-align: justify; text-indent: -.25in;">
<!--[if !supportLists]--><span style="font-family: Wingdings; font-size: 10.0pt; mso-bidi-font-family: Wingdings; mso-fareast-font-family: Wingdings;"><span style="mso-list: Ignore;">§<span style="font: 7.0pt "Times New Roman";">
</span></span></span><!--[endif]--><span style="font-family: "Arial",sans-serif; font-size: 10.0pt;">Employee
communication while always difficult will need to be further enhanced to ensure
that managers are successfully supervising their staff to guarantee that they
have the tools to be successful.<o:p></o:p></span></div>
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<br /></div>
<div class="Default" style="margin-left: .25in; mso-list: l1 level1 lfo2; text-align: justify; text-indent: -.25in;">
<!--[if !supportLists]--><span style="color: windowtext; font-family: Wingdings; font-size: 10.0pt; mso-bidi-font-family: Wingdings; mso-fareast-font-family: Wingdings;"><span style="mso-list: Ignore;">§<span style="font: 7.0pt "Times New Roman";"> </span></span></span><!--[endif]--><span style="color: windowtext; font-family: "Arial",sans-serif; font-size: 10.0pt;">High
unemployment will be a significant challenge for the future with many people
looking for work in industries that no longer exist.<span style="mso-spacerun: yes;"> </span>Examples include retail, restaurants,
hospitality, and travel.<span style="mso-spacerun: yes;"> </span>Until a vaccine
is developed and widely distributed, human psychology would suggest that these
types of industries will not bounce back quickly.<span style="mso-spacerun: yes;"> </span>People are scared and do not want to put
their health at risk by shopping, going out for dinner, going to a hotel, or boarding
an airplane.<span style="mso-spacerun: yes;"> </span>Companies will play a key role
in supporting these former employees through outplacement services and
technical training.<o:p></o:p></span></div>
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<br /></div>
<div class="Default" style="text-align: justify;">
<span style="color: windowtext; font-family: "Arial",sans-serif; font-size: 10.0pt;">While the challenges of
COVID-19 are many, human ingenuity and resourcefulness has not changed and
there will be a vaccine which will protect all of us.<span style="mso-spacerun: yes;"> </span>The key question is how long will it take to
develop and what intervening factors will change how we work in the future
between now and then?<o:p></o:p></span></div>
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<br />Richard Sherwoodhttp://www.blogger.com/profile/10850168958093128928noreply@blogger.com1tag:blogger.com,1999:blog-23908204022727471.post-10134014171548684072020-02-26T14:14:00.000-08:002020-02-26T14:14:21.824-08:00What is an HR Metric that is Useful Today and how Does this Metric Impact Fairness?<br />
<div class="Default" style="text-align: justify;">
<span style="color: windowtext; font-family: Arial, sans-serif;"><span style="font-size: large;">The Human Resource profession</span></span><span style="color: windowtext; font-family: "Arial",sans-serif; font-size: 10.0pt;">
over the past several decades has become much more sophisticated by utilizing
metrics to examine employee trends.<span style="mso-spacerun: yes;"> </span>Our
profession has become better at anticipating future challenges and
opportunities through the use of metrics that evaluate historical patterns and
trends.<span style="mso-spacerun: yes;"> </span>As a result, we are better able
to respond to on-the-job challenges.<span style="mso-spacerun: yes;"> </span>Metrics
are also a common measurement across all professions and are used as a way to hold
people accountable.<span style="mso-spacerun: yes;"> </span>One key metric that
is being used by thousands of HR professionals is the employee engagement
survey.<o:p></o:p></span></div>
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<br /></div>
<div class="Default" style="text-align: justify;">
<span style="color: windowtext; font-family: "Arial",sans-serif; font-size: 10.0pt;">Using normative data is important
for our clients as this information serves as a benchmark which allows a
company to compare their own mean scores with the client base.<span style="mso-spacerun: yes;"> </span>Normative scores are updated continuously
and, due to the size of our database, we can utilize a 99.9% confidence
interval, resulting in a margin of error of +.01.<span style="mso-spacerun: yes;"> </span>This means that our clients have a high level
of confidence in the data they receive.<span style="mso-spacerun: yes;"> </span>In
the past, clients have often requested that we provide benchmark data against
their industry or region in the country.<span style="mso-spacerun: yes;">
</span>Today, however, we have begun to see a shift from benchmarking within
one's own industry toward benchmarking against other “best places to work”.
