Performance Management

Managing employee performance is essential to workplace success, but performance management is so much more than basic yearly evaluations. Performance management should incorporate a few different things; goals, reflections, and rewards. Unlike the standard employee appraisal system, performance management allows employers to take a more comprehensive view of their team’s work. 

Set Effective Goals

To have a successful performance management system, employers should help employees set effective goals. Establishing SMART goals will help employees align their personal goals to company-wide goals. 

Build an Engaged Team

A successful performance management system allows team members to feel open and comfortable during dialogue. A good way to build an engaged team is by establishing weekly team meetings or monthly check-ins. 

Improve Productivity

An effective performance management system can help improve productivity in the workplace. When employees have a solid performance structure, they tend to be more productive which can lead to a successful organization. 

Establish Transparency

To create a successful performance management system, employers should outline the process in advance. Being clear about the motivations behind the performance management process will encourage employees to be more invested in all aspects of work life. 

Plan for Improvement

When employers participate in continuous performance management, employees can understand how they are performing at all times. When this happens, employees can see where they are struggling and they can take the steps towards improvement. 

Having a solid performance management system is important for all employers, AZ HR Hub can help your organization during the process – we’re your #HRPartner, so you can focus on business!

Employee Training and Development

Investing in employee training and development should be a necessary step for employers, it not only motivates employees, but it also helps the company build a skilled staff. In recent years, employee training and development has been taken more seriously and organizations are starting to realize the benefits of it. 

In today’s world of business, it is important to have a  workforce full of skilled individuals. Investing in training and development programs can help employers in many different ways. Here are some benefits of investing in employee training and development:

  1. Retaining Top Talent

Employee training and development is an essential part of the talent management process because employers that offer training and development typically have more satisfied employees. When employees feel invested in and valued they tend to stay with a company longer.  

2. Increase in Profits

Many companies deal with paying for the costs of unskilled employees, some pay billions of dollars each year. Liabilities created by employee mistakes and inefficient workflows are big capital drains for a ton of companies. Investing in employee training and development can help prevent some of these issues from occurring. 

3. Maximizing Job Performance

When an employee is hired for a job, it is because they meet all of the requirements of the job and they have the required qualifications. Even though an employee is qualified for the job, it is still beneficial to offer training and development to offer insight into the employees’ strengths and weaknesses. Identifying strengths and weaknesses can help employers learn about their employees’ top skills and some of the areas where they need to improve.

4. Improve Workplace Productivity

If employees feel like they are supported, respected, and valued in their workplace, they will naturally become more productive and happy with work in general. Building a staff that is engaged and focused in their work is important, employers can help build their staff by investing in training and development to help educated employees. 

5. Boosts Company Profile

Employee training and development is vital for the internal operations of a company, but it also helps boost your company profile and reputation. When a company has a staff that is known for their advanced skills, they will be known as a top company in their respected field. 

Employee training and development is an element of strategy that employers should consider when trying to build a successful company. There are many benefits to investing in employee training and development, if your organization is interested in training and development programs, AZ HR Hub can be your helping hand – we’re your #HRPartner, so you can focus on business! 

Maintaining Employee Files

Employers typically keep many different personnel documents for their employees, but making sure they are organized is key for companies. In all cases, documentation on employees works as supportive data for any issue(s). Employee files can include many different types of files, some might include; hiring records, payroll records, benefit information, performance records, and retirement/termination information. 

HIRING RECORDS
Hiring records should include interview notes, resumes, application, drug test result, orientation checklists, and any other documentation related to the hiring process.

PAYROLL RECORDS 

There are so many different types of payroll documents out there, but according to the DOL companies should keep payroll records, collective bargaining agreements, and sales and purchase records for at least 3 years. Some other documents that should be kept in a file include, time cards, piece work tickets, wage rate tables, work and time schedules, and records of additions and deductions from wages. 

BENEFITS

Maintaining benefit documentation is important, some of this documentation may include family information, benefit plan packet, and any other benefit related information. 

PERFORMANCE RECORDS

Performance records are important to keep on file, they are important because employers might need that information to go back and look at. Some examples of performance records include performance reviews, disciplinary slips, and attendance slips. Any other documentation that deals with employee performance should go here. 

RETIREMENT/TERMINATION RECORDS 

Retirement and termination records are important to keep even though the employee isn’t with the company anymore. These records might be retirement plan documents, termination information, and exit interview paperwork. Any additional information that deals with an employees retirement or termination process would go here. 

Maintaining employee files is very important for companies, making sure information is organized can save a ton of time and money. If your organization needs help with maintaining employee files, AZ HR Hub can help you out – we’re your #HRPartner, so you can focus on business!

Employee Privacy

In any setting, privacy is important, but it is especially important when dealing with employees and their personal information. Every single employee comes with loads of personal information, it is so important for employers to respect employee privacy and keep information in a secure place. 

