Tag Archives: turn over

Has Bad Culture Got You Down?

Yes. This will be another post about the importance of culture (because it’s important!). However, this time I’m going to write about the flip-side. Normally, I spend time talking about the importance of good culture, mainly because it has a lot of business benefits. On the other hand, it is also important to educate people on bad culture and the negative effects it can have on your workforce and company as a whole. Thankfully, a few individuals took the time to speak to me about their bad company culture experience and those conversations have allowed me to compile some key points.

What can bad culture mean for your business? Read on:

  • Lack of productivity and quality of work: if your workers are unhappy, their work will suffer. Bad culture can reduce morale, which could reduce motivation. Reduction in motivation means productivity will slow down or even come to a standstill.
  • “Poison to the well”: negative employee experiences and emotions can spread fast like an aggressive infection. If an employee is dealing with the effects of bad culture, they could start to spread the word to others about their experience. This could result in current and new employees to start to have these perspectives. At that point, your staff is compromised.
  • Lack of dedication and commitment: if your employees feel like they can’t trust the company, then don’t expect them to stick around or to work like they will be there in the long-term. Their minds are most likely thinking about where they’re going to apply to next or how much they dread being there.
  • Lack of commitment means high absenteeism and turnover: what do you do if you dread going to work one day? Most people take a “sick day”. What do you do if you dread going to work EVERY day? Take as many “sick days” as you can (at least, that’s what the individuals in a bad culture had told me). Additionally, turn over will be high and most people will want to get out of that situation as fast as they can that they may not even give a proper two weeks notice. That means you’re down an employee and you have no one even in the pipeline to potentially back-fill that spot.
  • Your employer brand will suffer: your employer brand is everything in terms of attracting quality talent. If you aren’t attracting super-star candidates to your company, you will be left with the average-Joes. Slap the average employees into your workforce and your products/service quality will be negatively affected which means that you could start losing clients to a competitor that does it better.

The above points are every human resources professional’s nightmare. More importantly, it is extremely hard for a company to bounce back after it gets to that point and some maybe never will. It’s important to notice the early signs of a culture going bad to ensure you can turn it around early on. Otherwise, this may be an uphill battle a company may never win.

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Internal Mobility is Good for Your Company

Last night I was involved in another weekly Twitter #tchat (yes, it is my new obsession). Once again, this chat had some great contributors and some interesting information to consider. The chat’s subject discussed how companies and recruiters should focus on internal mobility for filling job openings. It seemed that a lot of the “chatters” felt strongly about this topic and believed that there were many benefits of this promotion track. The common believe was that a solid internal mobility program can be very good for your company.

Here are some informative and useful take-aways I got out of this chat:

Internal mobility can fuel employee engagement. The common theory behind this is: if you invest in your employees they are more likely to invest in you. If you want your employees to be more engaged in their work, make them feel like their contributions have a purpose. Make them know you’re taking notice of them and their efforts. Take time to discuss career goals and offer suggestions on how they can reach them. These things can put a little more pep in their step.

It can reduce turn-over. A good portion of people have admitted to leaving their employer because they felt they had no place to go. Sometimes that may be the case, but a good amount of time there are plenty of lateral or upper positions employees can move into. The issue is: employers don’t educate them on these opportunities. Make your employees aware of this to avoid losing your talent. And if you’re feeling really crazy, allow employees to create and pitch new positions that could be useful to the company (Hello, accountability!).

It can cost less to hire from within than externally. Recruiting and hiring processes are time consuming and expensive. This can be even truer if the candidate that was selected didn’t work out within the first few months. Looking at internal employees might reduce these issues. After all, these employees already know your business expectations and have met them. By now, I’m sure you’ve determined that the employee is a fit for your company. Instead of wasting time looking for diamonds in the rough, consider the gems you already have in your workforce.

Training time can be reduced. Like I mentioned above, the current employees already know your business. They know your systems. They know your managers. They know your clients. They know your mission. Basically, they know everything other than the general duties for the new position. Training them on those duties can be a piece of cake because they already have a clear understanding of how certain procedures affect the company. Think about how quick it would be to train them on those few things rather than an external hire who could take months before they completely understand the business in order to do their job well.

It can increase morale. Nothing can kill an employee’s morale more than watching a position they worked hard for be filled by some random outsider. This situation could even cause some resentment towards the newbie and the company. It is reasonable to say that not all positions can be filled internally. However, to keep the morale up, make sure you offer feedback and mentoring to those not chosen. Even if they don’t get the position, taking time to help them professionally progress can keep their positive feelings about the company intact.