This is particularly true with regard to benchmarking in the areas of
organizational climate, culture, engagement, management and leadership.<o:p></o:p></span></div>
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<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="font-family: "Arial",sans-serif; font-size: 10.0pt;">One key goal of conducting an engagement survey
is to assess the relationship between the employee and one’s manager.<span style="mso-spacerun: yes;"> </span>Management effectiveness is very important
data point as our survey data indicates that an employee’s manager is critical
to an employee’s job satisfaction, engagement and retention.<span style="mso-spacerun: yes;"> </span>Today many organizations are experiencing moderate
to high levels of satisfaction with respect to employee management relations.<span style="mso-spacerun: yes;"> </span>Maintaining and improving employee relations
and management practices has a lasting effect with respect to overall employee
satisfaction.<span style="mso-spacerun: yes;"> </span>The survey statement
“People are treated the same at the company regardless of race, gender, age,
ethnicity or other differences” received a rating of 3.84 in 2020; however, in
2001, the same statement achieved a rating of 3.33.<span style="mso-spacerun: yes;"> </span>This development indicates that significant improvement
with respect to being treated fairly has occurred over the past twenty years.<span style="mso-spacerun: yes;"> </span>Equal treatment of all employees will
continue to be a challenge for the future to ensure that employee treatment does
not decline.<span style="mso-spacerun: yes;"> </span>One way to ensure the strengthening
of this value is to continuously enhance managers communication and performance
management skills.<span style="mso-spacerun: yes;"> </span>This will help ensure
that fair and consistent leadership practices are driving their management
actions.<o:p></o:p></span></div>
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<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="font-family: "Arial",sans-serif; font-size: 10.0pt;">HR is the most appropriate department for
explaining and addressing employee concerns with respect to fairness and the data
suggests that significant improvement has occurred over the past two decades.</span></div>
Richard Sherwoodhttp://www.blogger.com/profile/10850168958093128928noreply@blogger.com1tag:blogger.com,1999:blog-23908204022727471.post-86845152737187373882020-01-29T12:33:00.000-08:002020-01-29T12:33:13.464-08:00Is America Facing a Skills Gap and How Can a Culture of Learning Address this Challenge?<br />
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<span style="background: white; color: black; font-family: Arial, sans-serif;"><span style="font-size: large;">Today,</span></span><span style="background: white; color: black; font-family: "Arial",sans-serif; font-size: 10.0pt; mso-color-alt: windowtext;"> in the United States a skills gap is becoming more of
an issue as many skilled American’s are retiring and the gap between
what employers need and what their employees can actually deliver is becoming
significantly wider.<span style="mso-spacerun: yes;"> </span></span><span style="font-family: "Arial",sans-serif; font-size: 10.0pt;">Organizations with a neglected
culture of learning may experience high turnover, struggle to retain customers,
and may ultimately fail. Organizations with a culture of learning which
addresses the skills gap typically thrive by cultivating their employees
through learning opportunities and on-going professional growth.<span style="mso-spacerun: yes;"> </span><span style="background: white; color: black; mso-color-alt: windowtext;">While the skills gap will only worsen over time, there is
hope for the pro-active employer that is willing to address this issue.<span style="mso-spacerun: yes;"> </span>To meet this challenge, HR leaders can plan
and anticipate gaps in employee skills by implementing a series of initiatives which
will hopefully reduce this gap.</span><span style="background: white;"><o:p></o:p></span></span></div>
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<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<i><span style="background: white; color: black; font-family: "Arial",sans-serif; font-size: 10.0pt; mso-color-alt: windowtext;">Conduct a Needs Assessment Survey</span></i><i><span style="background: white; font-family: "Arial",sans-serif; font-size: 10.0pt;"><o:p></o:p></span></i></div>
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<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="background: white; color: black; font-family: "Arial",sans-serif; font-size: 10.0pt; mso-color-alt: windowtext;">Companies today that encourage the collection of employee data and
