Five Ideas to Help Your Business Improve Employee Engagement

Mastering how to manage employees in a business successfully includes understanding what strategies work best to boost employee satisfaction. There is no one-size-fits-all approach to building morale and improving engagement.  What works for a professional organization might work at a manufacturing facility. But as an HR professional you can make a great deal of headway, quickly, by showing your team your appreciation, respecting their needs, understanding their limits, and offering them engaging and meaningful work.  Here are five ideas to help you offer your employees unique work experience that provides job enrichment and will hopefully reduce turnover.

Offer Flexible Work Schedules

Consider offering a hybrid or complete remote work option. Improved engagement and higher productivity are just a few of the benefits. Flexible work schedules can also help you attract and retain top-quality talent, in addition to providing a way to boost employee morale.

If you have resisted allowing employees to work from home at least part of the time, now might be time to reconsider. Give some thought to how you can create and manage a remote team, as well as the communication tools and training that employees would need to succeed.

If your business model cannot support a hybrid schedule consider other arrangements such as flex time, which allows workers to determine the start and finish times of their shifts. Even a small adjustment in hours can make a commute smoother and employees more satisfied.

Recognize your Employees

Rewards help distinguish you from your competitors in the minds of your employees and show appreciation for their hard work. You do not have to create programs that will be expensive but rather modest investments.  Recognition can go a long way to support employee engagement and improve morale.

An employee recognition program is another way to help instill pride. Take time to spotlight staff for specific achievements. Whether it singles out the accomplishments of one worker or an entire team, public recognition for a job very well done should be a part of any workplace culture.

Encourage and Support Learning Opportunities

If training has taken a backseat in the past, your employees may feel that their career has plateaued because they are not growing and learning new skills. That lack of advancement can drive workers to look for opportunities outside of the organization. To retain valued workers, it is imperative to speak with your employees to discuss their career goals and plans for the future.

Sometimes, the best resource is within your company. Ask your most seasoned employees to share their knowledge with colleagues, through a formal mentoring program. Programs such as this are a win-win for both the seasoned and the new employee.

Cross training is often a welcomed alternative to an expensive out-sourced training program.  Cross-training is a smart business practice as this allows employees to gain new skills and experience in areas where they typically are not currently functioning. They can also get an inside look at roles they might be eyeing but are uncertain whether they want to pursue.

For the truly ambitious employee, tuition reimbursement for college or professional certification fees is a wonderful opportunity for both the employee and employer.  Tuition reimbursement builds loyalty  and increases the skills of those high-performing employees.

Create a Culture of Engagement

Many successful businesses support a culture that keeps employees connected and engaged. You can foster a welcoming and collaborative work environment that recognizes everyone’s unique point of view to keep employees energized and engaged.

Today, workplace culture is supported by the values of the organization. Company policies and your manager’s personal behavior can influence and help shape the company’s culture and how employees build on it.  Key to building a culture of engagement is to  demonstrate support, inclusivity and empathy through your own actions and give your employees a sense of empowerment. When workers can make decisions on their own or with minimal direction, they will feel more invested in their roles and responsibilities.

Benchmark your Pay and Rewards Programs

Competitive pay is critical to employee engagement, reducing turnover and retaining a loyal workforce. Do your research to find out what your competition offers, and make sure you are paying the market rate or higher. Most likely, your employees have already done their homework.

Regularly benchmarking your salaries and adjusting the pay ranges can help employees feel they are being fairly compensated.  An at-market compensation and rewards program will support the team, improve productivity and reduce turnover.

 

How Can we Communicate More Effectively?

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.

Communicate Consistently

Communication is often sporadic with conflicting messages.  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.  Effective communication is very important and employers must invest time and energy into building and establishing clear and consistent methods.  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.

Improve Internal Communication

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.  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.

Use Technology in Moderation

Organizations are utilizing internal social networks more extensively. These tools enable the sharing of information and best practices.  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.  This lack of customization can foster confusion and damage the credibility of the author.  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.  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.  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.

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.

What will HR Professionals Experience in the Future?

HR professionals will face significant changes in their role at over the next several years.  Four changes are in the immediate future for HR leaders. Let us take a look at those areas that will impact Human Resource leaders:

1.  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.

2.  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.

3.  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.

4.  HR accountability will result in Human Resources 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.

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.  Human Resources leaders need to take the long-term perspective and adapt to the changes anticipated in the future.

What is the Process for Implementing Alternative Work Arrangements?

Some employees worked 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.

