Employee Satisfaction and Links to Success

Strategy Plan One

August 18, 2012

Employee Satisfaction

Oh no, we could all see the coming.  We could all feel the tensions in the office.  Everyone, every worker has been on edge.  With poor global economic conditions how could anyone feel great about their workplace and about their future employment.

The past few years, businesses have experienced troubling times, and that is an understatement.  At the very core of every operation is the workers.  A business cannot function without its’ valued workforce, and keeping them happy in these times is challenging.

However, there are significant signs that employees who are engaged and happy lead to greater success, productivity and profitability.  When efforts are made by management, productivity improvements can occur even in these tough economic times.

This infographic from Social Cast highlights this linkage of employee satisfaction with success.

Employee Satisfaction – Top 5 Factors

  • Job security (63%)
  • Benefits (60%)
  • Compensation and pay (57%)
  • Opportunity to use skills (55%)
  • Feeling safe in the workplace (54%)

Engagement:

  • 86% of engaged employees express happiness in the workplace
  • Highly engaged organizations experienced 87% less turnover and 20% productivity improvement

Check out more interesting facts and statistics in this infographic.

Employee Satisfaction

Source: Social Cast

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Employee Recognition – Key to Improving Performance and Morale

Strategy Plan One

August 14, 2012

Employee Recognition and Feedback

Gathering feedback from staff and customers is essential to moving forward with your continuous improvement processes.  It is always best to seek internal and external objective input into your business operations.  However, in certain business environments, management and employees may not necessarily be connected, leading to a lack of feedback and recognition.

Here, in this infographic from Rypple, statistics and impacts of management-employee communications highlight:

  • 65% feel they don’t receive enough feedback in the workplace 
  • 34% of managers want to engage staff and provide more feedback
  • The larger the company and the higher the status of the executive, the feedback gap widens
  •  Veteran managers want to provide more input to staff

Key messages on feedback and recognition:

  • Feedback and recognition improves morale, less costly mechanisms to achieve performance improvements
  • Employees are more engaged in operations, the business and objectives when recognized by management for their efforts

employee recognition and feedback

Source: Rypple

It is clear that there is a correlation between constructive management feedback and employee job satisfaction, performance and morale.  It’s in your best interest to ensure you implement strong feedback mechanisms and employee-management performance appraisals to help build capacities in your organization.

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Government Jobs – Valuable, Skilled and Educated Work Force

Strategy Plan One

August 7, 2012

government jobsGovernment Jobs

Whether you are an employee in the private or public sector, or self-employed, we all take in the angst from the client groups we serve.

 

 

However, with extremely high expectations of government services, taxpayers and clients of government programs vent a bit more, show more frustration and sometimes treat government workers differently.

Government employees work on all levels, assisting entrepreneurs to assisting citizens in every government program under the sun.  They are there, employed to serve the public.  However, the perception and behavior towards public servants is quite shocking, and sometimes to the point of being disrespectful.  This occurs despite the fact that on the other end of that kiosk or government counter is a very valuable, highly educated individual who can really help you if you tap into these resources and programs.

When you hear public servants, much negativity exudes from the critics. Common comments include, “they are lazy”, “overpaid”, “cushy jobs”, “useless”, and “uneducated”, “biased”, “never helpful”, and on and on.  Yes, very harsh terms for dedicated employees who serve the public on a daily basis.

Government Employees

Obviously these comments are furthest from the truth.  The deepest job cuts in this recent economic climate, have occurred with public servants in the US and Canadian governments.  This comes after much human resources investment and years of corrective public employment processes, in some cases hiring the best and brightest work force.  Government institutions have implemented “employment appointments based on merit“… meaning the candidate must pass the highest scrutiny of meeting the job criteria.  It’s not easy getting into the public service.

The modern public service is a very educated and experienced work force, due to job criteria and the abundance of applicants for government jobs.  This highly competitive employment process results in the highest qualified, ranked candidates out of the bunch of applicants.  It is sometimes common, especially in these economic circumstances, to find that government employees are heavily over qualified.

government jobsGovernment Jobs – Pay and Benefits

Depending on jurisdiction, pay isn’t always the greatest in the public service, especially when the majority of positions are classified as administrative or in program delivery.  Specialized areas may pay better.  Some government sectors provide ample benefits which improve the compensation package, but not to the extent of what compensation a similar position may receive in the private sector.   While some senior executive level public service jobs may include a small annual bonus, the majority of the public service does not receive bonuses or incremental pay based on performance.