If an individual believes that there is a lack of privacy in their workplace, it will likely lead to a decline in productivity and overall performance. Employees want to feel safe at their workplace, and protecting their privacy is the first step to doing so. 

Workplace Information Security

Making sure that employee information is kept in a secure place is very important. Employee privacy is more than just keeping paperwork secure, it is about protecting employees at all costs, and keeping the personal information in a secure system. Personal information is more than just a social security number, it is also home address, marital status, and previous employment information. If an employee wants information to be kept secure, their employer should respect those wishes. 

Productivity

Employees will likely be more productive in their workplace if they feel completely comfortable there. Employees will work harder and feel more secure in their spot. It is so important to protect employees, employers who protect their employees often have great relationships with them. When employees and employers have good working relationships, all things work seem to go good. 

Protecting your employees is the key to running a successful and productive business. If your organization needs help with employee related issues, let us know – AZ HR Hub is your #HRPartner, so you can focus on business!

Workplace Harassment

Over the past two years, the #MeTooMovement has changed the landscape of workplace harassment and other workplace issues. Even though the #MeTooMovement changed the landscape, workplace harassment is still is a very serious and common problem.

It is important for HR departments to be educated and aware of types of harassment and how to handle them. When equipped with the right information, HR and employee relations can be critical in identifying and eliminating all different types of workplace harassment before anything escalates. 

Here are the 5 most common types of workplace harassment:

  1. Sexual Harassment

Sexual harassment in the workplace is still common, even though the #MeTooMovement empowered victims to speak up. Unwelcome and offensive comments, unwanted physical attention, and requests for sexual favors are all considered sexual harassment in the workplace. 

2. Disability Harassment 

Disability harassment is when unfavorable treatment or harassment of employees with a physical or mental disability occurs. Disability harassment is very widespread in the workplace, so it is important for managers to be aware of the signs of this type of harassment. 

3. Racial Harassment

Racism is something that unfortunately occurs everywhere, but being able to identify it in the workplace is critical. Some common displays of racial harassment include displaying discriminatory symbols, mocking someone’s accent, making unwelcome comments about ones race, telling derogatory jokes, and using racial slurs. 

4. Sexual Orientation and Gender Identity Harassment

These two types of harassment are when individuals make derogatory, offensive or demeaning remarks based on a persons sexual orientation or gender identity, including transgender status. These two types of harassments are different and here’s why; sexual orientation harassment refers to whether a person is homosexual, heterosexual, or bisexual. Gender identity harassment refers to a persons self-identification as a man or a woman. 

5. Ageism

More than 1 in 3 employees feel that their age has prevented them from getting a job after they turned 40. Age discrimination is still common, even though it should not be. 

If your organization seems to come across workplace harassment issues, and you need help – let us know! AZ HR Hub is your #HRPartner, so you can focus on business!

Difficult Downsizing Decisions

As we are all well aware, many companies are in the process of reorganizing their talent pool. Of course, with the Coronavirus how to do this is top of mind.  No matter what causes downsizing, resizing, or “right-sizing” leaders must carefully evaluate their workers to determine who to keep, who to furlough, and who to downright terminate. 

How is this done?  How do you decide?  There are some key questions to ask yourself when making these determinations:  Who is already causing concerns or issues? Will seniority alone be a consideration?

These questions are important to consider.  On top of these, however, is the diagnosing each person’s competency for performing each of their work tasks.  One of the best ways to do this is using Blanchard’s SLII®.  This is a model for determining competency and confidence to perform a specific task.  When the analysis is done for each person’s responsibilities, you will have a great picture of their value to your organization. 

For example, you have an employee that has been around for about six months that is not great at cold calling yet, but really brings in the sales when they get a lead.  They are learning about cold calling and they are very enthusiastic.  Would you keep them?  I would.  They are exhibiting the behaviors of a good salesperson as demonstrated by their sales lead calls.  With more time and training they most likely will be able to transfer their skills and to do better at cold calling. 

In another scenario, you have someone that is not doing very well at sales calls and they do not show motivation or enthusiasm for the work.  You’ve coached them and provided training for the past several months.  Would you keep them?  No. If I’m downsizing and both the competence and motivation is lacking, I would not consider them as a viable long-term employee. 

When you evaluate each person’s task – not the person as a whole, you will have more data to help you make very difficult decisions about downsizing.  When you list each person’s responsibilities and rate them on both competence and confidence to achieve the task you will get a list of gaps in your workforce.  It will also help you to determine training, coaching, and other interventions.  Lastly, it will help you with succession planning.  We’ll talk about that in  my next article.  

I have provided very basic examples, and you may have many other considerations when reorganizing.  I’d love to hear what your processes are.  Please share!

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