This Conversation Stopped Me In My Tracks
Last week, in the middle of a crowded department store, I overheard a telephone conversation between a man and his wife that stopped me in my tracks. I realized that it was a private conversation so I did what anyone else would do….I continued shopping and listened. Sorry. Judge me later. Here was his side of the conversation:
“OK. So today, after everything else, your manager threw a pen at you and was screaming at you? And HR was aware of the situation? Did they do anything about it? Why not? Have you called the police? OK. Let me get in touch with the attorney. But don’t leave. If you leave before the end of your shift, they can fire you and we won’t have a case.”
I was really curious about the events that were unfolding and, over the next five minutes, I listened as the conversation continued. It was obvious that this manager’s style had been a problem for some time. Before hanging up and walking away, my fellow shopper had given his wife specific instructions on what she should do and say to make sure they were in the best position to take legal action. It was clear that trouble was brewing.
I thought about the advice that I would give to the owners of that business and their Human Resources team if given the opportunity.
Your Workplace Culture Should Be Intentionally Created and Carefully Guarded
As I mentioned, I only heard one side of the conversation, but when he asked his wife if Human Resources had done anything about the situation, his follow-up question, “Why not?” gave me the impression that the problem had not been addressed.
One of the core responsibilities of a business owner or HR leader is ensuring that the work environment and culture is conducive for employees to perform their jobs well. It was clear that the issues she was experiencing with her manager were nothing new. A situation like this creates a ripple effect throughout the business unit or organization, damaging trust, inhibiting teamwork, disrupting workflow, and, as I’ll discuss later, creating a huge financial risk.
As a business leader, if a member of your leadership team has to resort to throwing pens and screaming to get the desired level of performance (regardless of how bad the current performance is) they simply have no business leading. They're damaging to the business and destroy your efforts to engage and retain high-quality talent.
Popular recruiting websites such as GlassDoor actively encourage employees to post candid comments about their workplace experiences, positive or negative, for everyone to see. Negative comments on sites like this deter high-quality candidates from applying to your open positions. Situations like this can cause long-term damage.
What is Workplace Culture, Anyway?
Loosely defined, workplace culture is the environment in which you and your employees work. It’s the manner in which things get done, the behaviors that are rewarded, the stories that illustrate what the company stands for. It’s the operating tone of the company and the image that it portrays to its employees and customers.
The Practical Value of a Strong (and Positive) Workplace Culture
Highly successful companies typically have a strong and intentionally crafted workplace culture that's closely tied to their core values. Effective leaders make a consistent effort to demonstrate the core values and make sure they're clearly understood and embraced by employees.
A positive and "effective" culture offers consistency and encourages behaviors that lead to the growth of the organization. It’s a competitive advantage as it’s difficult to replicate, it creates greater alignment throughout the organization, and leads to higher levels of trust, engagement, teamwork, retention, and loyalty. These, in turn, tend to lead to better performance and financial results.
Creating an Effective Workplace Culture
If you want your workplace culture to drive great results, here are a few things to consider.
Companies that excel in the marketplace do not leave their cultures to chance. They craft them carefully and focus constant energy on driving them, communicating, modeling, and molding behavioral experiences and the physical environment. If the characteristics truly drive successful performance, they need to be taken seriously and continually demonstrated, especially by leadership.
First, be very intentional about the characteristics and behaviors that you want to see. And, for that matter, the behaviors that you don’t want to see. The characteristics should support your core values. Whether it’s teamwork, professionalism, personal accountability, creativity, or any other attribute that will enable you to deliver on your brand promise, figure out the behaviors that would make it happen. Think about situations where your team was operating at its best. What was happening? Who was involved and how were they acting? Once you have a list of the key behaviors, review your processes, policies, and practices to make sure they support them.
It’s also important to remember that small businesses have a limited amount of time to establish their cultures. As they grow, culture becomes increasingly difficult to change.
Second, make sure that your hiring practices are yielding candidates who can operate in and support that culture. Let me be clear on this…do not hire an applicant who has great technical skill but is a bad culture fit. You can build technical skills. It is much harder to shape personality traits and behaviors.
Your interview process and questions need to reveal whether the candidate possesses not only the technical skill but the behaviors necessary to be successful with the team and your customers. Your on-boarding process should include very clear references to the desired culture and behaviors that are conducive to success. Your performance management practices? Yep. That too. Performance reviews need to focus not only to what gets done but the manner in which it gets done.
