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An Organization’s Number One Asset

Guest post by: Dinah Bailey

Article Overview: The continued progress of an organization depends greatly on the effectiveness with which it develops its greatest asset – it’s employees.

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An Organization’s Number One Asset

The continued progress of an organization depends greatly on the effectiveness with which it develops its greatest asset - it's employees. One of the greatest challenges organizations face is retaining employees. The cost to replace one employee is 50% of that departing person's salary. Employees must feel valued and appreciated. They leave organizations for lack of career growth, low morale, management issues, poor training and little or no recognition of their accomplishments.

Retention strategies allow organizations to retain valuable employees and can be used as a means to transform an organization's culture to a more desirable place to work.

Orientation Programs

Orientation Programs ensure all employees receive the same comprehensive orientation to the organization and:

During orientation, the employee works with their manager to become familiar with the organizational structure, coworkers, work area, and other related activities such as parking, security procedures, etc.

For an orientation program to be effective set timelines for review within the first week then follow up at the end of the first month and again before the three month probationary period expires. This ensures the employee is on target to meet performance goals.

Performance Appraisals

Performance Appraisals identify gaps in performance, set objectives and identify support required for the employee to be effective in their role. Two-way communication between employee and management is critical.

Performance Appraisals provide process for:

Performance Appraisals should be reflective and forward thinking, providing opportunity for employee and management to "take stock" and plan ahead. Reviews should be conducted consistently in an open and honest environment, resulting in a positive, motivating and rewarding experience.

Recognition Programs

Recognition Programs increase morale and dedication. Consider:

Employees must be excited about the program in order for it to be effective. Ensure guidelines for how, who and why someone should be recognized are established and clearly communicated. Recognition can be verbal or in written format.

Recognition should be geared toward organizational performance and strategic results. When implementing recognition programs, ensure employee performance is improving as a result. Keep in mind different types of recognition work well for different types of people. Remember to be consistent with whatever program is implemented.

The best method of recognition is day-to-day verbal praise in front of coworkers where employees receive acknowledgment for a job well done.

Employee Satisfaction Surveys

Employee Satisfaction Surveys are used to measure morale. These tools aid in communication and give employees a voice to share opinions.

When conducting Employee Satisfaction Surveys, ensure questions are relevant in order to pinpoint concerns. Make sure surveys are not too long or employees may become reluctant to complete them. Surveys should be voluntary with time granted to complete either during work time or at home. All results should be kept confidential.

Management must be prepared to follow through with areas of concern which impact employees and their expectations. Surveys engage employees and provide empowerment when the workforce feels their input influences how the organization operates. Feedback should be shared with employees and action plans developed to implement change.

"Greater Benefits"

"Greater Benefits" are:

Stretch Assignments are also popular. These give employees opportunity to take on assignments that are beyond the employee's comfort zone with more responsibility. It helps broaden skills, increase employee confidence, challenging them, resulting in higher motivation and productivity.

Providing organizational direction and improving the management of people will engage employees and the end result will be higher commitment.



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Home > Human-Resources > Dinah Bailey > An Organizations Number One Asset
Article Tags: career growth, coworkers, desirable place, li li, low morale, management issues, organizational structure, organizations face, orientation program, orientation programs, performance appraisals, performance goals, retaining employees, retention strategies, salary employees, set goals, set objectives, stress and anxiety, target, ul type

About the Author: Dinah Bailey
RSS for Dinah's articles - Visit Dinah's website

HR ByDESIGN provides real time Human Resources support, guidance and expertise for small to medium sized organizations that haven't yet reached the demand point of requiring a permanent or full time human resource person or team. As well, we supplement and compliment existing HR teams when additional collaboration is required.

By outsourcing Human Resource services, our clients continue to focus on achieving their organizational and business goals while HR ByDESIGN effectively manages the HR functions. HR ByDESIGN's mission is to provide complete client-focused human resource solutions. We are committed to continuously bringing the best level of customer service to our clients and their employees while providing effective human resource outcomes.

Dinah Bailey is the principal of HR ByDESIGN. Dinah began her career in the human resource field over 12 years ago where she specialized in recruitment and customer service. As she progressed in this industry, she expanded her knowledge and expertise to other roles such as Career Consultant and HR Advisor. Her working experience with smaller sized organizations has granted her the understanding and appreciation of what it takes to efficiently streamline human resources in small to medium sized organizations.

Dinah is an honours graduate of Sheridan College's Human Resource Management program and is a CHRP Candidate as established by The Human Resources Professionals Association of Ontario (HRPAO). The HRPAO is a recognized leader for the human resource profession in Ontario and Dinah has been a member in good standing since January 2003. She has also been recognized for her outstanding contributions to work place excellence through Alberta Venture's E-Awards, Quality of Working Life.

For more information on how to capitalize on your organization's Human Resource requirements, contact us today to arrange for a complimentary consultation. Telephone: 905-452-8813 Email: hrbydesign@rogers.com



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