The human resource strategy in recent years in the public service has been to find cuts, implement efficiencies through automation and offer the public online features.  Gone are the days where getting a government position was a guaranteed long-term career move.  Job security in the public service seems to have gone the way of the dinosaurs.  Public servants are constantly on edge, not knowing if in the next fiscal year their jobs will be cut.  It’s also a scary scenario when certain States or other jurisdictions announce that they are not sure they can pay for the next payroll.

Government Jobs – Highest Scrutiny

The work of the public service and their employees are held to the highest scrutiny, evolved around implementing the highest ethical standards and upholding good values.  With government programming and staffing costs funded by the taxpayer, the public service is carefully watched, carefully analyzed.  This sometimes leads to stressful environments, however, once acquainted with the roles and responsibilities of a government job, one comes to realize this as the norm.

In the modern public service, government jobs are attractive to candidates.  The public service often calls for qualified candidates to take on challenging, interesting work in this global environment.  The jobs can be rewarding, and can lay the groundwork for building better personal and professional capacities … applicable across the board in the private sector and in self-employment.  If considering advancement in the public service, many government sectors see the value in the development and retention of valued internal employees.  It is definitely worthwhile to tap into these public service employment development programs.

Remember that when you apply for government grants and programs, these public servants work hard to provide the services and products that you are requesting.  Give them the time they need to complete their work in a stressed work environment.  Give them the respect that all should expect.  Be receptive to their ideas, feedback and recommendations to strengthen your applications and your dealings with government.  Remember that these public servants have families, strive for a stress free environment and need to survive like the rest of us.

For more information on government jobs check out:

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Hiring – Strategies and Tips for Strong Staffing Processes

Strategy Plan One

July 22, 2012

hiring - staffing processesHiring Processes

As an entrepreneur, business owner, or manager in the public or private sector, the way you conduct hiring or staffing processes can have measurable effects on your staff and organization.  Opportunities presented to internal staff in fair and transparent processes can be uplifting to staff, generate interest in the organization, and result in the recruitment of needed professionals.  Poor staffing processes can be demoralizing for employees, and can have negative, long-term impacts on the development of human resources in your business.

Hiring – Human Resources Plan

Similar to business and marketing plan development, human resource management in your business would include the development of an annual human resources, staffing plan.  Management, supported by information from operational units in the organization, should be able to identify human resources needs for the upcoming annual business cycle.  Salary and wage budgets are an important component to the plan, along with the costs for employee development.  The costs for hiring and staffing processes should be taken into consideration, especially if travel or external human resources consultants are needed for the staffing processes.  Once plans and budgets have been developed, the business will be better prepared to proceed on staffing processes.

Here are some tips to improving your staffing process, staff morale, and results in your organization:

  • Be fair, open and transparent to all staff on any potential opportunity or position
  • Look internally first at your valued staff before seeking external sources
  • Consider employee development to fulfill positions rather than external acquisitions
  • Gauge employee interest in development, retention and promotion through your annual employee appraisal procedures
  • Ensure employees have an opportunity to develop a learning and development plan, and that you as the employer can support employee developmental initiatives

Hiring Through Job Postings,  Job Advertisements

A clear and concise employment posting must be developed, to make sure all applicants understand who can apply, how to apply and what must be completed in the process.  Here are some details that could be included in a job posting:

  • Job title, classification, details
  • Job roles, responsibilities and duties
  • Application requirement details (resume, cover letter, test, interview, reference checks)
  • Application deadline
  • Who the job will be open to (ie: internal, external, certain levels, professions)
  • Where the job will be located
  • Duration of position
  • Essential job criteria (applicant must meet these criteria)
  • Asset job criteria (applicant scores bonus points for these “great to have” additional skills, traits)
  • Other competencies (ie: leadership competencies)
  • Conditions of employment (ie: travel, OT where necessary)
  • Language requirements 
  • Employment equity considerations, and
  • Contact for questions, concerns, and who to send the application to

hiring - interviewStaffing Process – Time Frames

Be cognizant that adequate time frame will be required for staffing processes.  Management of time will be essential to develop the time frames around the process, the assessment tools and development of the job criteria.  You must allow time frames for the applicants to apply, be tested, be interviewed and for the reference checks.   If through your human resource planning you have determined potential start dates for employees, then you will have an idea on the time frame to initiate the hiring process.  Don’t procrastinate on staffing processes or you may find yourself hiring and starting the successful candidate later than was actually needed.

