HR Tips for Manufacturers (Part 2 of 3): Employee Retention
Now that you hired the best employees possible it is important to retain them. A great deal of time and effort was spent finding them. In Part Two of this three part series, we examine how to change your corporate culture, conflict resolution and the importance of developing a functional employee handbook.
Corporate culture is the collective beliefs and behaviors guiding all aspects of operations. It is demonstrated through hiring practices, employee interactions, change management, dress code, hours of operation, office setup, fringe benefits and overall employee satisfaction. What happens when corporate culture needs an overhaul?
Changing the corporate culture is not easy because it is engrained in the organization. First understand the current culture then decide what changes need to be made. Does the actual culture match your ideals? Look at other companies you wish to emulate and implement similar programs and practices. Get everyone on board by sharing your vision and mission. Do not leave management and employees guessing
Conflict among employees usually resolves quietly, fizzles out or is forgotten about. There are times when conflict escalates to the point where Human Resources need to get involved. The big question is when is that intervention appropriate? The answer to that question is often situational. As a general rule, HR intervention is required when employees threaten to quit; the conflict becomes personal and mutual respect has been lost and when customer service and product output is impacted
HR should act as a mediator and bring the involved parties together to summarize their grievances. The assigned mediator should first understand the issue and then gain feedback from each person to resolve the issue. After all involved parties agree to a reasonable resolution perform a follow-up to ensure the problem stays resolved. These steps can be easier said than done but each person involved is allowed to share their perspective and feel they have at least been heard.
Employee handbooks protect employees and employers alike. They create the structure to deal with issues when they arise. In some states handbooks are considered to be a binding contract so they should be written with great care. The handbooks should have sufficient detail but not be overwhelming.
The Employee handbook should clearly state the ground rules for employment. It should spell out expectations for conduct and behavior while on the job, establish how employees will be paid and provide an overview of benefits. Is should also explains the disciplinary process and the progressive discipline process. A written copy of the handbook must be provided to all employees and a signed acknowledgment of receipt should be obtained from each employee.
From writing handbooks and talent management, to organizational development initiatives and customized training programs, NJMEP offers a variety of HR solutions. Contact us for more information!
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