Are your employees engaged in their roles in the field? How can you know? Employee engagement is very important for the success of a plant. Accurately determining how engaged an employee is in their role can bring many benefits to a corporation looking to tighten all the moving parts and increase profits.
Some would say that the impact on the current and future workforce has shifted from causing significant skills gaps and knowledge transfer issues, to remaining in the workforce past retirement age due to financial hardships. However, fast-forward about 5-8 years from now, the workplace dynamic will be greatly changed. With the Baby Boomer generation exiting the workforce, even from much-delayed retirement, there will be significant opportunity for mid and senior level professionals.
Topics: Knowledge Capture
Through the years we’ve all probably read about the value or use of exit interviews. What really amazes me is how few organizations use this process to assist them with reducing turnover. The same people sit and wonder why their employees are leaving, but they can’t be bothered with asking them why, in order to use that knowledge to prevent from further loss of key people from in their talent pool. The irony is quite difficult for me to deal with or understand. Then, our HR department comes along and shows us the data on the cost of turnover, and then we look at the data with our eyes wide shut, it’s like we never believed it or cared.
Topics: Performance Management
If you Google leadership you get 42.6 million results, suffice it to say that it’s discussed ad nauseam. I don’t want to get into the nature versus nurture debate, however, I do want to suggest something that is tied directly to that debate.
The paradox in leadership:
Problem solving is an important skill for business and life. We realize how important it is to be a competent problem solver when we move into Supervisory, Management and Leadership roles. Someone once told me, we wouldn’t need managers if there were no problems, people could manage on their own.
So what’s the key to problem solving performance issues?
Topics: Performance Management
Whether you’re a supervisor, manager or hold a leadership function, you are tasked with getting the best from your people, not only for your benefit or the companies, but mostly for their own personal benefit. People that do great work are happy and being happy can become infectious.
Throughout my career I’ve had the privilege of holding several leadership positions, I’ve had anywhere from 1-20 individuals report to me, and during that time I learned a valuable lesson about patience and tolerance.
Let’s start with the definitions:
Topics: Performance Management
As children growing up and going to school, we first begun to understand the importance of measurement once we received our first report card. The report card was a way of measuring our successes and failures, which inevitably were tied to a grade, A, B, C, D, and then the famous F. (E never had a chance)
It is an exciting time to be an employer in Canada these days. Employers, workers and training institutions are working together through the Canada Economic Action Plan, Job Grant Program.
Well, there we were all sitting down in an auditorium, waiting to hear a new and compelling message from our leadership team. There were about 100 employees sitting in the room, we knew that meeting was going to last about 30 minutes and that the company had scheduled these meetings throughout the week. This wasn't the first time that we attended a meeting like this, it happened two or three times a year, depending on what was going on in the company at the time.
As we sat around I could hear several conversations taking place, always the same comments always the same questions. So, what do you think they are going to ask us to do this time? Remember when they kicked off that empowerment campaign and told us we were all going to be empowered, that only last about two months. Remember when we were asked to create vision statements for each of our units. We had these banners splashed all over the building, the customers thought we were crazy, that last about 4 months, a little longer than empowerment. Why do they insist on these programs, they never work and they never stick to them?
During the last 20 years, I've had the pleasure of working for several organizations, many of them best in their class. One area of a business that seem to provide employers with multiple challenges is the process of bringing new employees on board. What we used to call orientation is now referred to as the on-boarding process.
Even though the orientation process has evolved to on-boarding, a process that produces better results, most organizations are still using dated techniques of orientation (telling everything you can about the organization in a compressed time frame). The fact of the matter is, these old-school methods are no longer effective in retaining the best-of-the-best in their workforce.
Onboarding is the process of acquiring, accommodating, assimilating and accelerating new team members, whether they come from outside or inside the organization. Effective onboarding of new team members is one of the most important contributions any hiring manager or HR professional can make to have long-term success.
Onboarding done right drives new employee productivity, accelerates results, and significantly improves talent retention. Yet few organizations manage the pieces of onboarding well. Based on staggering statistics that 22% of staff turnover occurs in the first forty-five days of employment, it makes perfect sense to delay a hire if you don’t have the time to onboard an employee properly.
So How Can My Organization Retain Top Talent?
Have you ever heard the quote by John Wooden, “If you don’t have time to do it right, when will you have time to do it over?” This is what ultimately happens, 45-60 days into their new position; employees begin to feel very dissatisfied about their new position, boss and company. It doesn’t seem that what the company described is what I’m experiencing, hence, time to leave. There are some simple remedies and some complicated ones as well.
Let’s start with the simple remedies
Easy to-do's you can implement right out of the gate.