October 21, 2009
Strategic Employers give more than just lip service to employee empowerment. They know that the best people are looking for this, particularly workers in Generation X and the Millennials. Last week I wrote about the first five of ten employee empowerment tips. Here are the rest….
6) Glory through delegation – don’t just give your employees the “grunt” work, give them an opportunity to shine with important tasks and jobs as well.
7) Demonstrate that problems are caused by faults in the system, not by faults in people. Let your employees solve the problems by changing the systems, not their co-workers.
Feedback, feedback, feedback – do yourself a favor and tell your people how they are doing and tell them often.
9) Recognize and reward your people when they do something through their empowerment.
10) Provide direction by asking lots of questions.
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Posted by Richard Yadon
October 15, 2009
As the Boomers retire from the workforce, Strategic Employers must rely more and more on the upcoming generations. Both Generation X and the Millennials value work and
work/life issues very differently than their Boomer managers. There are also much fewer of them willing to devote the same degree of corporate loyalty as does the Boomer and
the Veteran generation.
One easy, inexpensive, and smart move Strategic Employers can make is to appeal to these generations in a way that motivates them to stay. Employee Empowerment is valued by
both of these generations, but not in the same way it was used to influence and generally coerce their predecessors. If you truly want your employees to be empowered, and enjoy the benefits of an empowered workforce, you should begin with these ten principles:
1) Show that you really do value them.
2) Don’t keep your Vision a secret, tell them about it.
3) Let them know your company’s, your group’s, or your team’s objectives.
4) Give them the information they need to make good decisions.
5) Show your trust and believe in their ability to do the right things.
Next week I’ll add the other five…
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Posted by Richard Yadon
October 9, 2009
There is a myth that the current marketplace is flooded with top talent looking for work. As this article points out, this is just not true. Top talent is as scare today as it was before the recession. What has happened is that Strategic Employers now have more options. For instance…
1) You should look at your current workforce and ask yourself if you had to do it all over again would you hire the same people? If you can’t say ‘yes’ for everyone then the current employment market might give you some options to upgrade.
2) Topgrading should become a strategic priority. Benchmark your best people with a comprehensive assessment tool and “profit interviews”. This will help you objectively identify the “keepers” and learn why they stay with your company.
3) Review your onboarding process. If you can find top talent you want this process to fully integrate them into your company. Be sure you have flexibility in your onboarding process so you can meet the diverse needs of the four generations in your workforce.
Here’s the article….
http://www.tennessean.com/article/20091005/BUSINESS01/910050320/Lack+of+qualified+workers+leaves+good+jobs+empty
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Posted by Richard Yadon