Communicate the Flexible Work Schedule Policy

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.  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.  A procedure for rectifying non-compliance should also be explored and shared with the returning employees.  Once approved, the Employee Handbook should be modified to include this new policy so that all team members are aware of the changes.

Obtain Employee Support for the New Work Schedule Policy

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.  Explaining the policy clearly will eliminate any misunderstanding or perceptions of favoritism.  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.

Check Understanding

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.  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.  It is very important that employers be very clear about both the expectations and the consequences for failing to adhere to the policy.  The best practice is to make these expectations consistent for groups of similar employees.  One of the best ways to ensure adherence to the policy is to check in with your employees.  Have regularly scheduled meetings to touch base, identify challenges and offer support.

Is Aligning Your Culture with Your Employees Important?

The culture of any company is the cement that holds the organization together.  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.   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.

HR professionals should consider implementing these three recommendations to support the successful 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.

Communicate Your Mission to the Employees

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.  The value of examining your company’s mission statement will ensure that the mission is aligned with reality and current practices.  Communicating the agreed upon mission statement to employees, customers, vendors and shareholders will ensure that all stakeholders subscribe to these principles.   

Hold Managers Accountable for Living the Company Values

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.  Research has shown that ethical managers that communicate these shared values will lead to greater profitability and growth.   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

Employers today want to understand how they can secure more support from their employees.  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.

Tie Pay and Performance to the Adherence of the Agreed Upon Values 

We all know that what gets measured gets managed with success.  Performance reviews are a great tool to tie the successful communication of the mission with the success of the leaders.  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.  While tying pay, accountability and performance is not a guarantee of success the outcome with be more probable.

What are the Four Key Traits Exhibited by Engaged Employees Today?

Top-performing organizations understand that employee engagement with the business is a key driver of success. Engaged employees are team players, productive and customer focused.  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.

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.

#1 Demonstrate Satisfaction with their Career

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.

#2 Are Decision Makers

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.

#3 Possess Excellent Communication Skills

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 process the information in such a way that allows for all employees to contribute to success of the company.

#4 Are Problem Solvers

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.

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.

Why is the Performance Review So Important Today?

With all of the changes 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?  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.

Given the current work environment where more employees are working remotely,  our survey data indicates that the performance review remains a valuable tool to motivate and ensure high levels of performance.  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.

What is a Performance Review and How Do We Define this Process?

The performance review is a 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.

Do Employees find Value in the Process?

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 an 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.

Do Managers find Value in the Process?

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.  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.  If done properly, managers believe that the annual performance review can retain high performers and lower turnover.  Furthermore, if performance, pay and incentive plans are linked the performance review process will have more significance and importance.

What is the Problem with the Annual Performance Review?

With managers and employees finding value in the process why are there so many issues with this key Human Resources program?  Managers will often wait to deliver bad news to the employee during the annual performance review rather than addressing any challenges immediately.  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.  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.  Both parties want a successful process only the communication process is lacking and not cascading through the organization.

What is the Role of HR to make this Process Work?

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.   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.  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.

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.

 

What is Employee Engagement and How to Make the Survey Process Successful During a Pandemic?

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.  The motives of the Human Resource leaders in making this inquiry is based upon a need to discover what is happening in their organization.  Given the pandemic it is important to find out how the company is responding to employees who are working remotely.  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.  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.  Here are the recommended steps to ensure a successful survey:

1.  Define engagement and inform the employees what this means and how engagement supports the business.  Our definition of engagement is as follows:  “Employee engagement 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.  Employees could be experiencing a lack of engagement given that they are currently working remotely.  A survey will send them two messages – we want to hear from you, and we want to ensure you remain connected to the business. 

2.    An engagement survey is not an isolated event but rather a 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 do not assume responsibility are not held accountable for improvement the survey process will not be successful.  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.

3.     Ensure that a process for following-up on the agreed upon action plans is adhered to and becomes part of the 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 during the current health crisis an immediate response from management will ensure that employees are connected to the business.  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.  In addition, follow-up pulse surveys to evaluate trends and long-term employee satisfaction and engagement will support progressive business practices.

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.  Human Resources leaders need to take the long-term perspective with respect to engagement and the survey process.

 

What are Three Challenging Issues Facing the HR Professional Today?

For the Human Resource professional challenges include evaluating the health and welfare plans, establishing productivity metrics and measurements to ensure that employees are meeting job expectations and attracting talent in an environment where finding the most qualified candidates with the right skill set is becoming more difficult.  How each business deals with its specific human resources issues depends on how effective the HR team is.  No matter what approach a business takes, addressing these issues is an ongoing process.

