As leaders, human capital is the most valuable asset we have. Managing people is rewarding, but sometimes we could all use a hand in navigating its complexities.
Read on to learn about 9 tips that will make every manager and HR professional’s life easier, and unlock the latent potential in your organisation to drive your company forward.
1. Know your Employees’ Personalities
Each employee brings a wealth of knowledge, personal experiences, and unique personality traits to the table – and that’s a great thing! Depending on your industry, employees will tend to lean toward a certain set of personality traits. For example, personality data shows that generally, engineers hate to be blamed for things that aren’t their fault, attorneys value clear feedback on how they’re performing, and software developers love having privacy at work.
Consider distributing Enneagram or Myers-Briggs personality tests to find out more about how employees feel about collaborative versus independent work, leadership styles, and work-life balance. The best managers and HR professionals have a deep understanding of what employees appreciate, and personality data does an excellent job of capturing that information concisely.
2. Follow the Golden Rule
Everyone is familiar with this concept, but it helps to keep the idea salient. We can all use a gentle reminder from time to time to follow the Golden Rule: treat others how you would like to be treated.
When interacting with a potential employee during the recruitment process, imagine yourself in their shoes. Each of us remembers the fear and anxiety job-seeking entails. Responding quickly, kindly, and respectfully to potential employees goes a long way to ease trepidations on their end – and can help your company stand out when sourcing top candidates.
3. Take A Proactive Approach to Employee Health and Wellness
The best defense is a good offense, and the best way to take care of your employees’ health and wellbeing is by rewarding a healthy lifestyle. You can encourage your employees to pursue an active lifestyle by gifting Fitbits or Apple Watches as holiday gifts or budgeting for gym memberships as part of your benefits package.
4. Create a Strong and Positive Culture
According to Deloitte, 94% of executives and 88% of employees think the culture of their company is crucial to the success of the business as a whole. In the same survey, a correlation was discovered indicating a strong positive link between employees who feel happy and valued at work (and want to stay at their company) and employees who say their company has a “strong” culture.
What are some reliable ways to create a strong and positive culture? Research shows employees value great benefits, a company’s investment in learning and development, schedule flexibility, and even the availability of snacks.
5. Know when to Consult HR & Compliance Experts
Human Resources is a complex and dynamic field, and the job requires a lot of foresight! For example, HR professionals have to be abreast of state and federal laws including health care regulations, labour laws, superannuation/401K rules, employee entitlements, and a long shopping list of other things. Even issues that seem small, such as knowing whether to classify a worker as an “employee” or an “independent contractor”, can have huge implications both legally and tax-wise.
Not every company has their own HR management team or in-house counsel, and knowing when to consult an expert can be crucial to your company’s success.
6. “Just ask!”
In trying to create the kind of environment where employees want to stay, grow, and invest their time, many HR professionals try to re-invent the wheel. It’s easy to forget that employees possess a unique wealth of knowledge. If you don’t ask employees how they’re feeling and what they need, it’s easy to over-estimate the benefit they will gain from a specific policy.
According to a recent study, 91% of C-level executives and vice presidents think that employees are happy with their work environment and level of perks, but 31% of employees polled said they weren’t. In other words, dissatisfaction is 3 times higher than management is aware.
Asking questions and listening to what employees need can go a long way towards keeping your best people around.
7. Partner with a Financial Advisor to Explain Financial Benefits
You may be providing employees with attractive compensation packages, but do employees appreciate what they are getting or know how to use their funds to full advantage? Consider having a financial advisor, such as Morgan Stanley or Merrill Lynch, hold a catered seminar to educate your workforce. Financial advisors will welcome the opportunity to prospect in front of potential clients, and your employees will be happier with their benefits package if they understand how to make the most of it.
It’s important to take great care to select the right financial advisor to introduce to your employees. Be sure to pick a fiduciary financial advisor since they have a legal responsibility to put clients first.
8. Attract Qualified Candidates through Social Media
Your marketing team has likely designed your company’s social media presence with one audience in mind: the client. But they should also be concerned with what your organization’s image is saying to potential employees.
A company is only as great as the synergy created by the people under its employ. Department heads should discuss the strategy of attracting top candidates on social media with the HR and marketing team.
9. Invest in a Single HR Platform
Switching between applications or re-typing information that an employee has already filled out can be a time-drain and an HR nightmare. By picking one HR platform that meets the needs of the business you can streamline HR work and manage benefits and HR from one central location.
This article was previously published by Benely, a firm that provides a platform to help companies to manage their employee’s benefits and onboard new employees. If you’re ready to simplify your HR, contact Benely today.
Image: Unsplash
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