SCORE
YOUR BUSINESS GOALS
-- Apr. 24/07
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In
This Issue…
-
Employee
Relations
-
Tip:
How to Improve Relations With Your Employees
-
Humour:
Dealing with Teenagers
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Employee
Relations
=============================================
With
the aging population in
North America
, many business leaders are examining the
role that employee relations plays in their company.
Financial
service firms in
Toronto
have started warning of the fact that they have more
people retiring than they do entering the work force.
Schools across the province
have been suggesting the same trend with teachers for ten
years, and high
tech companies in
Ottawa
are starting to raise the flag about
less
people now enrolling in science and engineering courses.
Even
with the most advanced computers, businesses still need good
people to
develop
and execute a successful strategy.
As
the talent pool diminishes though, it is harder than ever to
attract and retain
good
employees.
How
important is your current crop of employees?
What
would be the cost of replacing them?
In
order to protect the investment you’ve already made in your
employees, what
are
you doing to ensure that they stay with you as long as you
want them there?
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Tip:
How to Improve Relationships with Your Employees
=============================================
Every
company needs good employees. In the near future, there
could be more people
leaving the workforce than entering it. This could well
lead to a dogfight to
keep the best employees.
So,
what can you do to ensure that your employees stay – saving
you time and money and
protecting the investment you’ve made in them?
If
you don’t have a strategy already, then develop an employee
retention strategy. Sales
and business development staff have a cus
tom
er retention strategy, and the employee
retention strategy can be a similar tool in a leader’s
toolbox.
This
strategy should include a means of two-way communication.
Communicating well
across an organization engages employees. When I worked
at Newbridge Networks,
the leader, Terry
Matthew
s, gave an open speech every three months on the
current status of the company to all employees. It
served to motivate and inspire the
employees, and tended to quiet the critics.
There
is no right way to cultivate all employees. Each one of
your employees should be
managed to their full potential by examining the best methods
of inspiring and engaging
them. Acknowledge what’s working for them – positive
reinforcement can
be a great motivator. Developing an employee’s
strengths can be a great asset to
the company, as well as serving to keep the employee engaged
and achieving.
If
some of your best employees are nearing retirement age,
consider the possibility of
alternative working arrangements. Many workers would
rather reduce their number of
workdays than eliminate them. If there is a mutually
satisfying alternative, then by all
means pursue it.
A
business is run by people. The more engaged they are,
the better the business will
run, and the less likely the employees will look
elsewhere.
===============================
Humour:
How to Deal With Teenagers
===============================
If
you have a teenager, like I do, you’ll appreciate this
wisdom of Mark Twain,
“When
I was a boy of fourteen, my father was so ignorant, I could
hardly
stand
to have him around. But when I got to twenty-one, I was
astonished
at
how much he had learned in seven years.”