metrics will be in a better position to address the skills gap challenge.<span style="mso-spacerun: yes;"> </span>It is often the employees that understand
what they require in order to be more efficient, productive and successful on
the job.<span style="mso-spacerun: yes;"> </span>Human Resources should consider
conducting a needs assessment to evaluate the skills require in order to
determine what training programs should be considered and who should be made
available for this additional support.<span style="mso-spacerun: yes;">
</span>Training programs to improve employee skills can include both technical
training, certifications as well as soft-skill training.<span style="mso-spacerun: yes;"> </span>A survey to determine where the gaps in
knowledge should be conducted and then discussed with the employee to develop a
plan to meet the employee needs and the requirements of the job.</span><span style="background: white; font-family: "Arial",sans-serif; font-size: 10.0pt;"><o:p></o:p></span></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<i><span style="background: white; color: black; font-family: "Arial",sans-serif; font-size: 10.0pt; mso-color-alt: windowtext;">Create Succession Plans for Key Positions</span></i><i><span style="background: white; font-family: "Arial",sans-serif; font-size: 10.0pt;"><o:p></o:p></span></i></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="background: white; color: black; font-family: "Arial",sans-serif; font-size: 10.0pt; mso-color-alt: windowtext;">Succession planning is a step-by-step process for identifying and
developing new leaders typically at the exempt level.<span style="mso-spacerun: yes;"> </span>Successful succession plans also increase the
availability of experienced and capable employees that are prepared to assume
these new roles as they become available.<span style="mso-spacerun: yes;">
</span>The goal is to replace the departing employee as quickly and efficiently
as possible with limited interruption to the business.<span style="mso-spacerun: yes;"> </span></span><span style="font-family: "Arial",sans-serif; font-size: 10.0pt;">Succession planning requires an in-depth
understanding of the skills the organization needs and the ability to identify
key players who have those skills and could step into a new role and be
successful.<span style="mso-spacerun: yes;"> </span>Sensible succession plans also
require that incumbent employees be suited for a series of positions of greater
responsibility.<span style="mso-spacerun: yes;"> </span>Fulfilling that
objective entails matching individual talents with required tasks. A job
analysis to determine any skills gap will reveal where there are deficiencies
that are impacting performance.<o:p></o:p></span></div>
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<span style="font-family: "Arial",sans-serif; font-size: 10.0pt;"><br /></span></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<i><span style="font-family: "Arial",sans-serif; font-size: 10.0pt;">Support a Culture of Learning<o:p></o:p></span></i></div>
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<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="font-family: "Arial",sans-serif; font-size: 10.0pt;">Professional development programs are designed
to enhance professional acumen and/or advance an employee’s worth to the
organization.<span style="mso-spacerun: yes;"> </span>Building a learning
culture will encourage creativity, innovation and if successful reduce turnover
over time.<span style="mso-spacerun: yes;"> </span>A culture of learning needs
to establish clear links between learning, performance and the strategic goals
of the company.<span style="mso-spacerun: yes;"> </span>While the company
supports the programs that will bridge any gaps in skills the employee needs to
be held accountable for their own development plan.<span style="mso-spacerun: yes;"> </span>The company needs to make the employee
available for training, provide the financial resources and budget to support
the culture of learning<o:p></o:p></span></div>
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<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="font-family: "Arial",sans-serif; font-size: 10.0pt;">Finally, the question that every company faces
as it considers a learning culture is its readiness to embrace and support such
a program. With the skill gap becoming a bigger issue in the future the HR
professional will need to support, promote and encourage their organization to
develop a learning culture. This will enable the organization not just to
survive in a very competitive business environment but grow and thrive.<o:p></o:p></span></div>
