The dreaded performance review is over. The stress that comes from confronting employee issues has subsided. The overwhelming schedule of fitting everyone’s appraisal into a few days or weeks is becoming more manageable. So, now what? Many managers and supervisors see the performance review as a once-a-year meeting to appease HR. Even more, employees see it as a way to get a bump in pay. These are major aspects of the outcome, but the review is much more important and should not be looked at as a once-a-year occurrence. Performance of management directly correlates with how well employees perform. Unfortunately, the easiest thing an employer can do is to focus on the worker’s past failures and guilt the employee into working harder. But if you follow these tips, you will have a great chance of achieving a more productive and successful staff.
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Archive for Human Resources
According to a study by Burke International, a research and consulting firm, of the 70% of employees who receive annual reviews, less than half believe they’re effective at evaluating their performance. It’s a disturbing statistic given that the basic idea behind a performance review is not only to help build individual employees, but also helps ensure a company’s future viability by maintaining a strong productive workforce overall.
So, the question is, are annual performance reviews even worth the time and effort?
The answer is yes… and no. It really depends on whether or not a company is willing to make a commitment to the process. When done correctly, performance reviews are a great opportunity to praise employees’ hard work and dedication or offer coaching in areas where they are lagging behind. However, when performed incorrectly, a performance review could easily turn into a blame session or become rife with insincerity and empty promises and ultimately do much more harm than good to a business’s productivity and employee relations.
While no two companies are alike, and what works for one business isn’t guaranteed to work for another, there are some examples of common pitfalls to avoid that are fairly universal when it comes to performance reviews.
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Recent studies have shown that more employees plan to job hop this year due to discontent and distrust in their current jobs. And it comes as no surprise that employee morale is down with three-fourths of U.S. workers reporting they’re stressed out about their jobs, according to a recent survey by Harris Interactive.
Employee morale is directly linked to productivity, company culture, customer satisfaction, turnover, and the bottom line. And in order to keep top talent, businesses will have to start making changes to improve employee engagement and satisfaction in the workplace.
While many factors like pay, workload, and benefits contribute to job satisfaction, managers and leaders often play one of the biggest roles in boosting or damaging employee morale. As you look for ways to improve your team’s morale, make sure you’re not damaging employee engagement with these three common mistakes.
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![iStock_000010714275XSmall[1]](http://www.refreshleadership.com/wp-content/uploads/2011/02/iStock_000010714275XSmall1-150x150.jpg "iStock_000010714275XSmall[1]")
Your financial assets are important to you, your security, and your future, so you keep a watchful eye on your investments. You carefully develop financial plans and strategies, forecast and analyze potential growth, and even enlist the help of financial experts to ensure you manage your money effectively. You manage your financial assets carefully, because you know what they’re worth.
You understand the value and importance of your financial investments. But, are you managing your company’s greatest assets – your people – as well as you manage your finances?
Every employee, no matter their role, whether directly or indirectly, has the ability to significantly impact productivity, retention, customer satisfaction, growth, and your business’ bottom line. But, increasingly heavy workloads, rising stress levels, and lower wages have left many employees feeling undervalued at work. The Society of Human Resource Management recently reported that according to a survey released by HCL Technologies, a global offshore IT services company, U.S. workers said that while rank-and-file employees bear the greatest responsibility for ensuring the quality of their company’s products and customer service, company leaders value them least over management and customers.
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This January, news stories abound with the latest reports about worker satisfaction and the many professionals hoping to change jobs in 2011. Whether employees are seeking greener pastures with better benefits or are just ready for a change, companies may soon find themselves struggling to retain top talent.
In fact, only 5% of the 1,413 employees surveyed by Right Management in October and November 2010 said they wanted to stay at their current position. Some 84 % stated they plan to change jobs in 2011, a 60% increase over the same period in 2009.
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Every new hire a business makes is an investment in its future. And, considering the price of the investment – training, salary, benefits – it’s important that each new employee is quickly made to feel like a vital part of the team. Either they catch the vision and embrace the culture, or they get swept away in a tide of unanswered questions, feelings of isolation, and HR forms. So, to keep that tide at bay and enjoy the full benefits of your investment, try implementing these five things.
1. Ease their worries before their first day on the job.
Think about how you felt the last time you started at a new company. You probably experienced a mix of excitement, anxiety, and nervousness that continued to snowball until you finally stepped through the door for the first time as an employee. Even then, the feelings were slow to melt away. Now, imagine what it would have been like if your new manager had e-mailed you a welcoming note with an agenda attached outlining your first week a few days before you started. It wouldn’t wipe away all the first-day jitters, but it would help reduce them.
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Summertime is here again, and temps are heating up. As the temperature rises, businesses could see a wave of beach attire like flip-flops and snug tops make their way into the office. The heat and an overly relaxed wardrobe could have some employees swimming in a sea of vacation and summer-fun daydreams that could affect productivity at work. If your employee’s workplace summer attire starts looking more like a day at the beach than a day at the office, it may be time to re-enforce your dress code.
Before your company’s casual Fridays turn into beach-bum weekdays, here are some typical workplace attire issues you may face in the summer and tips to address them.
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Are you in the process of rebuilding your workforce? Or, are you making changes to your employee benefits structure? Maybe you’re in the middle of fighting an unemployment claim.
Whatever the issue may be, before you go any further, take some time to step back and evaluate your HR policies and procedures to make sure you’re not making any of these common HR mistakes.
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The Securities and Exchange Commission (SEC) was engulfed in a media firestorm earlier this year when 28 agency employees were found downloading inappropriate and explicit images and videos on government computers while on and off the clock.
While one bad employee can be a huge problem for any team or organization, 28 bad employees can be catastrophic. From attorneys to supervisors to accountants, these SEC employees went as far as to disable internet filters on their computers to view unsuitable material.
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Even though the economy has turned a corner and business is picking up, companies are still hesitant to hire. With employees being pushed to produce more with less pay, workplace productivity is starting to decline. According to a recent report by the Labor Department, productivity for U.S. companies grew by 3.6% in the first quarter of 2010, higher than economists’ expectations, but was significantly lower than the over 6% growth in productivity seen in the previous three quarters of 2009.
Companies have gotten by with a smaller workforce for quite some time now with little or no impact to their productivity levels. But employees are exhausted for being overworked, and some are even making errors that can cost companies money. Employers are running out of ways to increase productivity without adding to their payrolls. For companies still feeling the uncertainty of hiring permanent employees, hiring interns may be the answer to increasing productivity without breaking the budget. Here are some top reasons to consider hiring interns.
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