Benefits

Virtually all companies offering some benefits to employees, either to appear competitive or to comply with local, state or federal regulations including the Affordable Care Act (ACA).  Human Resources will need to determine how their company is impacted and what they need to do to respond legally.  Offering maternity/new-born care, pediatric care, rehabilitative care and preventative care are key components of each plan that need to be available.  Measurement is also critical and as some low-income employees may be better-off by going through the state or federal exchanges to obtain credits and subsidies.  HR departments working with their brokers and benefit specialists will need to create benefit policies and packages that are compliant in order to meet the needs of a diverse workforce.

Productivity

A primary goal of a HR department is to consult with the leaders of the organization and department managers to organize the work flow so that managers and their subordinates can be as productive as possible. Using typical metrics such as cost per FTE, revenue per FTE and examining overtime as a percent of labor cost allows HR professionals to think critically.  Examining the number of people per shift, team assignments and the need to bring on additional staff is a very important role for HR to play.  This role can be very challenging as it encourages the HR department to play a strategic role and plan for the future.

Talent Management

With a very tight job market, talent management will be even more challenging as the old methods of  attending job fairs, listing positions on career management websites and college recruiting are not the only way to generate interest.  New methods of attracting the right candidates may include expanding the company’s presence on the social media sites and matching managers with similar outside interests and potential candidates.  These alternative recruiting options can create a bond between the company and new hires.  Furthermore, candidates want to see a balance between employment and life experiences.  A reasonable work - life balance is a key driver for new employees entering the work force.  Companies will need to respond to these new ways of attracting talent and retaining key members of the team.

How Can I Keep Employees Engaged at Work - Five Ideas for You to Consider?

It’s not a mystery that employee engagement continues to decline. The Gallup organization indicates that nearly 70 percent of employees are actively disengaged. With  less than 30% of workers in the United States engaged with their current job it is important for the HR professional, working with the leadership team to implement programs and a culture that encourages engagement.  As a manger, you want hard-working employees who are actively engaged with the work they do. This will make your job easier and more rewarding for both you and your team.  The following five ideas can assist you in adopting a culture of engagement.  If you implement these strategic concepts you can create a culture of engagement:

Focus On Employee Development

There are many reasons job applicants accept a new position such as additional compensation or a better benefits program, a more progressive management or a new industry; however, many applicants accept a new position because they want to advance their career.  One Gallup poll found that 87% of millennials (and 69% of non-millennials) view employee development as important in their position.  Employees want to enhance their skills and continue to be challenged by new tasks.  As an HR professional you can focus on employee development in several ways such as adding new duties to the employee’s position to prevent boredom, allow room for growth in the position, or offer a job rotation program so employees can expand their skills and knowledge.

Share the Company Goals with All

To run a successful company, you need a business plan with a list of goals you want to accomplish. To engage employees, you need to involve them in reaching business goals.  You should set annual, semi-annual, quarterly, and monthly goals so employees have something to work toward. Reaching specific goals is something that encourages employee engagement.  Employees want to know how their position fits in with the other positions in the company and they want to learn how their work affects the business as a whole. You can set general company goals as well as goals within each department. That way, each employee knows how their work is impacting the departmental and overall success of the business.

Create a Culture of Development

If an employee doesn’t have a clear understanding of their duties and responsibilities, they won’t be as engaged as you would like them to be. Instead, they’ll be frustrated and not be as productive which can lead to disengagement.  Employees who can master their workload typically take more pride in what they do. Workers who are eager to meet their goals are engaged with the company. Providing technical and management development training to both new and seasoned employees is one of the most important steps you as an HR professional can promote to ensure employees are engaged at work. With a successful training program, employees will learn how to effectively do their job and be as productive as possible. For many employees, training is also the time when they bond with co-workers and develop a connection to the company. Studies have also shown that the more friends employees have at work, the more engaged they are at work.  A study by TINYpulse, Inc. found that only 28% of employees with no work friends were engaged, versus 69% with 25 or more friends. Training encourages relationships among employees which in turn improves engagement and productivity.

Acknowledge and Recognize Employees

Employees don’t automatically become engaged when you give them more praise, thanks, or any other types of acknowledgment; however, employees can quickly become disengaged if they feel like they’re invisible.  It is important for employees to know their co-workers and develop friendships with them. But it’s also important to develop relationships that value respect and professionalism between employer and employee.  Whe the employee puts in extra effort, acknowledge them.  Management should acknowledge employees for their hard work and according to Gallup, Inc. those employees who aren’t recognized are twice as likely to quit.