<br />Richard Sherwoodhttp://www.blogger.com/profile/10850168958093128928noreply@blogger.com1tag:blogger.com,1999:blog-23908204022727471.post-16136079548588854332019-11-25T10:27:00.000-08:002019-11-25T10:27:02.870-08:00Why is On-going Professional Development Critical for the HR Professional?<br />
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<span style="font-family: Arial, sans-serif;"><span style="font-size: large;">Professional development</span></span><span style="font-family: "Arial",sans-serif; font-size: 10.0pt;"> and the opportunity to
learn and grow is very important for the small business owner. Learning
best practices will assist owners, managers and individual contributors understand
what is happening not only in their industry but in other industries as
well. The cross-transfer of technology and new management practices and
techniques assist the business owner in trying out new and innovative programs
at work. Professional development and training programs should focus on
two key training strategies:<o:p></o:p></span></div>
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<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<i><span style="font-family: "Arial",sans-serif; font-size: 10.0pt;">Business, Revenue and Sales Growth
Training<o:p></o:p></span></i></div>
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<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="font-family: "Arial",sans-serif; font-size: 10.0pt;">Creating a high performance work environment
will allow you and your employees to make the transition from selling a product
or service to selling a solution. The value of making this transition
will ensure that sales practices and processes are consistent yet meet the
needs of the customer. For small business the “sales” component is
typically the most important component. Attracting new business as well
as retaining current customers are key to one’s success. Furthermore,
retaining your skilled in-house talent is critical for the company and the
culture.<span style="mso-spacerun: yes;"> </span>There are many local resources
for business owners to learn new skills that can increase the bottom line.<span style="mso-spacerun: yes;"> </span>These resources focus on assisting new as
well as seasoned business owners in a variety of industries include manufacturing,
retail, and general management.<o:p></o:p></span></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<i><span style="font-family: "Arial",sans-serif; font-size: 10.0pt;">Employee Satisfaction & Loyalty<o:p></o:p></span></i></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="font-family: "Arial",sans-serif; font-size: 10.0pt;">An increase in employee loyalty can also boost
profits and productivity. Research has shown that satisfied employees
lead to greater profitability and growth. Allocating training
dollars can also reduce turnover, improve product knowledge and diagnose any
performance issues of key employees. Creating a high performance culture
of learning will identify the strengths and weaknesses of the individual.
Small businesses today want to understand how they can secure more creativity
and support from their employees. On-going training will allow for
business owners to determine how to execute the best strategy from the
employee’s perspective by enriching their jobs and assisting them with
fine-tuning their skills.<o:p></o:p></span></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="font-family: "Arial",sans-serif; font-size: 10.0pt;">As small business owners it is very important
that you remain current and up to date to ensure that you are managing your
business and people properly.<o:p></o:p></span></div>
<br />Richard Sherwoodhttp://www.blogger.com/profile/10850168958093128928noreply@blogger.com0tag:blogger.com,1999:blog-23908204022727471.post-29455666766752885022019-11-21T09:33:00.000-08:002019-11-21T09:33:32.516-08:00How to Make the Employee Survey Process Successful?<br />
<div class="MsoNormal" style="line-height: normal; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; text-align: justify;">
<span style="font-family: Arial, sans-serif;"><span style="font-size: large;">Potential
clients</span></span><span style="font-family: "Arial",sans-serif; font-size: 10.0pt; mso-fareast-font-family: "Times New Roman";"> will often approach our firm and indicate that they want to conduct an
employee survey to find out what the employees are thinking.<span style="mso-spacerun: yes;"> </span>The motives of the Human Resource leaders in
making this inquiry are based upon a need to discover what is happening in the
trenches and take action where necessary.<span style="mso-spacerun: yes;">
