Avoid Melting Employees In Order To Achieve Company Goals

7 Dec

People are like snowflakes: No two of them are exactly alike, and if you apply too much direct heat and pressure, they tend to melt. The problem with determining how to work with individuals within an organization lies in this principle. HR personnel know they can churn out analytics and deploy all the human resources management solutions they want, but unless they know what the people desire, there’s no way they can deliver those expectations.

So far, the biggest application of surveying employees has been in areas which are at minimum a litmus test for initiatives not related to performance. Topics like picking coffee flavors for the shared kitchen Keurig, selecting days for casual wear besides Friday or asking what kind of reserved parking spaces people want in the company lot can be handled in this format. Basically, these are low-impact, ambiguous questionnaires that don’t tell HR personnel anything personal about anyone in the organization, except how many of them own cars or drink coffee.

To really assist with improving employee engagement, management needs to find out more about each person on a one-to-one basis. This sounds like a laborious, time-consuming activity, but there are plenty of HRMS tools that can help achieve this goal without conducting a thousand painstaking interviews or remembering the names of everyone’s pets, kids and partners.

Software Helps With Service
In small entities, it may be possible for the boss to get to know everyone on a first-name basis, meet their families or even show up at their homes. Fostering personal relationships like this can create a much better association with workers and promote higher levels of employee loyalty. In companies with more than 50 staff members, such interactions could pose a significant strain on management.

Use of employee self-service tools offers HR personnel with an easy in to learn what people really think and feel. It also can provide information about upcoming personal events, interests and desires, which can then help influence future decisions that may apply to an individual. For instance, being aware that an individual’s birthday is approaching may cause management to not assign that person a shift that day, or could prompt an office surprise of another kind. Getting in touch with staff members in this way can make them feel an additional sense of value and pride in their organization, even if a gesture is minimal at best. This means entities don’t need to go out of their way to make workers feel special, as for instance on birthdays – simply getting a birthday card or sending out a corporate message to personnel with an announcement can be enough.

Free Ways to Engage Employees
On top of simply taking surveys of workers, there are ways for bosses to reach out to personnel in a way that lets them improve associations. While upper management may not have time for every individual, direct leaders can connect on a daily basis with their staff and then report to their superiors if something beyond their ability to handle should arise. Having regular meetings can mean sitting in a conference room or having coffee as an extra break during the day, which lets employees catch up with managers about work in a relaxed, personal manner.

Holiday events can also be a welcome distraction from work as well as an opportunity to get to know staff members better. Holding a year-end party at the office encourages people to relax and talk to coworkers, communicate casually with managers and have fun at work. To avoid spending lavishly on these events, hosting them in a work cafeteria or general office space will cut out location expenses, and encouraging workers to contribute snacks or making it a potluck party will help manage other costs as well.

Managing Employee Problems
Improving employee engagement in this way can help with retention of personnel as well as the customer base. When entities start losing workers or otherwise are harboring a percentage of unsatisfied employees, word of mouth about a company tends to spread, and when it’s personnel saying negative things about a corporation, outside parties tend to pay particular attention. On top of that, since workers are the face of the business, customer satisfaction could take a dive if staff members are not happy to work for that organization, projecting an air of negativity toward everyone involved in daily operations.

Many online sources have recommended adding benefits to existing plans that promote more wellness or show an interest in long term investment strategies for workers. Pension plans are something that a lot of employees want in order to protect themselves and their families, but in light of the recession many businesses shed such programs to cut costs. Now that the economy is on the mend, bringing back such offerings could help boost satisfaction and engagement statistics.

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