E.O.W(End of the Week) Notable Tip: Emphasize Intrinsic Rewards

Happy Friday!

I hope you’ve had a great week.

Today I want to leave you with a short tip about enriching the jobs of your employees. What do employees want? You find the answer to this question by asking them! However, most employees seek intrinsic rewards.

“Employees want interesting, challenging work,  and the opportunity to achieve and grow into greater responsibility.”

 

Until next time, remember, “Success is continuous improvement.”

 

 

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E.O.W (End of the Week) Notable Tip: Managing Employees when mistakes are made

Happy Friday! I hope you’ve had a great week. Today, I want to end this week with the topic of employee management specifically when they make mistakes. In my career, I have seen “Screaming Managers”, those that yell like banshees at their employees when something goes wrong or a mistake is made. Its worse when this is done in front of everyone as the employee’s confidence is being eaten alive coupled with the horrific embarrassment.

Then we have the passive aggressive managers, who say everything is okay but have plans to kick you out the door even if this is your first mistake. An effective and strong manager does not scream nor is passive aggressive. So, “What is the best way to manage an employee when they make a mistake?”

“Effective leaders quickly respond to an employee that has made a mistake. They use firm yet positive language to express how the mistake makes them feel and how it affects the company. They make sure the employee understands what they did wrong and give them a brief moment to digest it. Most importantly, they make it clear to the employee that confidence has not been lost and they are certain the employee will be able to not only correct it but also ensure that it is not repeated. In short, effective leaders don’t erode employee confidence they mold them to be champions.”

E.O.W (End of the Week) Notable Tip: Retaining Millennial Talent

Happy Friday!

I hope you had a great week!

Recently, I’ve been reading numerous articles and speaking with clients on the millennial job hopping issues many companies are having. “How can I keep a talented millennial employee from moving on?”, a particular client asked me. I responded immediately with this answer: “Ask them want they want and listen to them!”.

“To keep your millennial talent from moving on to greener pastures you must first ask and listen to what they want. You must have an abundance of educational and training benefits and opportunities. If you offer student loan assistance, you are already a winner. Most importantly, role responsibilities, expectations, and advancement/promotion processes should be made clear to your millennial employees. In short, to increase millennial workplace satisfaction you must take the time to listen to them!”

Culture Engagement Starts with Top Management

Creating a Word or PowerPoint Culture reference material and distributing to employees on on-boarding day and briefly talking about it in your Monday morning meeting because you feel your employees are not “getting it” is not going to drive any significant results. Human Resources is not the captain when it comes to engaging employees in the company’s culture. Culture is top management responsibility.

Effective leaders are known to practice and support their culture on a daily basis. They integrate visual controls and visual KPI Metrics so that quality, productivity, cost goals and objectives are visibly clear. To quote Dwight Eisenhower, “They never listen to what I said; they always watch what I do.”

For example, if a Procurement Manager sees the CEO ignoring client calls when the culture document states, “Serve the Client”, it would now seem that the culture document is void because the CEO is not practicing it. The Procurement Manager now thinks its okay to ignore vendors/clients because the CEO does.

Leaders should engage with their employees everyday instead of only appearing when there is a problem. By actively participating in all the departments of the company and listening to employees, leaders can use the Voice of the Employee to identify bottlenecks and improve overall employee satisfaction. They also include all employees in the decision-making process by making strategic plans visual and accessible to all employees; and ensure their actions correspond with the company’s written vision and mission statements.

The fault lies with leadership when the employee does not know what she/he is supposed to do, does not know what is expected of them, has no means to assess if the work is being doing properly, nor has the authority or means to correct the process when something is wrong. Effective leaders know the importance of translating the vision and mission of the company into daily activities. They set realistic goals for their employees and provide timely rewards to those who meet them. And offer educational and training opportunities to enhance their employees’ capabilities.

Notable Friday Chat: Care about your employees!

Happy Friday!

I hope you’ve had a productive and enriching week. Today I want to leave you with a short message that will have a significant impact on your talent management goals and overall company wide health. I hope you have a great weekend and remember, “Success is continuous improvement!”

 

“Taking the time to talk to and ask atleast one employee each day how they are doing and somehow guide them in solving a professional or personal problem will in turn, help you build a stronger relationship with your employees but also support your talent management goals.

 

Talent Management: The Evergreen Learning Culture

 Great employees want to be challenged and learn new things. To increase employee retention and overall workplace satisfaction rates Human Resources must stay abreast of individual skills, learning capabilities, and industry skill trends. training

They should also encourage Managers/Supervisors to offer opportunities​ that allow employees to further enhance their skills, learn valuable new skills, or pursue interests. In house educational programs and ability to attend related conferences and workshops are a great way to build employee confidence and skills. Human Resources should also check in quarterly with employees to see how they are doing and gain insights into their goals, concerns, workplace bottlenecks, et cetera. This information can be used to match critical variables with other employee data for the purpose of optimizing your Talent Management processes.

By utilizing the Voice of the Employee, Human Resources and Managers should collaborate in surveying and sharing employee information for the purpose of creating in-house educational programs that will enhance employee skills.

Employers that encourage an evergreen learning culture reap the following benefits:

  • Increased overall employee satisfaction
  • See improved productivity
  • Reduced process cycle times
  • Improved client satisfaction
  • Greater profits

By actively integrating learning opportunities at the workplace employers will not only enhance employee productivity but also yield greater profits. It pays to invest in your employees!

 

How to Create a Benefits Strategy to optimize talent management

3D Successful business group

 

Employees don’t want to be handed books of paper about the benefits available to them through your company. They need guidance on which medical, dental, and retirement plan to choose. Therefore, to increase overall employee satisfaction and improve your benefits administration process I suggest the following:

1. Utilize the Voice of Your Employee by conducting surveys, such as, how often they want benefits related information to be provided to them, what communication channels do they prefer to receive the information (videos, PPT, mobile, intranet, email, et cetera).

2. Create personalized material to fit critical variables based on survey data and employee goals.

3. When you identify how often employees are willing to see benefits information make sure to create a calendar of when this information will be distributed and actively survey employees on what topics they want to learn more about (make sure the content is not too long, gets to the point, and is easy to understand but also fun too)

4. Utilize or create a single platform that offers all benefits information because this reduces the need for multiple passwords/websites.

5. Set time every quarter to discuss benefits and explain to employees why premiums increase every year. Also have your broker be part of the meeting so they can offer advice to employees on which plan is best for them or answer any questions they may have.

6. Comparison shop every year to see if you are able to find a more cost-effective plan by using the total-cost method (e.g taking into consideration the overall cost of the plan includes broker fees/commission, admin fees, et cetera) See this entrepreneur article for more information.

7. Continue to survey employees every Quarter because many things can change in their lives in just 3 months. You have to stay abreast to those changes so that relative guidance, content and information can be readily available to them so they can make smart decisions.

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