</span>Even though the HR leaders want to do what is right they often get lost
in the process and don’t take the long-term perspective.<span style="mso-spacerun: yes;"> </span>In order to have a successful outcome we
recommend that our clients follow a four step process to determine if an
employee survey is the most appropriate means of evaluating satisfaction and engagement.<span style="mso-spacerun: yes;"> </span></span><span style="font-family: Arial, sans-serif; font-size: 10pt;">Here are the recommended steps to ensure a successful
survey:</span></div>
<div class="MsoNormal" style="line-height: normal; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; text-align: justify;">
<span style="font-family: "Arial",sans-serif; font-size: 10.0pt; mso-fareast-font-family: "Times New Roman";"><br /></span></div>
<div class="MsoNormal" style="line-height: normal; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; text-align: justify;">
<span style="font-family: "Arial",sans-serif; font-size: 10.0pt; mso-fareast-font-family: "Times New Roman";">Step
#1: Define engagement and inform the
employees what this means and how engagement supports the business. Our definition of engagement is as
follows: “</span><span lang="EN" style="font-family: "Arial",sans-serif; font-size: 10.0pt; mso-ansi-language: EN; mso-bidi-font-weight: bold;">Employee engagement</span><span lang="EN" style="font-family: "Arial",sans-serif; font-size: 10.0pt; mso-ansi-language: EN;">
is the relationship between an organization and its employees. An engaged employee is one who subscribes to
the values and goals of the organization and works to ensure success.” Engagement
varies by industry and employer and much like a mission statement, engagement
should have the support of the organization by being published and marketed
through-out the company.</span><span style="font-family: "Arial",sans-serif; font-size: 10.0pt;"><o:p></o:p></span></div>
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<span lang="EN" style="font-family: Arial, sans-serif; font-size: 10pt;">Step #2: An engagement index is a numerical value that
quantifies engaged employees that are aligned and fully support the success of
the organization in contrast to those that are disengaged. </span><span style="font-family: Arial, sans-serif; font-size: 10pt;">Organizations that score high are typically
successful and have a dynamic leadership team with high employee
engagement. They also have a clearly
defined operational succession plan, a supportive administrative
infrastructure, and programs and policies to support enhanced
productivity. These engagement
indicators are interdependent – good leaders make good business decisions;
progressive compensation and benefits programs attract and retain employees;
employee engagement drives income and productivity. Ensure that the leaders of the organization
understand how these values impact productivity and the bottom-line. Only with the leaders buy-in of an engagement
index with the survey process be successful. </span></div>
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<span style="font-family: Arial, sans-serif; font-size: 10pt;">Step #3:
An engagement survey is not an isolated event but rather the process to
improve employee satisfaction and make your company an employer of choice. While measurement is key to the program’s
success the action planning process will make or break the initiative. If managers are not held accountable, assume
responsibility and be held accountable for improvement this program will not be
successful. HR needs to transition from
“running a survey” to supporting the needs of the business by working with key
leaders to develop action plans and accountability measures based upon the data
collected during the survey process. </span></div>
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<span style="font-family: Arial, sans-serif; font-size: 10pt;">Step #4:
Ensure that a process for following-up on the agreed upon action plans
is adhered to and becomes part of the company culture. If a consistent process is not established
the survey process will be lost by newer initiatives, a business crisis or
change in personnel. Our experience has
shown that if quarterly meetings are scheduled to ensure accountability the
process is much more successful. In
addition, follow-up surveys to evaluate trends and long-term employee
satisfaction and engagement will support progressive business practices. </span></div>
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<span style="font-family: Arial, sans-serif; font-size: 10pt;">In conclusion, employers today face
extraordinary challenges with respect to managing the business and at the same
time meeting the needs of their employees.
