Five Best Practice to Building a Better Organization
June 8, 2010 Leave a comment
In the years I have spent in Human Resources and with organizations, it seems to me that the same critical issues present themselves over and over again. If you read the list below and focus on these five issues, your organization will thrive. What are the issues?
1. How to Hire the Best Employees.
Hiring is your number one priority. Period. Does your company have a probationary period? This is a must for any “at-will” state employers. I have experienced countless times an employee completing the probationary period satisfactorily and then their performance slides downhill. Even worse, their manager did not act upon the opportunity to easily release the employee during the probationary period. It all goes back to Jim Goodnight and his philosophy of “Hire hard, Manage Open, and Fire Hard”. All companies should take the time to evaluate the effectiveness of their recruiting system.
2. Paying Employees a Competitive Package
The composition of your total rewards package (salary, benefits) communicates how your Company values your employees and directly influences the company’s culture. Think about it. Have you ever lost an employee to another company for higher pay? One of my clients employees upon hearing that another employee was leaving asked, “What is wrong with this company – don’t they pay their employees enough money?” Is this the culture you meant to put forth to your employees? Consider assessing, redesigning and assembling your total rewards package.
3. How to Most Effectively Train Your Supervisors & Managers in Basic HR
It’s really a simple process. Email the meeting request and hold the meeting. No cell phones, no blackberries, no breaks, just full on training. Bring in experts to discuss real life situations. Mix experienced managers with inexperienced managers. Let’s face it – as your managers learn, they become more able to handle employee issues by themselves.
4. Employee Performance Appraisals – Linking Pay to Performance
Number one rule: Unless the CEO / Management actively supports your process and FOLLOWS it, it just doesn’t get accomplished in a timely manner. The fallout is employees who are not receiving their performance feedback or direction from their managers. Giving an honest performance review takes courage on the part of the manager. It also demonstrates that they care enough about their employee to take the time and make an effort to conduct a review session meaningful for both parties.
5. Using Progressive Discipline to Manage the High Maintenance Crowd
Every office has them – the high maintenance employee. This employee makes you regret the day you hired them. You see their negative attitude and fielded complaints from their co-workers. What’s your plan? Hope they quit? They might end up being there at your retirement party. Best bet – progressive discipline. Begin an effective course of steady consistent progressive discipline. Perhaps the employee needs to see their actions from your light and they begin to then improve. Or not. Either way if you begin the process the outcome will follow. The outcome is 100% better than the limbo of a negative employee who is consistently affecting your company morale.