Hiring – Short Term Solutions or Alternatives

If staffing processes can’t meet your immediate needs, you may have to consider acquiring the help or expertise externally through short-term contracting.  Contracting gives you the ability to acquire human resources in a potential shorter time frame, with more controls with terms and conditions within a contract.  Ensure that your explore contracting a short-term solution.

Partnering companies in your field may be able to complete a human resources exchange with you. Partnerships are beneficial as the parties can come to an agreement over the sharing of resources, so short-term staffing may be accomplished through your partnership arrangements.

Developing and maintaining high standards in your hiring practices will result in the best retention, development and recruitment of human resources.  Make the “Best Employers to Work For” list, internally and from an external perspective.

More on Hiring, Human Resources, and Employee Development

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Business Issues Faced in the Summer Months

Strategy Plan One

June 20, 2012 

business issues Business Issues 

As summer months on now upon us, it is important as leaders to plan in advance for the differing business dynamic summer months bring.  Your business needs to be prepared in order to meet customer needs, continue business as usual and continue to grow.  Whether it’s staffing levels, supplier issues, demand issues or opportunities, it is best to plan contingencies around the challenges you may face in the summer.

 

 

 

The three key business issues faced in the summer discussed here include:

  • Staffing and human resources issues
  • Supply and demand issues
  • Business development and opportunities

Staffing Levels

Of course the summer season is notorious for the majority of staff wanting a bit of a break during the summer months.  Some of it is centered on family concerns with children off school, while others find it advantageous to take off the months during the best weather and tourism offerings.  Certain human resource strategies can alleviate these pressures.

Ensure you have policies and procedures in place for staffing when there are leaves from work.  The policies will differ and be stronger if you are in a business of essential services, like medical practices.  For the most part, policies and procedures can be flexible and fair to all staff to ensure everyone has the ability to take much needed breaks.  Policies and procedures will provide standardization to the organizations and will bring clarity to staff when all are seeking leaves.

To alleviate pressures of staffing levels, you as a leader can plan to fill the gaps in the summer in creative ways.  Students are always looking for work in the summer and would be an appropriate human resource pool to pull from.  Contracting out is another option if you need professional services to carry on complicated, complex projects in your business.  Offering opportunities to staff for assignments or acting positions may fill the void temporarily and would go a long way to building up capacity in your organization.  Lastly, encouraging and implementing work-life balance with flexible scheduling in the business may give the flexibility across all employees to manage the staffing levels.

Supply and Demand Challenges

Depending on what business you are in, summer months can bring a higher demand on some products or services, and likewise, supplies can fluctuate during this period.  Supply and demand issues should be adequately identified in you business plan.

A simple example of supply and demand is the local ice suppliers as ice demand would be in high demand by all sectors in the summer.  On the services front, certain services would be in high demand and potentially hard to obtain such as HVAC specialists around cooling system maintenance, or in the case of trying to acquire service from pool maintenance companies.  Building contractors and the construction industry are in higher demand during the summer months.  These businesses face the same human resource issues during the summer months to complicate their own operational demand issues.

If you are business that relies on specific supplies and through your research you know supplies fluctuate during the summer period, ensure you have planned out your contingencies to keep the supply level consistent.  This may require you to secure commitments from a number of suppliers in the chain.   You may also develop RFP processes in advance to ensure you have suitable suppliers ready to go.

If you are in a business where the demand for your products or services increases in the summer, once again your business planning process should identify your operational plan to cope and accommodate increased operational demand.  Through a pattern of previous annual experiences, you may plan to ramp up staffing to accommodate increased service demand.  In terms of a supplier type business, retail or food services, you may increase inventory levels in advance of the summer months to ensure you can entertain increased commerce levels.  This piece should be carefully researched, analyzed and planned well within your business planning process.  Over estimates can be costly, but so can missed business and revenue with not being prepared and having to hang the dreaded “out of stock” sign.

business issues - partnershipBusiness Development and Opportunities

Summer months can be challenging to try and grow your business.  As your business has challenges regarding staffing levels and the need for everyone to take time off, so do your partners, investors and other entrepreneurs that could help you in business development and partnership building.

Although people can be away for periods during the summer months, most know that entrepreneurs stay connected, no matter where they go or what they are doing.  In the interests of their own business goals and growth, entrepreneurs and business leaders are highly motivated and dedicated to their own businesses.  It may be easy to connect with those partners and synergistic businesses out there during the summer months for further business development.

