12 HR Tricks My Company Could Use

Over the time I’ve been working at my current place of employment I’ve noticed how wonderfully some of the best HR practices work out in this place and how miserably the management fails when it comes to shortcomings they aren’t aware of. As I was reading up on human resources management, I pick out 12 best HR tricks my company could use, and maybe yours too.

1. Communication.

First, you get information from your employees, ask questions, be up to date, make sure everyone is on the same page regarding all the projects the company is managing. Be open and let the employees come to you with problems instead of having them boil in it on their own. As the author of 10 Things Every Manager Should Learn from LOST says, there are always secrets behind your back. As a manager, an HR or a senior in the company, it’s your task to be ready for surprises and not let them knock you off your feet.

Second, provide your employees with information. Lack of information sparks rumours, so it’s better to just come out and say whatever is up, instead of staying mum. This leads me to my next point:

2. Clarity.

Don’t keep your employees in the dark. Be clear about the company’s business goals and expectations. Make sure workers clearly understand the organization’s rules, language, culture, projects the company is running and their own job description. Clarity provides predictability and the feeling of security for your employees.

3. Employee orientation.

Not only this helps better adjustment of a newbie in the company, it also shows a person that they are valued as an individual professional and their needs will be met.It is important to give all new workers an oral introduction and a hard-copy employee handbook that contains all the relevant information about the company and procedures in place. The handbook is vital as gives a sense of belonging; it is something your employee will take home, read over and over again and identify themselves with for the time being, as they belonged to this community for a while.

4. Make employees feel like they are a part of a bigger picture.

Show your employees what their contribution means in perspective to company’s goals. This boosts motivation, improving performance, and lets them know they make a difference and are appreciated. This also gives your employees a chance to know just enough to come up with an idea of their own about the development of your business.

5. Make use of employees’ skills.

As a manager, it is your job to identify the skills your employees have (see tip 1) outside their direct job description and incorporate them in the job.

6. Encourage creativity.

No matter how routine and mundane some tasks may seem, you can always fit creativity in them, just let your employees know that creative ideas are welcome, encouraged, and rewarded. Be attentive to not discourage creativity (e.g. by saying “your idea, you put it to life” instead of asking the person who made a reasonable suggestion whom do they see doing the job).

7. Get creative when competing with larger employers for good workers.

Good workers are a company’s best investment and they can be hard to come across and attract. Introduce low-cost or no-cost creative perks that can outweigh financial benefits other companies may provide. One-day training sessions held at fellow companies you cooperate closely with can be a nice change-up for your employees, and it’s an easy and cheap for you to do.

Other popular non-monetary managements tips include allowing workers to extend their shifts in the summer (when days are longer) so they “earn” one Friday off a month or feeding employees — monthly breakfast or lunch treats.

8. Recognize good work as it boosts motivation.

The perception of justice helps keep the team operating well. Injustice, real or perceived, can upset the team at all levels (poor performance needs to be identified and corrected immediately good performance needs to be rewarded anytime it occurs). Source

9. Stay organized.

Chaos is a source of constant stress, better ogranization=higher efficiency. Good organization of the work process allows for addressing issues in a timely manner.

10. Deal proactively with poor performance.

If you have a poor performing employee, you must sit down with them to discuss your expectations in light of their performance, and then lay out what improvements you expect to see. Make certain that it’s clear that their continued employment is contingent upon them being successful in meeting your expectations. Source

11. Measure productivity.

Measuring productivity levels regularly is the only way to know if they are going up or down or staying even.

12. Be specific about employment requirements.

It is extremely beneficial to sketch a psychological portrait of a person best suitable for a job opening in your company and design very specific questions to test their personal traits. E.g. my company is currently looking for a person who will read large amounts of text, make translations and summaries. That would require someone patient, attentive to detail and diligent. There are two simple questions to test a potential employee:

one) What is your favourite book/painting/gallery/city/country/anything, actually? Once the person answers, ask them to describe it a bit. Pay attention to whether they list particular features like brushstrokes or colours in a painting or they provide you with a general  idea, larger, overall theme. Apparently, we need someone paying attention to details.

two) Would you prefer to self-edit their work or if they’d rather work in a team and delegate editing and reviewing to someone else? Self-edit choice shows the person truly enjoys working with texts, this would be someone we need.

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