HR Thoughts…Week Ending 3.29.2024
We’re at the end of another week, so it’s time for some HR Thoughts.
You handbook is a living document. Updated it accordingly.
You have a well-drafted, legally compliant, culture-focused handbook. Amazing! You’re one step ahead of a lot of other businesses. I don’t want to be the bearer of bad news, but that is not the end of your handbook story. Laws frequently changes, what works one day may not work the next and you may experience a dramatic shift in your organization’s culture. This means you’re going to eventually need to update your handbook. My recommendation is that you do a quarterly light review to ensure you are legally compliant. Then, once per year, you’ll want to do a full review and modify your handbook not for just what’s legally required, but for what may have changed within your organization, anything new that’s been implemented and also to align with a practice that may work better than one you previously had in place.
Time-consuming? YES. But well-worth the effort? You’ll never have to question that.
The time to develop your feedback program is now.
They may not ask for it, but your employees want feedback. They want to know how their work is contributing to the bigger picture. They want to know their contributions are valued. They want to you know support their desire for growth and that you are invested in helping them achieve that. I think consistent feedback beats a once a year comprehensive review any day. When managers establish a regular cadence of checking in a sharing feedback it completely changes the environment as well as employees’ willingness to engage. Make it a part of the job for every manager in your organization to consistent meet with and provide feedback to their direct reports. Eventually, it’s a good idea to standardize what this looks like across the organization, but just getting started a win.
Over time, you’ll see the value this brings to your organization.
If you don’t know what drives your team members, you should probably ask.
This goes back to establishing that regular check in cadence. When you do that within your organization, your managers will gain a stronger sense of the nuances that exist amongst their team members, and they can tailor their management style to better meet individual needs. By learner the drivers of individual team members, you can better incentivize toward growth and success.
Looking to level up HR within your organization? Let’s chat!