In the case where you or other business leaders cannot be connected during the summer months, it is appropriate as a good leader to delegate tasks to those who do remain in the office.  Delegating to staff members and encouraging responsibility, accountability and decision-making are ways to build excellent capacity building in your organization and build business at the same time.

Know well in advance of what challenges summer may bring your business.  Through adequate planning and establishing your plan of contingencies, your business will be ready to more than satisfy the markets, and your business will be well positioned to grow.

Relevant blogs and articles:

 

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Positive Work-Life Balance in Your Business Organization

Strategy Plan One

April 4, 2012 

work-life balanceWork-Life Balance

Work-life balance is the process of establishing an equilibrium between work and every other aspect of life.

 

In a satisfying environment, one strives to seek that balance between the activities that are classified as doing work and those activities we deem essential to running the family and household, those recreational and down-time activities we need to recharge and enjoy life.

A great work-life balance must start with you first, if you want to be a successful balanced entrepreneur.  You will also need to ensure your staff are happy and healthy in a productive environment by way of a strong, implemented work-life balance in your organization.

Work-Life Balance – In your Business

To maximize your business’ performance, you and your team need to stay healthy and happy.  Work-life balance is one of those key things an employer can do outside of compensation, to provide more benefits to staff.  Without work-life balance features, employees will need to take off significant amounts of time for family responsibilities and other.  You as a business owner know that in some cases, staff may call in sick when family duties are calling them.  This has a significant impact on operations and performance of the organization. Business finances take a hit if leaves are compensated for, or if you have to insert replacement staff.

work-life balanceWork-Life Balance – Flexible Scheduling

If your business environment is one of flexibility to allow for flexible scheduling, encourage and promote flexible work arrangements.  This works well in industries where core functions are not considered essential services.

Industries such as medical care or education, flexible arrangement may be difficult but not impossible.  Having flexible scheduling allows staff members to take care of family responsibilities without impacting the business or the career path.

Work-life Balance features you could offer to employees:

  • Combining or revising classifications of leave (i.e.: vacation leave or medical leave)
  • Paid leave for educational or capacity building activities
  • Work at home arrangements
  • Work on the road schedules
  • Daycare programs at work
  • Concentrated scheduling
  • Allow for health, wellness and fitness programs and time for it at work
  • Bring kids to work environment if you have teams of working parents in your business
  • In stressful and pressured work environments ensure you build in corporate activities to give everyone that stress break, such as non-work activities

Work-Life Balance Statistics

The Society for Human Resource Management (SHRM) completed a study (Sept 2010) of the work-life balance dynamic in US businesses.  Here are some of the statistics:

  • 89% of respondents stated work-life balance was an issue; 54% stated it was serious
  • 57% of those surveyed claimed that employers are not effectively addressing work-life balance and not doing enough
  • 38% said work-life balance has worsened in these tough economic times

 

However, with businesses that incorporate great work-life balance features, employees cite they are more happy and productive and the performance of those organizations show marked improvements.

Some of the Many Work-Life Balance Benefits for Employers and Employees:

  1. Physically and mentally healthier and happier employees
  2. Less absenteeism
  3. Job satisfaction level for employees increases
  4. Sick leave and medical claims decrease
  5. Improved corporate culture
  6. Improved performance of staff and units
  7. Talent management improvements in employee retention
  8. Can be included in the promotion of “best places to work”
  9. Improved enjoyment of life
  10. Improved and stronger family and business relationships 

Encourage leaders within your organization to come forward and develop teams and meetings to address work-life balance issues at your business.  As an effective leader and entrepreneur, encourage team members to provide feedback on how to make the work environment better.  Listen and learn when employees speak on employee satisfaction in the workplace.  Survey employees frequently and engage in conversation with them about work-life balance.

Work-life balance at work is a very effective way to improve your organization across individuals and business units.  Allow your professional teams to help others be successful with results-based, work-life best practices.

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Business information, resources and tips for the entrepreneur

© 2012 Strategy Plan One

Strategies to Handle Difficult Employees in Your Business

Strategy Plan One

March 25, 2012 

difficult employeesDifficult Employees

Every organization has difficult employees that are not necessarily the happiest bunch.

Whether is it a personality issue, organizational or environmental issue, it is par for the course to have variance in people’s behaviour, moods, or job satisfaction.