Let Employees Do Their Job - Don’t Micro-manage Them

If employees are told exactly what to do and how to do it, they won’t improve and their ability to perform on the job will suffer.  Managers that micromanaging staff can be damaging to your company. According to Forbes, Inc. micromanaging resulted in 68% of employees saying their morale was dampened and 55% said that it led to a decrease in productivity. Low morale leads to actively disengaged workers.  Progressive managers allow their employees to be creative, develop new ways of approaching a task and come up with their own ideas. 

To learn more about keeping employees engaged at work along with the survey process please go to our website at www.innoviative-hrsolutions.com.

How to Build a Great Team?

People strive to be engaged in meaningful work and it is your role as an HR leader, to promote team building and processes that support teamwork.  Many leaders have the wrong idea as to what constitutes teamwork.  It is not attained through self-promotion but through developing a sense of support and trust.  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 team environment. When the values and mission resonate with your employees, they will be a better partner and become more engaged in the company’s success.  You will have also created an environment where teamwork is supported and practiced.  Outline below are four tips to improve teamwork at your organization:

Recognize your High Performing Staff

Start recognizing your high performers through public recognition or awards.  Consider creating a process to have fellow employees call-out their teammates who excel and those who take on the challenging projects.  Recognition on the job is one of the key areas that support employee engagement and general job satisfaction.

Improve your Time Management

Conduct an audit of how you spend your time to see where you spend the most time.  If you are a manager, are you interacting with your team by coaching them, and supporting their success?  If you are an individual contributor have you identified the most satisfying aspects of your job so that you can be more productive and excel at those areas where you have a passion to succeed.  Being more productive by conducting an inventory of where you spend your time will help you allocate your time more efficiently and be more effective on the job.

Communicate Daily

Consistently over-communicate and share your ideas and manage by walking around.  Listen to your employees and learn from them as to what is working and where changes can be made.  Be as open as you can with your team to better understand their challenges to improve teamwork and communication.  Communication also includes establishing a time each day to silence your phone, turn off your computer, and get out and connect with your team.

Define your Value to the Organization

The misperception is that small departments have little influence in the overall teamwork at the company.  In the HR department; whether you are a department of one or twenty, the staff often have the ability to influence the bigger company mission by being focused and taking on those projects that may not necessarily be  aligned with HR’s traditional role.  The HR department can be an advocate for teamwork by being a model for other departments to follow and emulate.

Ultimately building a teamwork strategy takes time and is a serious commitment.  By taking the time to evaluate what type of team environment you want to create, HR can influence the culture where teamwork is practiced and supported through the company.

 

Why is Aligning Your Business with a Human Capital Strategy Important?

Today, businesses that are successful have a strategic direction that is aligned with the employees to create a synergy between the business and talent.  Along with the effective execution of the business plan and strategy there are four key models that make a company successful.  These conditions, if met can put a company on the path to success.

Company Culture

Companies that are successful have a strong culture that is inclusive, collaborative, challenging and respectful.  A culture that encompasses these attributes will result in employees that are engaged, motivated, demonstrate high levels of performance and productivity.

Executive Leadership

Successful leaders are dependent upon a team approach that is communicative, supportive, engaged and holds their direct reports accountable for their decisions.  Leaders need to be developed and constantly challenged to ensure that the company continually innovates.  The leaders of the company also need to maintain the highest ethical standards as they set the tone for the organization and represent the company to the community.

Employee Talent Management

With technology changing the potential for a gap between the skill set and the new requirements of the job can develop into a talent management gap.  Employees need to be continually developed, mentored and given the opportunity to enrich one’s job is very important to the success of the company.

Corporate Structure

A corporate structure and understood by all employees is often more productive and responsive to the customer.  A structure that groups the business based upon client and customer relationships will often produce the best results by meeting the customer’s needs quickly and efficiently.

In conclusion, developing a strategy that aligns the leadership team with the employees, a culture that supports progressive talent development and a culture and structure that is understood by all supports a progressive business model.

 

Is Aligning Your Company Culture with the Employees Important? – Three Tips

The culture of any company is the cement that holds the organization together.  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.   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.

HR professionals should consider implementing these three recommendations to support the successful 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.

Communicate Your Mission to the Stakeholders

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.  The value of examining your company’s mission statement will ensure that the mission is aligned with reality and current practices.  Communicating the agreed upon mission statement to employees, customers, vendors and shareholders will ensure that all stakeholders subscribe to these principles.   

