Why not turn the tactical exercise you expect of your supervisors anyway into a strategic directive that WILL have a positive effect on your operation? To learn how read on. Inheriting a Fortune 500 operation with high turnover, absenteeism, and poor morale, my new boss asked that I “Fix it”. The breakthrough came after talking to an employee who’d returned from an absence. His supervisor had passed him several times, and never said anything to him. No ‘welcome back’, ‘Glad you’re feeling better’, or ‘You were missed.’ The solution had presented itself.
Coming from a process background, I worked with management and devised a plan:
1. Trained supervisors to value ongoing contact with their people. That created a welcoming environment where employees came to feel appreciated and part of the team. We expected supervisors to use employee’s first names, and engage with them openly and continuously: “How did your son’s Little League Game turn out?”, asking whether their wife was feeling any better, etc.
2. Implemented an easy ‘check the box’ tool requiring supervisors to note daily contacts. It included lines for more detail if needed. The tool had a number of pre-populated categories such as #2 – Coaching, and #5 – Good Job!
Now for a few benefits:
• People are more likely to work with those they feel are interested in them.
• On the job, this can translate to barriers being reduced, likelihood of increased productivity, and improved retention.
• A positive work environment makes it increasingly likely that minor job and performance anomalies get addressed before they become issues.
• When employees know what is expected of them, including behavior, performance, and timeliness, results will usually meet or exceed expectations.
• Specific to those returning from an absence or tardiness – contact by the supervisor re-assures the employee he/she was missed.
See our Best Practices Record of Employee Contact Policy and Form (SKU MC88). You can review the first full page and a short description before you buy.
KeystoneHR offers Best Practices focused HR and related policies and documents, training, consultation, and project work. With over 40 years of progressive HR experience in Fortune 500 companies and upper-end LLC’s, our team is poised to help. See our website – KeystoneHR.com. KeystoneHR – Best-in-Class helping Best-in-Class.
