As Human resource professionals, you are the individuals who find, hire, and retain the best talent for your organizations. In this, HR staff help guide those most important human resources on the team. At VoiceSifter, we respect this crucial business component.
So, after researching the field, we want to share some of the best practices we have discovered. Because, when it comes to HR, keeping employees happy will keep your customers delighted.
Best Practices Include:
- Employment Security
- Selective Hiring
- Healthy & Happy Workplace Environments
- Contingent Compensation & Performance Rewards
- Employee Feedback Channels
- Information Sharing
There is a social contract that is signed when organizations hire new staff. The brand asks employees to come work and commit to initiatives and goals. Employees agree to uphold this by accepting pay and benefits. They are more inclined to honor this partnership if they feel secure in their employment and included in the brand’s vision. This atmosphere benefits the organization because it helps retain employees and reduce the costs of high employee churn. Policies and check-ins are great strategies to help organizations gauge if their employees are satisfied and feeling secure.
This second practice enables brands to bring in employees who add value to the team. You want to bring on people who are a good fit for the job, who will thrive in the appointed atmosphere, and have the strength needed to begin. Research shows that the difference in results between an average performer and high performer can be as stark as 400%!
This holds true for a variety of industries. The most commonly used selection instruments are structured and unstructured interviews, Strengths finder quizzes, and personality assessments. These assessments help brands uncover the strengths of each potential hire.
Healthy Happy Workplace
The third best practice is creating a safe workplace where employees enjoy the time spent working. This is a main factor for employee retention, and helps increase efficiency. What resources do you provide employees to nurture their atmosphere? Do you actively seek employee feedback on areas of how they think this type of space can be created?
Contingent Compensation / Performance Awards
Once you invested the time and resources in making sure you hired the right person, you will want to make sure compensate them competitively to keep them around. Hence this fourth practice. A super-star sally can be your biggest asset and today the job market is ideal for employees due to the volume of options available. Performance awards are also recommended to recognize the efforts of workers who go above and beyond.
HR best practices are all about making employees feel valued in their positions and feedback is a way to keep an accurate pulse on this. Policy and procedure help provide guidance when in sticky situations, but having tools for employees to communicate any concerns or questions is necessary if companies want to stay in the know. Such tools demonstrate that the company values employee opinion, which will then encourage them to share ideas and invest further in the brand’s ethos.
Research by Navex Global states that in the past 10 years, there has been a 56% increase in employee incident reporting, and that employers need to be prepared and provide the necessary resources.
Offering several different options is advised as well as providing an anonymous channel. The Respondent found that 71% of alleged abuses reported last year occurred in workplace settings, but only 25.7% were reported to HR. The initial barrier of fear halts reports from coming in yet anonymous outlets bridge can assuage this fear.
Encouraging open communication about strategy, financials, and operations helps build trust as employees feel looped in and involved in the business. It also discourages hear-say and false information from spreading.
If you are actively interested in hearing from your employees, they need to understand the business’ game plan and feel like their voices are not just heard but listened to; being informed about business happenings has been noted as a main factor leading to employees feeling important in their workplace.
If you are collecting feedback, providing a summary of concerns heard and following up with intended an action plan in response helps employees feel included in that plan.
When implemented these actions can secure a strong foundation for Human Resource Management. However, these best practices need to align with what the rest of the business does. Invest in the tools and employees who are the heart of your business and you will see such alignment. Want to see if VoiceSifter could be a fit for your company? Request a demo today.