Hold Managers Accountable for Living the Company Values

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.  Research has shown that ethical managers that communicate these shared values will lead to greater profitability and growth.   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

Employers today want to understand how they can secure more support from their employees.  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.

Tie Pay and Performance to the Adherence of the Agreed Upon Values

We all know that what gets measured gets managed with success.  Performance reviews are a great tool to tie the successful communication of the mission with the success of the leaders.  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.  While tying pay, accountability and performance is not a guarantee of success the outcome with be more probable.

Every Day is a Performance Review?

As managers of the HR function many of us know that is difficult to have performance management conversations with employees that are struggling in their job.  We want everyone to be successful and will often do everything we can to coach and mentor employees.  These difficult performance conversations are a key responsibility and role Human Resources plays to support management and improve company productivity and performance.  Outlined below are four steps that the HR leader needs to take to support the corporate team and as well act as a resource for the organization.

 

#1 Create Reasonable and Goal Oriented Objectives

 

Businesses are results driven and when we have a performance management discussion with an employee it is important to refer to the job description and goals and objectives that were arrived at the beginning of the performance process.  The job description should be detailed and the goals should be reasonable, attainable and agreed upon by all parties.  The purpose of documenting at the beginning of the process is that helps keep both you and your employee focused and on the right path. The more detailed and specific the job description and the goals and objectives the better the chance of all parties achieving the desired results.

 

#2 Performance Conversation and Discussion

 

 

It is important to remember that this is a conversation between colleagues and not a lecture. The performance discussion is designed to gather information and give advice. Listen to your employee, analyze their responses, refer to the job description, agreed upon goals and objectives and discuss performance deficiencies.  Always maintain a professional and business oriented discussion.  If you want to make sure that you are crafting a positive conversation, then as a manger you need to become aware of your communication style vis-à-vis your employees.  It is important to modify your style to accommodate the setting and purpose of the discussion and be an active listener.  You also need to take notes and attempt to come to a joint understanding of those areas where improvement is desired.

 

#3 Coaching and Training

 

 

One of the key elements in a performance discussion is the belief that the employee is receiving accurate information in a supportive environment. Managers need to make the most of whatever opportunities they have to increase their direct reports' trust at all levels and look for ways to support the struggling staff member. One of the best ways to improve performance is to increase the trust between you and your subordinate.  It is critical to coach the employee, be consistent and look for ways for the employee to be successful.  Occasionally, managers will offer additional training and provide training to improve sub-standard performance.  While additional training is very important is only one tool in a manager’s took kit.  Additional support includes meeting more often to provide immediate feedback with the employee as well as using a problem solving approach as the method to address performance issues.  As a manger and HR professional the idea that every day is a performance review should be the approach utilized.

 

#4 Agree Upon the Strategy

 

 

Because people have different development needs at different stages, managers are advised to discuss the performance plan and agree to the next steps for the future.  The performance plan is not designed as a way to manage a struggling performer out of the organization but rather to give them the tools to ensure their success.  As a manager, and HR leader it is important to be a good listener, be candid and honest and document the agreed upon strategy.

Finally, remember that you cannot “save” everyone. No matter what you do, there are those staff members that do have the skills or knowledge to be successful.  What you can do is give them the tools and time be successful.  Ultimately, it is up the employee to rise to the occasion.

 

Why is a Values-Based Company Culture So Important?

Company cultures are very important in the process of acquiring top talent and the retention of high-performing employees.  A company devoid of a culture will often result in an environment where the organization has no purpose, little alignment between the local community and customers and a strategy that can’t be sustained for the long-term.

A strong values-based culture will allow the company to grow and prosper because there is an alignment between the employees and the values of the organization.  Strong values-based cultures often rely on three key components to support this important alignment and include:

1.     The history of the company which supports a respectful environment between staff and management and a tradition of valuing all employees.  Company’s do not have to have years of business experience only the organization needs to demonstrate their commitment to the established culture.

2.     The values of the company are supported by and practiced by the leaders of the organization.  Exhibiting the values of the company in the decision making process and ensuring transparency will support a values-based culture.

3.     A values-based culture needs to be communicated and all employees need to be held accountable in the support of the principles of the agreed upon values.  Employee buy-in and support for a values-based culture will ensure an alignment between the leaders, staff and customers.

When an organization's values are clearly communicated and aligned, they become the compass or reference point for the company and its employees. When they are well ingrained in the organization, they are also reflected in the environment, in the employees' professional behavior and guide the decision making process.