You could have the most successful, corporate culturally rich environment, with great working conditions and compensation and you can still have disgruntled staff.  No fear, there are some human resource tactics to adequately handle some difficult employees who may throw a temporary wrench into your organization.

Identify the Issues with the Difficult Employees

When you as a leader become aware of issues in the organization and with specific staff members, ensure that you approach the employees to better understand the scenario and to isolate the specific issues.  Ensure that in a confidential setting the employee has the opportunity to openly express the situation with you or your human resource specialist.  Encourage open communication in your corporate culture.  Be an active listener first before diving into any actions.

Solutions in Handling Difficult Employees

Take note of the issues the employee has expressed freely, and then ask for some potential solutions from their side.  Employee feedback is extremely important.  You may find that part of the operation or the way things are done in the organization is causing not only this employee but others grief.  Employees provide you with the needed intelligence at ground level.  This intelligence may not be something that you are privy to.

In asking for valued feedback, you make a disgruntled employee feel valued and part of the solution.  In normal circumstances, this should build higher morale with this disgruntled employee, and broadly across the organization.

If the scenario involves more than one employee or third parties, then you may have to engage with multiple parties, seeking solutions from diverse array of people.  Customers, suppliers, and contractors can sometimes be the cause of issues in your organization and with your staff.

difficult employeesHuman Resource Resolution Mechanisms for Difficult Employees

With strong human resource policies and procedures your organization will be well equipped to handle difficult employees.  Whenever possible, your human resource specialist can be used to intervene in difficult circumstances to provide the direct assistance to not only you as the leader, but also to the employee.

Your human resource specialist may also act as a mediator between management and the employee in cases where there are challenges between staff and management.  The difficult employees may be more open to discussing the challenges as they may feel that the human resource specialist is one step removed from management.  The specialist can also provide the direct lines and information on the company’s human resource policies and on any labor acts or regulations.

Implement Solutions to Resolve Challenges with Difficult Employees

Once you nail down some workable solutions, be ready as a responsible leader to implement some best practices or solutions.  Implementation in any action plan is critically important to resolving those initial challenges identified.  Have a plan of action to implement those recommendations that were developed from feedback from the difficult employees and the advice from your human resource specialist.

As a last resort to difficult employees who do not change their behavior, or do continuous harm to other employees or the organization, dismissal of the employees may be the last action to resolve.  You should however, make every attempt to resolve before this last option.  Ensure that if you do go down the path of termination, that you abide by your polices, and any acts or regulations.

Following up with Difficult Employees

After implementation, follow up with staff and units on progress.  Is it working?  Did it resolve the problems?  If not, you may have to tweak your approach with a revised action plan to implement.

If your implemented actions have resolved the issues, then you may be on your way to achieving greater job satisfaction with all staff, which will greatly impact the performance in your organization.

difficult employees

Summary of Some Tips in Handling Difficult Staff:

  • Encourage open communication on any topic with employees
  • Empower employees to make suggestions and recommendations for solutions
  • Make employees feel that they are a part of the solution
  • Be empathetic, be a good listener
  • Show strong leadership and implement solutions
  • Track the results of the solutions
  • Follow up with staff and measure results
  • Be prepared and embrace a continuous improvement process to create a better environment for your valued staff

Strategy Plan One

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Business information, resources and tips for the entrepreneur

© 2012 Strategy Plan One

Successful Recruitment Options to Acquire Professionals

Strategy Plan One

March 19, 2012 

 

recruitment methodHuman Resources

In today’s competitive, global marketplace it has become increasingly difficult to find the best people for your business.

 

In competitive growth industries employees have the advantage with many options for employment and self-employment.  Entrepreneurs need to stay on top with solid human resource hiring policies, procedures and practices.

 

Similar to any other project, as an entrepreneur or human resource specialist you need to identify your human resource issues through analysis of the current environment.  You will need to establish goals, develop methods to acquire professionals and a budget, and implement human resources procedures through strong project management.  One of the key parts of your strategy is finding the right source or recruitment method to acquire talented professionals.

 

Here are some sources, methods and helpful tips to help you find and secure professionals for your business

 

recruitment methodRecruitment Methods – Social Media

Bubbling to the surface in the modern era is Social Recruiting through social media as a method to get the message out on employment opportunities.  With almost 1 Billion Facebook users, over 300 Million Twitter users, millions connected in LinkedIn, etc, it is applicable to send out these opportunities on business pages within each social media platform.  Targeted ads on social media sites work too.  Most social media methods are free to use or at relatively low, controlled cost if advertising.

