Our knowledge is your knowledge! That is the common expectation in the HR world, right? It's all about sharing resources, training, updates, and knowledge with employees, clients, and even other human resource professionals in our network. We do it because everyone in this role knows what a constant challenge it can be to keep up with changing legislation, benefit offerings, trends, policies, and compliance requirements. You can never have too many tools in your toolbox of HR information.
If you recently became a manager, you may be looking forward with some trepidation to the dreaded performance review process. Employees are now looking to you for guidance regarding the jobs that they are doing, and you were probably promoted to this position because, among many reasons, someone thought you have wisdom that others can benefit from. But what's the procedure for this task, and what do you need to think about to prepare for it?
Rule #1 - It’s okay to admit you don’t have all the answers. Nobody does!
Most people have experienced both good and bad managers along their career path. When someone goes from being managed to managing others for the first time, they often reflect upon what has and hasn't worked in their own experience. Ultimately, everyone has their own style and methods of leadership, since managing people takes a lot of time and has its ups and downs. So what makes a successful manager? Whether you are a new manager or someone who is looking to get into management, following is a list of basic management skills to get you started.
Many companies set up processes to formally evaluate an employee’s performance after an initial probationary period and then on an annual or semi-annual basis. Employers and managers often feel that these are time-consuming exercises that do not yield desired results. Does your organization share the performance management concerns released in a CEB study, which shows the following:
- 95% of managers are dissatisfied with their performance management systems.
- 59% of employees feel performance management reviews are not worth the time invested; 56% said they do not receive feedback on what to improve.
- Almost 90% of HR heads report that their performance management systems do not yield accurate information.
Interviews are no longer just for potential new hires. A lot of employers are choosing to implement stay and/or exit interviews. The difference between the two is that stay interviews are kind of like preventive check-ups; making sure everything is good and, if it's not, finding a resolution. Exit interviews, on the other hand, are performed with employees who are leaving an organization, and, while it may be too late to be beneficial to the departing employee, they may help the company realize the need for change.
Let’s play a game called 'How much do you know about workplace injuries?' According to the Bureau of Labor Statics:
1. How many fatal work injuries occurred in 2016?
2. How many non-fatal workplace injuries and illnesses occurred in 2016?
A. Nearly 100,000
B. Nearly 1,000,000
C. Nearly 2,900,000
3. Which of the following is NOT a leading cause of non-fatal workplace injuries?
B. Exposure to harmful substances
D. Struck by object or equipment
“Teamwork is the ability to work together toward a common vision. It is the fuel that allows common people to attain uncommon results.” - Andrew Carnegie
Not everyone is a born leader, and it is not an easy skill for people who have never managed others to learn. One sign of a good leader is the success of their teams and those teams' ability to function productively even when the leader is not present. Managers who lead with trust, transparency, and honesty are typically much more successful than those that attempt to lead with fear and intimidation. Following are a few additional helpful hints for setting up successful teams.
Most managers consider termination their least favorite task. It's never easy to tell another person that he or she is being terminated from their current position. The termination process should be carefully planned and, in most cases, well documented. Following are a few tips to help make the difficult event of employee terminations a little easier:
"Great vison without great people is irrelevant."
In May, 2017, the unemployment rate in the United States fell to 4.3%, which is a 16-year low. Oregon unemployment dipped to a new record low of 3.7% in April. Furthermore, Oregon was ranked 15 out of 51 for the lowest unemployment rate (Washington ranks 30 at 4.6%). This creates challenges for employers trying to attract and retain the most qualified employees. Employees are a company’s greatest asset and also their biggest expense. With payroll, employee benefits, and recruitment/training at the top of the list of business expenses, it is critical that the right hire is made the first time.
Employees are every organizations most valued resource. Polls show that, in 2016, only approximately 30% of employees were engaged in their workplace. Employees that are provided employee coaching become more engaged, resulting in these five significant benefits to companies they work for.