It can make employees feel like they have a goal. Most employees want a job that makes them feel like they’re doing meaningful. They want to be accountable and have a sense of responsibility. However, these feelings can dwindle down if they don’t clearly see how their efforts are contributing to their professional growth. Talk to them about what they want and set a path that helps them progress towards their goal. Productivity could increase once they see how their work is directly correlated with their progression. Moreover, make sure you set realistic timelines and expectations so they don’t get discouraged if things don’t happen right away.

I know that not all job openings can be filled internally. Companies need to throw some new blood into the mix to ensure the workforce does not get stale from recycled perspectives and ideas. External people can bring something fresh into the workplace. However, your internal employees may be able to do the same if you give them a chance to prove it.

If you find this topic interesting, be sure to join in Twitter’s #tchat on Wednesday nights at 7PM EST. Additionally, leave a comment regarding this topic either on here or on the chat.

Links:
Recruiting as an Inside Job- Internal Mobility
Internal Mobility- An Inside Look at Talent

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Is Workplace Bullying Affecting your Performance?

Today’s topic references a discussion that I had posted to the LinkedIn:HR group a few months ago. The discussion asked HR professionals and employees to contribute stories of workplace bullying and also offer suggestions on how they have or would have handled it. The amount of feedback I’ve received is astounding and made me feel that it is a good subject to bring to light. This was especially true when I learned that some employees kept quiet about hostile situations that they were in. I originally chose HR as a degree because I wanted to be able to protect my employees. Hopefully, this information can bring a sense of awareness to victimized employees and help them learn what they can do to remedy this scenario.

First, I’m going to start this off with an example of workplace bullying that happened to a friend. I felt this was appropriate because a decent amount of individuals had similar stories:

My friend, Anna*, was recently working for a well known employer that had a great reputation. However, there was poor management at this particular branch. Over a course of a year, Anna would come to me extremely upset about things her manager had said to her. These things would range from criticizing her looks, talking down to her, inappropriately yelling at her (even outside of the office), and making offensive comments about her competency. I’ve worked with Anna before, so I was well aware that she was a respectable employee, a fast learner, and a self-starter. I urged Anna to talk to the Human Resources department about the hostile work environment, but she brushed it off saying she was being an emotional woman and didn’t want to rock the boat for no reason.

Within the first few months of her employment there, I started to see the bullying take a toll on her work performance and her personal life. These negative effects are also common in most cases of bullying and harassment:

• She had heightened levels of stress and anxiety.
• Insomnia from the stress ended up lowering her immune system, causing her to get sick often.
• She was absent more than normal.
• She lowered her productivity to avoid being publicly criticized in a hostile way.
• Her self-esteem hit an all time low which led to depression.
• Her husband found her to be inconsolable, which caused strain on their relationship.

After a year of this, she finally contacted the human resources department about this situation. She soon found out that several other employees were also being affected by this but were scared of losing their jobs, so they did not speak up. The HR professional stressed that Anna should have come to him sooner because they take this very seriously. Although the problem was taken care of soon after, the damage was already done. Anna and several other employees promptly left the company because they did not believe that the solution to fix the hostility issue would be permanent and did not want to deal with it if it wasn’t.

Anna’s case seemed to be very common. However, individuals also informed me of extreme cases in which the bullying led to depression that sometimes resulted in suicide. Besides the frequent or extreme cases of workplace bullying, there are also more subtle circumstances. Some examples of these are: constant criticism; regular referencing of an employee’s mistakes (especially in front of others, causing embarrassment); gossip; and even isolation.

Another important fact to keep in mind: workplace bullying also affects other employees besides the targeted individual. Because of this, workplace morale can be lowered by each situation co-workers witness. Lower morale can hinder productivity from these employees. If it isn’t handled, this can also lead to lack of trust in higher level of management. Employees could feel like their well-being is threatened. These feelings could result in high turnover.

Different HR professionals informed me of multiple ways they bring awareness to workplace bullying:

• Training for all levels employees on the subject.
• An online class that ends with a test to determine how well the employees understand.
• Emphasis on a bullying policy that is separate from their harassment policy.
• Partnership with an anonymous hot-line in which employees could call if they don’t feel comfortable directly speaking to a manager.

Employees must realize that if a manager isn’t stepping in to resolve this, it may be because they aren’t aware that it’s occurring. If you are an employee and feel like you are being bullied, be sure to keep a record of the incidences and speak to your manager or HR department as soon as possible. Your mental, physical, and emotional well-being is important. I am confident that your employer would want to keep you as healthy and happy as possible.

*Name changed for privacy.

