How the Right HR Policies, Procedures, and Personnel Make a Business Successful
If your company has been hiring lately, have you given some thought to why? Certainly, a period of expansion might create a need for more staff. If, however, your business is not expanding and seems to be using a revolving door where hiring is considered, it may not be the personnel, but the policies and procedures that exist which may not be welcoming and engendering loyalty.
What does it take to bring an employee into your organization — and keep them? If your HR department isn’t on top of this, they need to be. An organization that inspires loyalty doesn’t just happen without a welcoming backdrop of corporate culture and company incentives. The HR team needs to fine-tune the programs that create an organization that truly works — for the company mission and the productivity of every employee.
Work That Makes a Difference
In studies, employees show they do care about their compensation, but other criteria can be as important or more critical to their desire to stay in a position and be productive. In one survey, 80 percent of employees cited the importance of factors other than compensation, making benefits more important than a raise.
Examine the following HR elements that can positively impact your ability to retain great employees.
If you’ve been recruiting using the same approaches for years, then maybe it is time to try some new resources. When everyone on the floor comes from the same background, your results may not provide the loyalty and inventiveness you are hoping for.
When HR recruiters or managers hire people, they sometimes hire the tried and true — or people they think will complement their skills — and not make them look worse. Rethink what positions you’ll fill and what the requirements in each position entail. You might realize the position could be filled by an outside contractor that doesn’t need all the health benefits, instead of an in-house employee.
Training can make or break the employee’s interest in the position they’ve just landed. If the training is not clear, succinct, inspiring, or won’t prepare them for success in the position, they may move on sooner than later.
Millennials want to succeed quickly and are generally impatient to gain more responsibility as soon as feasible. It’s swiftly becoming true that if a person stays at least a year in a position without a promotion, it’s the company that is lacking, not them.
Offering Benefits Programs
Employees expect to have a life outside of work and require that their company helps them achieve that life. Company wellness programs are often expected and may be taken more seriously than in previous decades. This is actually a good thing, as healthier employees can only benefit companies.
Parental leave is more requested, which may lead to more satisfaction for new parents. Flexible schedules, job sharing, remote working from home, and other attempts to bend to an employee’s circumstances make an employee more feel loyal and valued.
Workplace daycare programs can often make a parent feel safer about bringing their child to work, replacing concern with confidence. When companies find themselves drawing from talent outside of the U.S., they especially need to offer comparables in vacation, sick and personal time, healthcare, and other perks to which employees really respond.
If you again look around your workforce and women and other minorities are barely or not represented, it is time to look at candidates with a different perspective. Your HR employees should be looking for promising candidates who are not only white and male. Diversity makes a difference — giving broader perspectives and providing new potential markets. Tokenism does not create loyalty, because it can be pretty lonely if you’re the only female or ethnic member of a team.
Consider the above steps and think about how you can find ways to improve productivity by asking for suggestions from the people immersed in the work. They will know how to speed things up or make the process more efficient. Reward accordingly.
In a company that used gold in its manufacturing process, the management was literally seeing the gold — and the profits — go down the drain. By enlisting staffers to strategize ways to make employees more aware of the problem, they developed procedures to get people invested in the process. And, a celebratory pizza party to embrace the new, reduced waste levels was the reward.
Sometimes simple solutions can create a happier and more productive work environment. Half the issue is that “the way we’ve always done it” will prove the adage that “Insanity is doing the same thing over and over and expecting different results.” Try different approaches and, perhaps, better results can make your business one where employees look forward to their day and new challenges.
Have more questions? Follow up with the expert herself.
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