Finally, promote it. Talk about it. This is where many employers miss a significant opportunity. Make sure that employees clearly understand your vision of how business should get done. This requires coaching. When there is a disconnect between the desired and displayed behaviors, address it. When behaviors are clearly aligned with those you want to see, recognize and reinforce them. Remember that, in the absence of reinforcement, employees will revert to their natural tendencies which may or may not be aligned.
Today, focus on creating a culture where employees feel heard, valued, and respected. You can still have high-performance expectations but creating the right culture is like preparing good soil before you plant a seed. The resulting growth can be incredible.
One Final Point About the Phone Conversation
Just a final point to consider. As an employer, you are, in many cases, responsible for the actions of your employees, particularly when those actions are taking place in the course and scope of work activities. It’s called vicarious liability. If the employee mentioned above files a charge, the cost for the employer to defend it could easily reach $100,000. If the employee prevails, the judgment will far exceed that figure.
The financial risk of an unprofessional or potentially “hostile” work environment is real enough. But the damage caused by this type of behavior extends far beyond anything financial. It impacts both the customer experience and the employment brand.
There is a strong correlation between the treatment employees receive and their ability to deliver a great customer experience. Employees who are treated with dignity and respect are likely to treat others in a similar fashion.
HR Strategies Now is about helping small- to mid-sized businesses thrive through the development of solid Human Resource practices. Don’t leave your company culture to chance. Let’s prepare to win. Contact HR Strategies Now.
July 12, 2021
Improve Your Decision-Making Processes
Are you ready for the next leadership transition in your organization? In today's fast-paced business environment, ensuring you have a strong succession plan in place is more important than ever. Organizations that neglect this aspect may face skills gaps and leadership shortages that can significantly impact their competitive edge. But how can you effectively integrate performance management into your succession planning strategy to ensure a seamless transition? Let's explore how these two processes can work together to empower your organization. Identifying High-Potential Employees A fundamental part of effective succession planning is the ability to identify high potential. Performance management processes open lines of communication and observation that reveal it. Clear performance measurements, delivered through fair and regular appraisals, enable managers to identify people who have the skills, experience, and qualities required to succeed as leaders. For example, an organization will conduct performance reviews to evaluate its employees based on their ability to solve problems, work in teams, and make decisions. The sooner these high-potential candidates are identified, the better it is for organizations as they work to build a strong pipeline of future leaders. It’s a practice that enables organizations to avoid significant disruptions when key positions become vacant because competent candidates are immediately available to fill the roles. Developing Future Leaders The development of identified high-potential employees is truly crucial. Performance management systems are useful for this purpose, enabling the organization to tailor training and developmental programs to their specific competency gaps. For example, a strong performer with little experience or exposure to leadership can work under a development plan that includes leadership workshops or mentoring programs. Organizations that invest in these individuals not only enrich their talent pool but they also foster employee loyalty and retention. Employees who perceive they are supported and valued are more likely to fully engage and remain with the organization. Setting Clear Goals and Expectations Effective goal setting helps ensure the proper alignment between individual and organizational performance. Performance management clarifies roles and prioritizes responsibilities to ensure that individual, unit, and organizational goals are achieved. Constant review and updating of these goals keep employees focused on their development while keeping an eye on organizational success. Employees often seek more than just a job—they want to be part of something bigger, a vision or initiative they can rally behind. Performance management processes play a critical role in preparing future leaders to recognize, embrace, and actively engage with that greater purpose. Understanding how their role fits into the bigger picture and contributes to the organization’s success is essential, especially for those transitioning into leadership. It provides them with a clear roadmap for personal development and growth. Fostering a Culture of Feedback and Coaching Performance management plays a crucial role in shaping a culture that nurtures and prepares future leaders for succession. By setting clear expectations, providing ongoing feedback, and aligning individual goals with organizational objectives, performance management helps employees understand how their contributions fit into the bigger picture. This creates a sense of purpose and engagement, fostering an environment where individuals are motivated to grow and develop. The process encourages continuous learning, guiding employees to take ownership of their development and positioning them for leadership opportunities. Through structured conversations and development opportunities, employees gain not only technical competence but also the leadership behaviors and cultural awareness necessary for future roles. Over time, this process builds a talent pipeline of individuals who are highly aligned with the organization’s values and capable of driving the company’s vision forward. Conclusion Integrating performance management with succession planning is essential for organizations that want to build sustainable leadership pipelines and maintain long-term success. By identifying high-potential employees early, developing their skills, and aligning individual goals with the company’s objectives, performance management ensures that future leaders are prepared to step into critical roles when the need arises. This proactive approach not only minimizes the disruptions caused by leadership transitions but also strengthens the organization’s ability to stay competitive in a rapidly evolving business environment. Moreover, performance management fosters a culture of growth and continuous learning, empowering employees to develop both personally and professionally. When employees understand how their roles contribute to the organization’s success and feel supported through coaching and feedback, they are more engaged and motivated to grow within the company. This alignment between individual development and organizational goals creates a foundation for effective succession planning—ensuring that each leadership transition builds on a legacy of competence, purpose, and cultural alignment. So, are you ready to take your succession planning to the next level? If so, consider contacting HR Strategies Now . We’ll help you create a customized approach that ensures your organization is prepared for future leadership changes. HR Strategies Now – HR consulting in Cypress, Houston, The Woodlands, and beyond.