Links with additional information on the topic:
Bullying Statistics
Forbes- 10 Signs You’re Being Bullied at Work
Forbes- Examples of Workplace Bullying

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The Importance of Keeping your Company Real

Today’s topic is going to be about keeping your company authentic. For those of you who have read my previous blog postings, you know that I value companies that welcome individuality and are open to innovative ideas. Also, I enjoy companies that seem to be a little more human and a little less business. Although I’ve mentioned these values a few times throughout my writing, I haven’t fully given you an explanation of why I feel this way. This posting will let me shed some light on the subject.

Allowing your employees to be more like themselves can increase productivity. Have you ever worked at a company that had strict criteria on how the employees were to represent themselves? You need to say the right things, write e-mails with a certain professional tone, and make sure your shirt doesn’t have a single wrinkle. Of course, some organizations need this level of professionalism to gain trust from their clients but too much of it can hinder performance. If your employees don’t naturally do these things, then they have to use their mental capacity to train themselves to do it. Training yourself to be something against your nature for 40+ hours a week can be exhausting. Not to mention, the effort you’re putting towards doing that is taking away from your work.

Your employees will be happier. I’m not perfect, but neither is anyone else. To work for an organization that requires constant perfection can be extremely stressful. Life happens, we’re human, and people make honest mistakes. To work for a company that leaves no room for mistakes can cause employees to worry and doubt every little thing they do. I don’t know about you, but I don’t want to spend a good portion of my day scared that the next thing I say or do will be my last at the company. That’s just a miserable way to go about life and eventually it will wear on them, both inside and outside of the workplace. Their unhappiness may start to reflect in the quality of their work.

Employees will feel more comfortable about offering ideas and suggestions. If your company was a little more open, a little less stuffy, and a little less strict, your employees may feel more comfortable offering contributing proposals during meetings. Creating an open and welcoming atmosphere can make employees feel better about freely expressing opinions, new ideas, and suggestions. If you don’t create this environment, employees could feel less inclined to speak up and you could potentially miss something of value.

Individualism can produce original solutions. I think some of the best companies I worked for are the ones that celebrate the individual and encouraged them to produce inventive ideas to demonstrate to the company. Employees loved the fact that they could use their personal experience and knowledge to present these suggestions. They gained a sense of accountability and became more engaged in the company’s well-being. Additionally, they found the company’s willingness to listen, consider, and offer feedback about these ideas to be motivating. They appreciated a company that offered this participative communication structure rather than companies dictating how things would be and expecting employees to follow without question.

You’ll gain trust from your employees. We aren’t robots, so it’s hard to trust someone who only communicates in an overly-formal, overly-professional, mechanical way. It’s hard to know what truly is going through that person’s mind and it’s hard to understand the meaning behind it all. Communication like that just seems closed and does not engage the other party in a useful way. Think about how you came to the point of trusting your friends, significant others, and family members. I highly doubt it was because of the “stimulating”, calculated conversations. You don’t get to know people from conversations masked with perfection. If you don’t get to know them, you also may not be able to trust them. To have an organization that employees don’t trust really isn’t going to do anyone any good. Try to keep it as real as possible.

You could reduce turn-over. If senior management is too-tight lipped about the organization, it could create a cause of concern for employees. As an employee, nothing is worse than being kept in the dark or out-of-the-loop…except being kept that way during the recession we’ve been experiencing. With layoffs, terminations, and failing businesses, it’s best to offer some honest information to your employees. This will help employees know where they stand in the company. It will also allow them to know where the company stands in the business world. Additionally, it can ease minds and lower turn-over caused by employees’ mentality of “getting out before it goes under.”

You’ll pique interest from outsiders. Think of some of the most interesting companies in business: Google, Apple, Zappos, and LinkedIn come to mind. These companies are notorious for their company culture. They celebrate and own their uniqueness and won’t conform to oppressive corporate structures other companies have had in the past. Because of the “realness” they bring to their company, candidates want to work there, employees are rating it the best place to work, and other companies want to adopt their corporate style.

I understand that business is business. I also know certain companies and jobs need to have an extreme level of professionalism. However, sometimes it can be too much and cause companies’ to be hindered rather than grow. Your employees are your biggest assets and you need to treat them as such. As I’ve said before, the companies that will dominate will be the ones that can find a way to keep the workforce working towards a collective goal but still welcome individualism and authenticity. Consider some of these points and even test them out. You may find that employee morale and productivity will increase.

Links:

Why Should Organizations be Authentic?

Companies Mentioned:

Google
Apple
Zappos
LinkedIn

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