Human Resources leaders need to take the long-term perspective with
respect to engagement and the survey process.</span></div>
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<br />Richard Sherwoodhttp://www.blogger.com/profile/10850168958093128928noreply@blogger.com0tag:blogger.com,1999:blog-23908204022727471.post-4500336035885388162019-10-22T12:15:00.004-07:002019-10-22T12:15:44.714-07:00Why Does HR Need a Good On-Boarding Process?<br />
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<span style="font-size: large;"><span style="font-family: Arial, sans-serif;">New employees</span><span style="font-family: Arial, sans-serif;"> </span></span><span style="font-family: "Arial",sans-serif; font-size: 10.0pt;">want to be successful on the job
and they want to be as productive as possible.<span style="mso-spacerun: yes;">
</span>They want to offer solutions; help grow the business and support their
colleagues.<span style="mso-spacerun: yes;"> </span>However, new hires to the
organization are often given little support, provided limited training and<span style="mso-spacerun: yes;"> </span>are expected to be contributing
immediately.<span style="mso-spacerun: yes;"> </span>As HR professionals what
can we do to ensure that new hires are successful.<span style="mso-spacerun: yes;"> </span>Outlined below is a five point program to
ensure that the on-boarding process is successful.<span style="mso-spacerun: yes;"> </span><o:p></o:p></span></div>
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<span style="font-family: "Arial",sans-serif; font-size: 10.0pt;">1.<span style="mso-spacerun: yes;">
</span>Ensure that all new hires regardless of employee classification
participate in the on-boarding process.<span style="mso-spacerun: yes;">
</span>While they would initially report to their department manager their 3 to
5 day orientation to the company would allow them to learn about the company,
meet other employees that are new to the organization and gain a perspective
that will assist them for the future.<span style="mso-spacerun: yes;">
</span>Key to the success of an on-boarding initiative is the leadership teams
support for the program and their willingness to not only release their new hire
for orientation but to also participate and share their experiences with the
new hires.<o:p></o:p></span></div>
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2. Working with the key managers in the organization; a formal on-boarding
process, coordinated by the HR department will introduce the new hire to the
company.<span style="mso-spacerun: yes;"> </span>Two programs; one for exempts
and the other for non-exempts should be considered.<span style="mso-spacerun: yes;"> </span>The goal is to offer these two types of
employees an introduction into the organization that is similar in scope only the
exempt orientation is focused on the business strategy and the non-exempt is
focused on the tactical.<o:p></o:p></span></div>
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<span style="font-family: "Arial",sans-serif; font-size: 10.0pt;">3.<span style="mso-spacerun: yes;"> </span>The
orientation program should be kicked-off by one of the executives (preferably a
C-suite individual) that will share their role at the company with the new
hires and their successes and challenges.<span style="mso-spacerun: yes;">
</span>The on-boarding process should then consist of a structured program
whereby the new hire will rotate among the various departments to learn about
their function at the company and how their duties and responsibilities
compliment the other areas of the organization.<o:p></o:p></span></div>
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<span style="font-family: "Arial",sans-serif; font-size: 10.0pt;">4. Following a 3 to 5 day rotation program the
new hire should then be delivered to their department whereby they will receive
additional training and support to learn about their job, their role and
specific tasks that they need to accomplish.<span style="mso-spacerun: yes;">
</span>This orientation should include them receiving their job description,
telephone training, assignment of an e-mail and systems access.<span style="mso-spacerun: yes;"> </span>The goal is to ensure that the new hire is
given the tools to be successful on the job.<o:p></o:p></span></div>
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<span style="font-family: Arial, sans-serif; font-size: 10pt;">5.</span><span style="font-family: Arial, sans-serif; font-size: 10pt;"> </span><span style="font-family: Arial, sans-serif; font-size: 10pt;">Two
to three weeks after thy have concluded the on-boarding orientation the new
hire should receive a new hire survey which will allow them to provide feedback
on the process.</span><span style="font-family: Arial, sans-serif; font-size: 10pt;"> </span><span style="font-family: Arial, sans-serif; font-size: 10pt;">The task is this