Handling employee departures well is just as important as managing their onboarding. While it’s challenging to celebrate the loss of high-quality talent, it pays off in the end. Off-boarding provides a powerful opportunity to strengthen relationships, even as they move on. By investing in a thoughtful and positive exit process, you can leave lasting impressions and even turn former employees into brand advocates. Here are four unique and creative ways to create a smooth off-boarding experience that shows your genuine appreciation to departing workers. 1. Celebrate Their Contributions with a Personalized Farewell Event Instead of just an obligatory goodbye email or a quick handshake, you should make their last days memorable by hosting a personalized farewell event. Tailoring the farewell to match their preferences shows you care deeply about them as individuals, not just employees. If they love casual, laid-back settings, organize an office party or a lunch at their favorite restaurant. For those who enjoy formality, a heartfelt speech and gift presentation can make a big difference. Involving their team members in the process is another great way to celebrate their contributions. Encourage co-workers to share stories or moments that highlight the employee's impact on the company, making them feel truly valued. This simple, but effective act of appreciation can leave them feeling positive about their time with you. Even better, it turns the departure into a celebratory occasion rather than an awkward goodbye. 2. Create a Meaningful Alumni Network for Continued Engagement Employees may leave the company, but they don’t have to completely disconnect. Establishing a strong alumni network fosters ongoing connection, giving departing employees the opportunity to stay engaged. You can build a structured alumni program that includes newsletters, exclusive events, or access to ongoing professional development resources. This helps former employees stay in touch with current trends at your company, as well as offering valuable networking opportunities. Beyond formal networks, invite them to contribute to company projects on a freelance or consultancy basis. By keeping the door open, you send a clear message that their expertise is still appreciated. You might even invite them to share insights with your current staff through webinars or guest blog posts. An active alumni network not only shows that you continue to value their talents but also encourages them to remain advocates for your brand long after their official tenure has ended. It also pays to remember that new employment opportunities sometimes appear better than they actually are, prompting the employee to re-think their decision and explore the possibility of returning. 3. Offer Comprehensive Career Transition Support with a Personalized Touch When an employee leaves without a defined employment plan, a truly considerate off-boarding process may include helping your employees to transition smoothly into their next career chapter. Providing career transition support such as résumé reviews, interview preparation, and job search guidance is an extremely valuable resource. To take this a step further, you can personalize these services based on the employee’s future aspirations. Consider working closely with them to understand their next steps. For instance, if they are pursuing a career shift, connect them with relevant industry contacts or provide them with educational opportunities, like free online courses. You could also create a tailored LinkedIn recommendation that highlights their unique skills and strengths, further supporting their career goals. This level of personalized attention shows that you’re committed to their future success and fosters a positive relationship long after they leave. Departing employees who feel supported are more likely to speak highly of your company, which could also lead to potential future partnerships or referrals. 4. Capture and Act on Honest Exit Feedback in Creative Ways Exit interviews often feel like a formal obligation, but you can make them an engaging and creative experience that benefits both parties. Instead of the typical question-and-answer format, make the process more interactive by using storytelling techniques. Ask departing employees to share their experiences in the form of stories that capture their key moments within the company. This allows them to provide more honest and nuanced feedback, which can offer invaluable insights into your company’s culture. You could also offer anonymous feedback channels, such as digital platforms where they can submit their thoughts post-exit. Implementing changes based on their feedback, and then sharing those changes with them, shows that you genuinely value their input. This ensures that they leave with a positive perception of your commitment to improvement. Additionally, consider using creative feedback tools, like interactive surveys or video exit interviews. Letting them record their responses on video adds a personal touch and gives them more flexibility to express themselves. It’s a modern approach that can leave a more lasting impression than the traditional written format. Plus, reviewing these videos allows you to better capture the emotional tone behind their words, giving you deeper insights into their experience. Conclusion A positive off-boarding experience ensures that employees leave your company with good feelings, even after their departure. By celebrating their contributions, offering continuous engagement, providing personalized career support, and having exit feedback, you can create a meaningful and lasting relationship with your former employees. However, if you are still confused then you may approach a good HR project management consulting firm to help you in creating the right off-boarding strategies.
