Employees are often thought of as a company’s greatest asset. Not the multi-million dollar machines or the raw materials, but the people who make the product a reality. Doug Conant, CEO of Campbell’s Soup, said, “To win in the marketplace you must first win in the workplace.” So, how do you win in the workplace? How do you make financial cents out of good business sense? Mary Jane Umberger, President of HR Alliance, led a training recently on this very topic. Today’s blog will recap what we learned.
The training began by talking about how the pathway to success is often riddled with potholes. Some of the potholes that may get in the way of protecting your human capital investment include:
1. Potential employee selection problems.
2. Seeming employee disregard for company requirements.
3. Apparent employee indifference resulting in sub-standard job performance.
4. Costly employee turnover.
Luckily, there are things that can be done to “patch the potholes”. Mary Jane provided the following as opportunities to build a better road to success.
Take a look at your interview and selection process. How can this impact your bottom line directly? An unintentional misstep could lead to costly litigation. On average, a federal employment law claim will cost between $80,000 and $120,000 to defend in trial. Take a look at your interview and selection process. Make sure your procedures are above board and those carrying them out understand their legal limitations. One important area to focus on: your interview questions. There are some questions that are obvious to avoid like, “Do you have health problems?” Most people know you can’t ask that. However, there are some questions you might think are ok to ask, but aren’t, such as asking an applicant for a photo to attach to his/her application. We found this article from LinkedIn and this one from Business Insider to be helpful in delving deeper into this subject. Again, some of these may leave you thinking, “Duh!” (insert eye roll emoji), but others might surprise you.
Define behavioral policies and organizational expectations. Are your behavioral policies and organizational expectations clearly stated? Are your leaders trained as to why they exist? Sometimes employees have the best of intentions, but just aren’t clear of the policy. So, how can you clearly convey expectations? Options include: 1. Job Descriptions. The job description is where an employee’s path begins with you. Be sure that you clearly state what is expected of employees to avoid confusion and frustration from the very start. 2. Performance Evaluations. Evaluations were created for this very purpose – to talk about whether expectations are being met or not. Use evaluations as an opportunity to give your employees clear suggestions for how they can improve and better meet the expectations of the job. 3. Recognition to reinforce positive behavior. Recognizing employees can be such a simple thing that produces such a large return on investment. We actually did a blog post about this very topic, which you can read here. 4. Consider your employee handbook. Are your excited, ready-to-get-to-work employees actually reading it for understanding? Consider hosting a training about the handbook. You could hit on those “pet peeves” that both management and employees might have. Those “pet peeves” could just be a misunderstanding on both sides.
Increase Employee Engagement. Hey! We did a blog about this one recently, too. Do your leaders utilize behaviors that foster employee engagement and recognize the corresponding cost benefits…liabilities? Here’s what Mary Jane shared with us on this topic:
She also shared this excellent video which presents some very interesting facts about employee engagement.
Consider Your Employee Turnover. Is your organization spending hundreds of thousands (perhaps millions) of dollars in hidden (and not so hidden) costs on employee turnover? Hard costs include time spent processing separation, recruiting, interviewing, reference checking, orientation, as well as the costs to pay overtime, advertising fees, drug screening, and training. Other costs include lost productivity, increased workload, reduced engagement, and an effect on customer service. Mary Jane talked about the importance of on-boarding. Successful companies understand on-boarding has a more long-term success.
And there you have it! We hope by reading this you’ve gained some insight into how you can better protect that oh so precious investment – your workforce.
For deeper reading:
Here are three books Mary Jane Umberger recommends on the topic of employee engagement:
- “Drive” by Daniel H. Pink
- “Nine Minutes on Monday” by James Robbins
- “All In” by Adrian Gostick and Chester Elton
We’d also like to add “Gung Ho” by Ken Blanchard and Sheldon Bowles.
All information was pulled from the presentation created by Mary Jane Umberger.