Setting Goals NOW

If you haven’t already created goals for the New Year it’s likely that you have it on your “to-do” list! Make sure to keep the following in mind when you’re setting new goals for your employees:

 

1. Don’t be too specific
2. Make sure to include all critical information (quantity & quality)
3. Create challenging, realistic and achievable goals: unrealistic goals could promote unethical behavior
4. Consider getting the employees input: this could be far more motivating for the employees to achieve goals they helped create for themselves
5. Create deadlines for each goal
6. Consider how you will measure overall success of the set goal/s
7. Establish the overall purpose/s of the goal with the employee: is it to achieve profitability? Build customer relations? Improve processes? Etc..
8. Make sure the employee understands the importance in achieving the set goals: employees’ who understand and realize the importance in achieving their goal successfully helps motivate them towards success.

 

Tips for 2012

As a new year begins, employers should review and update the following:

• Handbooks: Review and update company policies and procedures to include recent law updates and changes. Consider new policies that could be necessary to implement to keep up with the ever-changing dynamic of the workforce. Trend offers Handbooks for clients, as well as, services to update and/or to create new policies specific to company needs.
• Job Descriptions: Review and update current employee job descriptions. It’s likely that employee responsibilities have shifted or new responsibilities have been added. Trend offers services to clients to help develop and update job descriptions.

Contact Trend for more information on our services at 214-553-5505.

Being a manager isn't just a title that an employer passes out for the fun of it to make you feel more important ... it has meaning. To be a manager means to be responsible for a certain subset of a company but even more importantly, to lead a team of support staff to success. If you have assigned staff that report to you then you're just as responsible for their engagement as they are. Ask yourself if you're following a hands-off approach, leaving employees alone unless they really need it. If so, then you could be under managing your staff.

 

Start managing today!

• Make time to meet with all of your staff either every day or every other day. You don't need to have lengthy 30 minute meetings but make sure to provide brief routine follow up lasting 15 minutes or less.

Talk about performance!

• Make it a habit to discuss specific tasks and openly discuss how you felt about their performance. Be honest and provide constructive feedback by providing steps for improvement to allow the employee to grow. Make sure to consistenly provide coaching to keep the employee on the right path for success which will also allow you to stay informed of how they're doing so there's no surprises.

Keep employees accountable for actions!

• When employee's know that their manager will follow up to make sure tasks are being completed properly they'll stay focused and engaged far better than employee's who know manager's won't be checking on them.

Be vocal and not afraid to use your authority!

• Be clear, consice and honest. If employees don't know and understand what is expected of them then how can you expect them to meet or exceed what you expect and have in mind.

The best managers communicate expectations clearly and seek feedback from the employees on how they feel would be the best way to approach their assignments. They make sure to ask, can you get it done by X and what resources and support might you need to complete the task? What's your plan and do you have any concerns or questions?

 

 

 

How to Negatively Impact Employee Engagement

Don't Acknowledge Employee Successes
If you're always focused on what the employee hasn't done or what they made a mistake on then don't be surprised when you get a resignition letter from a good employee. Employees can only take so much beat down before they start to look for new and better opportunities. If they don't feel appreciated for their hard work and accomplishments they're not going to stay longer than they have to. Make sure you notice their efforts or you'll be sorry you hadn't.

Ignore High-Performing Employee Policy Violations
If you're not discipinilng employees equally then people will get a bad taste in their mouth. You may not think it's obvious but employees are always listening to and watching what you do. You'll lose respect as a manager and as an employer if you fail to treat all employees equally

Cut Back Bonuses but Openly Discuss Purchases and Vacations
Sure, as an employer you have a right to conduct layoffs, reduce hours, reduce bonus payouts and administer pay freezes. However, if you're doing these things but are openly discussing your lavish vacation plans and new Mercedes purchase then you're unknowingly creating negative attitudes in your workplace. Employees will not only resent you but you'll lose respect as well as trust.

Treat Certain Employees As Favorites   
When you always make an effort to talk to Amy Smith but overlook other people you're showing your team that you have an obvious favorite. If you make effort to give them praise but rarely any one else then people start to feel overlooked and undervalued. Make effort with all employee's regardless of who may be your favorite.

Absence Reporting Procedures

Every company should have a well defined absence policy. It should be in it's own section of the handbook and each employee should sign off on the policy.
The policy should outline the following:

• Who must they call to report expected absences.
• Who to talk to if someone is out/unavailable.
• Requirement of employee to call within a specified period of time
• Prohibited use of voicemail, email or text (whichever you prefer) to report absences

As an employer, you have a right to request that an employee provide a Doctor's note when they are missing work due to a "serious health condition".
A doctor's note provides certification from a health care provider attesting either that:

• Employee is needed to care for an immediate family member OR
• Employee has a serious health condition preventing them from having the ability to perform essential functions of their position

Make sure your policy is well defined and make updates annually. Make sure to follow the policy consistently applying the same rules and procedures to all employees without making any exceptions.

Implementing an EAP

Employee performance can be affected negatively by a number of things. Negatively impacted performance clearly affects the employer so why not consider implementing an EAP?  An EAP is an "Employee Assistance Program" which is created to provide general support to employees for various reasons. Employees can call a hotline to vent about what troubles they're having at home or call an AA office to assist with their substance abuse questions or concerns.

Employee's can utilize EAP's to find direction on how to resolve several different issues. The hotline can provide consultation or direct the employee to a credible resource that may be better suited to assist with their concerns. Either way, the employee is able to use a resource to help them find answers on what to do to improve their situation.

The EAP program should be 100% confidential and the hotline should be sourced through a third party.

Consider implementing an EAP this year.

How to Avoid EEOC Problems

Develop and implement clear consistent policies and procedures. Policies should be created to support your company goals and create order in the workplace.

• Policies cannot cause any type of adverse impact on any protected minority group.
• Policies and procedures should always be based on legitimate business needs/objectives.

All employees must be made aware of the policies and sign a receipt and acknowledgement to keep in their personnel file. Policy enforcement must be consistent without making any exceptions. Failure to maintain consistency will increase your chances for losing a lawsuit.

Documentation is an employers best friend. It's your best resource and item of defense as an employer so take advantage and take time to document. Make sure to have notes of verbal warnings and maintain formal written documentation on disciplinary actions administered ensuring both the employer and employee have signed the forms. If an employee refuses to sign make sure to have a witness sign witnessing fact that employee refused.

Make sure that all terminations are justified and that employees have been treated fairly relative to others in the past. Also, if you have a problematic employee make sure to terminate them as soon as possible. Don't tolerate poor employee behavior and/or attitudes.

Remember that all employers are, for all practical purposes, guilty until they have proven themselves innocent. In order to prove your innocence, you must have written documentation.