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Improve Your Decision-Making Processes
Are you ready for the next leadership transition in your organization? In today's fast-paced business environment, ensuring you have a strong succession plan in place is more important than ever. Organizations that neglect this aspect may face skills gaps and leadership shortages that can significantly impact their competitive edge. But how can you effectively integrate performance management into your succession planning strategy to ensure a seamless transition? Let's explore how these two processes can work together to empower your organization. Identifying High-Potential Employees A fundamental part of effective succession planning is the ability to identify high potential. Performance management processes open lines of communication and observation that reveal it. Clear performance measurements, delivered through fair and regular appraisals, enable managers to identify people who have the skills, experience, and qualities required to succeed as leaders. For example, an organization will conduct performance reviews to evaluate its employees based on their ability to solve problems, work in teams, and make decisions. The sooner these high-potential candidates are identified, the better it is for organizations as they work to build a strong pipeline of future leaders. It’s a practice that enables organizations to avoid significant disruptions when key positions become vacant because competent candidates are immediately available to fill the roles. Developing Future Leaders The development of identified high-potential employees is truly crucial. Performance management systems are useful for this purpose, enabling the organization to tailor training and developmental programs to their specific competency gaps. For example, a strong performer with little experience or exposure to leadership can work under a development plan that includes leadership workshops or mentoring programs. Organizations that invest in these individuals not only enrich their talent pool but they also foster employee loyalty and retention. Employees who perceive they are supported and valued are more likely to fully engage and remain with the organization. Setting Clear Goals and Expectations Effective goal setting helps ensure the proper alignment between individual and organizational performance. Performance management clarifies roles and prioritizes responsibilities to ensure that individual, unit, and organizational goals are achieved. Constant review and updating of these goals keep employees focused on their development while keeping an eye on organizational success. Employees often seek more than just a job—they want to be part of something bigger, a vision or initiative they can rally behind. Performance management processes play a critical role in preparing future leaders to recognize, embrace, and actively engage with that greater purpose. Understanding how their role fits into the bigger picture and contributes to the organization’s success is essential, especially for those transitioning into leadership. It provides them with a clear roadmap for personal development and growth. Fostering a Culture of Feedback and Coaching Performance management plays a crucial role in shaping a culture that nurtures and prepares future leaders for succession. By setting clear expectations, providing ongoing feedback, and aligning individual goals with organizational objectives, performance management helps employees understand how their contributions fit into the bigger picture. This creates a sense of purpose and engagement, fostering an environment where individuals are motivated to grow and develop. The process encourages continuous learning, guiding employees to take ownership of their development and positioning them for leadership opportunities. Through structured conversations and development opportunities, employees gain not only technical competence but also the leadership behaviors and cultural awareness necessary for future roles. Over time, this process builds a talent pipeline of individuals who are highly aligned with the organization’s values and capable of driving the company’s vision forward. Conclusion Integrating performance management with succession planning is essential for organizations that want to build sustainable leadership pipelines and maintain long-term success. By identifying high-potential employees early, developing their skills, and aligning individual goals with the company’s objectives, performance management ensures that future leaders are prepared to step into critical roles when the need arises. This proactive approach not only minimizes the disruptions caused by leadership transitions but also strengthens the organization’s ability to stay competitive in a rapidly evolving business environment. Moreover, performance management fosters a culture of growth and continuous learning, empowering employees to develop both personally and professionally. When employees understand how their roles contribute to the organization’s success and feel supported through coaching and feedback, they are more engaged and motivated to grow within the company. This alignment between individual development and organizational goals creates a foundation for effective succession planning—ensuring that each leadership transition builds on a legacy of competence, purpose, and cultural alignment. So, are you ready to take your succession planning to the next level? If so, consider contacting HR Strategies Now . We’ll help you create a customized approach that ensures your organization is prepared for future leadership changes. HR Strategies Now – HR consulting in Cypress, Houston, The Woodlands, and beyond.