final step of the process and will allow the new hire to share with HR and their
manager what they have learned as well as their satisfaction with the
on-boarding process.</span><span style="font-family: Arial, sans-serif; font-size: 10pt;"> </span><span style="font-family: Arial, sans-serif; font-size: 10pt;">The sharing of
ideas and the success and/or areas for improvement in the on-boarding process
will help progressive companies deal with their challenges and hopefully offer solutions for the future.</span></div>
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<span style="font-family: "Arial",sans-serif; font-size: 10.0pt;">To learn more about our on-boarding survey
tool, reporting and analysis please go to our website at:<o:p></o:p></span></div>
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<span style="font-family: "Arial",sans-serif; font-size: 10.0pt;"><a href="http://www.innovative-hrsolutions.com/">http://www.innovative-hrsolutions.com</a></span></div>
Richard Sherwoodhttp://www.blogger.com/profile/10850168958093128928noreply@blogger.com0tag:blogger.com,1999:blog-23908204022727471.post-38542336535399844282019-08-12T13:42:00.000-07:002019-08-12T13:42:46.290-07:00What is Leadership?<br />
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<span style="font-family: Arial, sans-serif;"><span style="font-size: large;">People strive to be engaged </span></span><span style="font-family: "Arial",sans-serif; font-size: 10.0pt;">in meaningful work
and most of us seek out experiences that help us grow professionally. Companies
that recognize and support this basic human goal are on the path to become
employers of choice.<o:p></o:p></span></div>
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After our basic needs are fulfilled, an employee searches for meaning and a
sense of purpose in a job.<span style="mso-spacerun: yes;"> </span>People want
to believe that they are providing a good or service that will help
others.<span style="mso-spacerun: yes;"> </span>If, in your role as a Human
Resource professional, you aren’t articulating what you care about and how you
plan to make a difference, then you will need to make changes in your approach
in order to inspire your employees to ensure their full engagement.<o:p></o:p></span></div>
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<span style="font-family: "Arial",sans-serif; font-size: 10.0pt;">Many leaders have a wrong idea of what
constitutes true engagement as it is not attained through self-gratification
but through developing a sense of purpose to support the broader good.<span style="mso-spacerun: yes;"> </span>Once company leaders have identified and
clearly articulated what they stand for, it’s up to the leadership team
supported by Human Resources to build a bridge between the business’ purpose
and the values of the employees.<span style="mso-spacerun: yes;"> </span>When
leaders communicate their ideas and values, listeners filter the message and
decide whether to trust their management team. When the values and purpose
resonate with your employees, they will be a partner in the company’s success.<o:p></o:p></span></div>
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Leaders and more specifically the HR department are the stewards of
organizational energy as their purpose is to ensure organizational performance,
direct talent and focus and invest energy from all the individual contributors
in the service of the corporate mission. A purpose-driven leadership team
ensures that the energy of each individual contributor is aligned with the
organizational purpose.<o:p></o:p></span></div>
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<span style="font-family: "Arial",sans-serif; font-size: 10.0pt;">One of our goals since we started our firm in
1999 has been to share information to assist HR professionals in making quality
business decisions by providing current information on what is happening in the
work environment.<span style="mso-spacerun: yes;"> </span>Sharing how
progressive companies deal with their challenges will hopefully offer you solutions
for the future.<o:p></o:p></span></div>
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<span style="font-family: "Arial",sans-serif; font-size: 10.0pt;">To learn more about our survey tool, reporting
and analysis please go to our website at:<o:p></o:p></span></div>
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<a href="http://www.innovative-hrsolutions.com/"><span style="font-family: "Arial",sans-serif; font-size: 10.0pt;">http://www.innovative-hrsolutions.com</span></a><span style="font-family: "Arial",sans-serif; font-size: 10.0pt;"><o:p></o:p></span></div>
<br />Richard Sherwoodhttp://www.blogger.com/profile/10850168958093128928noreply@blogger.com0