Interpreting the HR news for the week ending June 14th, 2013:
Pillars of Stability
Our friends at OpenView have a culture of collaboration based on three principles, which are discussed in a new article on their blog. Adopting the scrum methodology, addressing the “five dysfunctions of a team,” and encouraging employees to bring their “best self” to the table, all help them focus on what matters to them as a company.
Businesses that stress their shared values, team dynamics, and positive outlooks are better able to work together to solve problems. That’s news that never gets old.
The staff you hire determine the culture of your team. Hiring is a complex art, and that’s why many businesses look just as much for “soft skills” as raw technical ability.
When an applicant does fit both bills, it’s essential to have communicated your company culture effectively. Otherwise, your new employees will be in for a very rude awakening. Be prepared. Tips for interviewees to analyze the potential workplace are given in an article on the Daily Muse.
Rewards Determine Production
How you reward your team plays a big part in the vibe of the office. Playing golf together, going for team lunches, and even basic things like compensation will play a big part in determining who stays long-term.
The job satisfaction of veteran staff affects the engagement of the whole team. Keep your old pros happy, and the rest will follow suit. As Reese Haydon touches on in an article for DecisionWise, losing staff is costly.
People-Pleasing Productivity Plans
When the goals of your company align with the goals of the employees, both parties win. This week Forbes highlighted the importance of keeping your employees aligned with the mission and work of the organization.
Leaders need to focus on keeping their employees engaged with the brand and motivated to represent it to the best of their abilities. Enabling, reassuring, and enhancing employee skills is easier when they feel like they’re part of creating change.
Change Can Be Good
To maintain your company culture is crucial, but with so many influences, it will inevitably change. And that’s not a bad thing. As an HR manager, the key is to understand the changes and be prepared to deal with any repercussions.
Adam Richardson suggests breaking habits and constraints in an article for the Harvard Business Review. Being prepared for change is the hardest part!