By Betsey Nash, SPHR
Forgive me, I cannot resist the urge to jump on the “New Year’s List” bandwagon. At this time of year we see countless Top-100 Lists for books, movies, U-Tube videos, excuses for missing school or work, and on and on. That’s not the bandwagon of which I speak, although it might be fun to see what list I could come up with — “The Top-100 HR Conundrums.” Now, that’d be interesting reading.
Nope, I am all over lists of New Year’s Resolutions. For the employer and the employee. In this column we’ll list 12 things an employer/supervisor can do to improve the workplace and their experience in it. The last column contained a similar list for employees.
I made the list to include 12 things, but not so you rush through them like the “Twelve Days of Christmas.” I picked 12 things because you may want to take a month for each one to be accomplished or developed into a habit. In no particular order, here are things an employer and/or supervisor can resolve to do during 2016:
1) Determine the temperaments of your employees; once you know how they process information you can more effectively match their work assignments.
2) Discover the strengths of your employees. Build on these strengths and find ways to work around their weaknesses. This will result in better results for all.
3) Greet them every day, (this is not as obvious as you might think). It matters.
4) Ask them what will keep them working for you? Discover what turns them on about working for you.
5) Ask them what would prompt them to leave? Don’t wait for the exit interview to find out what you could have done to retain good employees.
6) Read “The Radical Leap,” by Steve Farber, it defines leadership as cultivating love in order to generate boundless energy and inspire courageous audacity.
7) Learn how to delegate. No, it is not dumping, and you do have to follow up. It is great for both parties and the business.
8) Re-read the “One Minute Manager,” the simplest management book and still one of the best.
9) Determine your temperament. You should know how you process information and communicate, too.
10) Evaluate the makeup of your workforce for diversity. The most successful companies draw on the talents of a diverse workforce.
11) Review your employee handbook. Does it reflect the company’s personality? Toss out anything (except the legal stuff) that doesn’t sound like you. Do you really need that long list of ways to get fired?
12) Have every employee write their job description. Does it match what you think they are doing? What they should be doing?
OK, that’s it. I think in 12 months you will have a happier and more productive workforce made up of employees who love what they do.
Betsey Nash, a human resources professional with over 25 years’ experience, first published this list in 2010. Some things never change.
Editor’s note: Betsey Nash is retiring her “Only Human” column with this issue. The Tolosa Press thanks Betsey for her many years of helping our readers navigate through the sometimes mysterious and confusing world of human resources and wish her good luck in all her future adventures. Enjoy retirement Betsey. You’ve earned it.