HR Connections Michigan 2016 - (Page 9)
By Mike Kestly,
Kestly Development, LLC
n-Fire Employees" is how a TLNT
article related to their highly engaged
people - which is every hiring manager's
dream for their new hires.
The article goes on to give four steps
1. Hire talented people of high character.
2. Clarify goals and objectives.
3. Train, process, and procedure.
4. Empower your people.
OK, now that "you" have hired them,
how do "you" best keep them? An article in
Workforce magazine, "Dissed Loyalty," gives
stats, and warns of even lower retention rates
coming. To help "stem" the decline in loyalty,
the manager-employee relationship needs to
be productive. "Coaching, job skill training
and learning opportunities" will help support
No. 2 and 3 on the list. Then, No. 4 is where
Steve Job's quote comes into play: "It doesn't
make sense to hire smart people and then tell
2016 MISHRM State Conference * Oct. 12-14
them what to do: we hire smart people so they
can tell us what to do."
As your employees' coach and mentor,
here are some suggestions to get the most
productivity and increase their retention
Have short monthly coaching sessions with
a more in-depth quarterly meeting (JanuaryApril-July-October - avoids the holiday
Season). If you are required to submit annual
reviews, it is already done.
* Monthly coaching on measurable
goals set by their Supervisor (and the
Supervisor also has goals set by their
Supervisor and so on). All measurable
goals should feed up to the top people
in the organization.
* Monthly coaching on what is being done
to develop their people - including a
review of the monthly coaching sessions
they have with their direct reports. There
are "coaching reports" for various assessments that help with this task.
* Monthly coaching should also be
about what the individual is doing for
* Each monthly session should end with a
brief review of what was discussed, and
a date for the next meeting.
There are two benefits to the "Monthly
Coaching" program. About all of your on-fire
Employees will know where they stand and
spread the "fire." The other is for the employees that are not on fire, or barely warm. They
also know where they stand and in many cases
the "fire" word can be avoided because they
tend to leave on their own.
When you know your on-fire employee
is really on the right path, you can feel
confident that what they are telling you to
do (Steve Job's quote), is in everyone's best
interest. Now that's empowerment.
All information including registration is online at: www.mishrmconference.org 9
Table of Contents for the Digital Edition of HR Connections Michigan 2016
Save the Date – “THE FUTURE OF HR IS NOW”
This is THE PAGE!
Want More “On-Fire Employees?”
‘Reskill’ of HR Teams Starts with Senior Leadership Development
Engagement Survey vs. Satisfaction Survey
Unlawful Employee Handbook Provisions
Absenteeism in the Workplace: 7 Ways to Resolve this Bottom Line Killer
Index of Advertisers/Advertisers.com
HR Connections Michigan 2016