Unions on the rise? ….. Employee Rights going the way of the cassette player. The future looking as if we might be heading for another recession? Unemployment going higher or lower, who can tell? The Right Wing paints the future with a broad doomed brush. The Left Wing with an optimistic warm and fuzzy stroke. Depending on who you trust and who you believe we are either heading for disaster or salvation. But the bottom line, no matter what happens in November, all companies must remain focused on production, profits, and PEOPLE.
When I say PEOPLE, I am talking about those flesh covered Zombies that walk into your company everyday, punch in and go to work. Those people are your employees and if you have read any of my past articles, you would of seen that I am a huge ADVOCATE of keeping your employees happy, because HAPPY EMPLOYEES are PRODUCTIVE PROFIT CREATING Creatures who will do more to save our economy than any republican or democrat on any ballot.
So who is going to help keep your employees happy? Well again, if you have read any of my past articles, you will know I am a BIG SUPPORTER and FULL BELIEVER that the pulse of your company lies in a PRO-ACTIVE HUMAN RESOURCES DEPARTMENT.
If you ask your employees, what does Human Resources mean to them and you will hear the following responses: HR is where you’re hired and fired. HR is where you go when you’re having problems with your benefits. HR is where you go when you have to file a complaint against another employee or your supervisor. HR is where you go when you’re being disciplined. Your company is not getting a positive Return on Investment in its Human Resources Best Practices dollar.
I once worked for an HR Director who spent thousands of dollars of the company’s money decorating the walls of the HR Department with those very expensive motivational posters framed and looking very professional. You know the ones, with inspiring quotes like “Leadership is action, not position” or “Attitude, a pessimist complains about the wind. The optimist expects the wind to change. A Leader adjusts the sails.” The quotes are inspirational and can help some find their motivational way, but if your company HR Department is dysfunctional, you’re better off just clipping Dilbert comics every day and saving the company thousands of dollars. Employees can sense hypocrisy and as the saying goes, you can dress a pig in a tuxedo, but it’s still a pig.
If your company’s Human Resource office is a reflection of negativity, it’s time to do some refocusing of priorities. The President of the Hyatt Hotels stated in a Newsweek article “If there is anything I have learned in my 27 years in the service industry, it is this: 99 percent of all employees want to do a good job. How they perform is simply a reflection of the one for whom they work.”
I would like add that in my experience, those 99 percent are working hard, but just hard enough to keep out of trouble and remain employed when your company has a dysfunctional HR department. But when those types of employees work for a positive leader, productivity goes up two to three times and operations costs are reduced by as much.
How can you measure this? Do you have these types of problems? Excessive attendance issues (tardy, callouts, early outs, time card issues), these cost companies thousands of dollars in overtime (calling in a replacement) the time wasted by a supervisor having to find a replacement or someone to cover the tardy or early out employee, and lost time away from productivity.
Do you have excessive issues in Morale? How do you measure, well does your company seem to spend too much time on disciplining employees, investigating harassment or straight forward violence in the workplace. Does your company have a large turnover? It’s estimated that even replacing a minimum wage employee can cost a company up to a minimum $1000 for each employee but as much as $3000. Does your company have too many workplace accidents, injuries, & employees out on Workers Compensation claims? Big indicator here that your HR Department is not focused on morale and resigned itself to just pushing paper. Remember, no one likes to be in pain, injured, and that 66 2/3 workers compensation does not cover the everyday expenses their paychecks once did. Does your company waste too much time policing your employees than leading them? Does you operations staff spend too much time making excuses and not deadlines?
All of the above our true indicators that your HR Department is not focusing on their jobs and resigned themselves to just pushing papers and reacting to problems than being pro-active and pre-venting negatively impacting situations from developing into major distractions and tribulations.
Remember, a successful Human Resources Director or Manager is responsible for protecting the company from the employees and the employees from the company. Their job is not just disciplining staff, but providing instructions and guidance to managers and supervisors so they can mentor and motivate their staffs. If a department manager is a positive and pro-active leader, the HR Department can then focus more on positive interactions with the company. Money will be no longer wasted on un-necessary disciplinary issues and that money can then be re-invested into an employee incentive or reward program which have a proven track record to increase productivity and lower overall operations costs. To use the term from Dr. Stephen Covey, this makes it a real “win/win” situation.