Editor's Note: Take a look at our featured best practice, HR Strategy: Job Leveling (26-slide PowerPoint presentation). Job Leveling is a disciplined approach to gauge the value of work for individual positions across the organization. It entails ascertaining the nature of work done by each position, authority levels, and the effect of each job on business results.
Jobs that are configured inadequately bread [read more]
Also, if you are interested in becoming an expert on Human Resource Management (HRM), take a look at Flevy's Human Resource Management (HRM) Frameworks offering here. This is a curated collection of best practice frameworks based on the thought leadership of leading consulting firms, academics, and recognized subject matter experts. By learning and applying these concepts, you can you stay ahead of the curve. Full details here.
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There is a lot of interest in today’s world in how you can retain and motivate employees in your company. The global pandemic, which swept across the world and turned everything upside down, was both a health care and a societal force. Business as usual, where workers were simply considered replaceable parts in a machine, is no longer an acceptable plan in a world where staff shortages are the norm.
If your company hopes to thrive in this new environment, you are going to have to revamp your priorities and show current and future employees that you truly care. Profitability and bottom-line financial results that make shareholders happy and executives rich are now counter-balanced by the needs of team members. The following are some tips for best practices when it comes to communicating with your team.
Take the Time to Connect with Your Workers
One of the best ways to nurture your workforce and improve retention levels is to truly care about and connect with your team. Having a boss who is interested in your wellbeing and how you are doing in life means the world to an employee. This can help employees deal with stress as it pertains to their job to have a solid foundation of personal respect already built. They will be more likely to ask for help than to go it alone and potentially make costly mistakes.
Value the Work Your Employees Do
We all like to be honored and recognized for what we do and for the contribution we make. If we are putting in effort that is above and beyond the call, then we’d like to know that our boss notices. Getting a monetary bonus in with the next check or even getting tickets to an event or ballgame can make us feel that we truly matter. Praise coming from your supervisor can also be an important sign of recognition.
Watch Out for Worker Safety
There are many ideas and systems in place for keeping workers safe in a factory or warehouse setting. Now, we are seeing key monitoring options that help improve safety levels on the highways and in fleets. There are digital tachograph solutions that provide real-time monitoring and reporting of driver activity, vehicle status, location and other key metrics. The data is uploaded automatically and can be viewed and analyzed instantly.
Encourage Clear Communication
It can be really frustrating when there is a lack of communication in the workplace. When a boss doesn’t talk clearly with employees no one knows exactly what to do next or what the overall mission is. By opening up and making a conscious effort to talk with each person, managers will create an environment where they can guide their team and inspire trust. Communication is also about good listening so be sure to practice the critical behaviors of good listeners so that you can lead by example regarding how essential it is to not only effectively communicate with words, but also with listening.
Build Camaraderie among the Group
You seldom see people smiling in their work setting, which is pretty amazing since we are going to be working for about 45 years of our life. If you want to create a bond with your employees, it’s important to take steps to build camaraderie within the group. When your workers know you appreciate the group and enjoy being with them, they will do all that they can for you.
Employee Engagement has emerged as one of the significant pillars on which the Competitive Advantage, Productivity, and Growth of an organization rests. Measuring Employee Engagement is vital in shaping Employee Engagement Strategies that help propel the organization towards growth.
This [read more]
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The purpose of Human Resources (HR) is to ensure our organization achieves success through our people. Without the right people in place—at all levels of the organization—we will never be able to execute our Strategy effectively.
This begs the question: Does your organization view HR as a support function or a strategic one? Research shows leading organizations leverage HR as a strategic function, one that both supports and drives the organization's Strategy. In fact, having strong HRM capabilities is a source of Competitive Advantage.
This has never been more true than right now in the Digital Age, as organizations must compete for specialized talent to drive forward their Digital Transformation Strategies. Beyond just hiring and selection, HR also plays the critical role in retaining talent—by keeping people engaged, motivated, and happy.
Improving Employee Engagement is a priority in most Talent and HR Strategies. This presentation provides a 5-step approach to building a culture of Employee Engagement. This processed was developed by Aon Hewitt based on the Aon Hewitt Top Companies for Leaders study.
Best practices from the [read more]
In this Employee Suggestion System presentation, we address the critical issue of employee engagement and its impact on workplace success. Despite its significance, only less than 30% of employees worldwide are genuinely engaged, according to a recent Gallup State of the Global Workplace [read more]
This presentation is a comprehensive collection of Key Performance Indicators (KPI) related to Human Resources and Talent Management. A KPI is a quantifiable measure used to evaluate the success of an organization, employee, or process in meeting objectives for performance.
KPIs are [read more]
High Employee Engagement ties directly to financial benefits for a company and companies with high Employee Engagement typically have distinctive and compelling Employee Value Propositions (EVP). We can define an EVP as what we offer our employees in exchange for their effort and commitment.
This [read more]