 

Recruitment Methods – Word of Mouth

If you are in a busy, social networking environment, you may have the ability to promote opportunities across your network.  You have most likely gained trust in your network contacts, and those contacts could vouch for professionals they suggest.  This would accomplish at least one level of reference checks for you.

 

Recruitment Methods – Intranet or Internal Posting in the Workplace

If you organization is large enough, Intranet (internal web network) or internal postings through email broadcasts may work to your advantage.   This may result in individuals moving across units or sections, but would be a method to provide developmental opportunities for staff.  Internal development helps retain staff and to build capacity within the organization.

 

Recruitment Methods – External Posting and Advertising

Many large job placement companies exist on the internet such as Careerbuilder.com Monster, etc.  With millions of daily users across these platforms, an external ad will catch the attention of an astute professional that seeks opportunities through a variety of platforms.

 

Recruitment Methods – Traditional Methods of Advertising Jobs

Traditional forms of advertising fall under this category, such as posting in newspapers, periodicals, and magazines.   Recruitment firms are still a good option if you want to outsource your human resource recruitment processes.

 

Obviously you will need to review any option with caution, to ensure you achieve maximum benefits through your human resource recruitment method and budget.

 

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Business information, resources and tips for the entrepreneur

© 2012 Strategy Plan One

Talent Management – How to Build a Solid Human Resource Base

Strategy Plan One

March 15, 2012 

 

human resource practicesTalent Management – Human Resource Practices

In current human resource practices, Talent Management involves modern methods to recruit, retain and develop valued staff for your organization.

In a competitive global economy it has become increasingly more important to place emphasis on people as the greatest resource.

Human Resource Practices – Identification and Organizational Scan

One of the first steps to building strong human resources is to have unit managers and executives review the organization’s human resources needs and to scan the existing human resource environment.  As part of the core business planning duties, human resource needs should be identified as the elemental base.   The human resources plan would be developed from the operation plan and would identify the budgetary resources required to fuel staffing costs.

 

As part of the planning stage, executives and human resource specialists scan internal staff to determine if employees are fulfilling the needs, and to identify employees that strive in the environment and have the potential to develop within the organization.  Developing individuals within your organization helps build morale, lowers the human resource costs of acquiring on the outside, and helps retain corporate, business and operational knowledge.

 

Human Resource Practices – Recruitment

Internal talent identification and scans may reveal some deficiencies and the planning process may identify new needs (i.e.: expansion needs).  There will always be a solid base of employees that are not retiring or leaving the organization anytime soon.  Recruitment will become a necessity when your internal resources can’t meet your operational needs.  However, through strong talent management or internal staff, turn-over rates and external recruitment would be kept to a minimum.

 

human resource practicesHuman Resource Practices – Retention

As one of your most important human resources strategy, you should place employee retention as one of your top priorities.  Existing veteran employees in operations and management help your business run smoothly and help make your business successful.  As an entrepreneur you need to ensure you identify the people you need to retain.  Those are the valuable employees that carry the operational efficiencies, best practices, and knowledge of the organization.  Those employees are the ones that train and mentor new staff, and in an open environment, easily share and promote best practices.

 

Human Resource Practices – Development and Capacity Building

Now that you have identified and focused on retaining valued staff, your employee development human resources strategy needs to kick in.  With differing operational and management levels in your organization, it will make logical sense to develop and promote your retained staff.

 

Capacity Building in your organization is key to building up operational, management and financial management skill sets of individuals.  Through your environmental, human resources scans you have identified individuals who could be developed and would bring additional benefits to your organization in promoted positions.  Developing key existing staff is cost effective for the organization and builds morale with your employees, as they consider this to be a key factor in job satisfaction and an important reason to stay with the organization.

 

Identification of valued staff, and retaining and developing those key players will help your organization be successful.  Remember that successful professionals in your organization as the most significant, most important resource.  Also remember that you, in your early career days, were most likely given the chance to gain and develop skills that came into play as a successful entrepreneur.

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http://strategyplanone.com

Business information, resources and tips for the entrepreneur

© 2012 Strategy Plan One

Capacity Building with Successful Training Programs

Strategy Plan One

February 28, 2012 

 

Capacity BuildingCapacity Building

 

Capacity Building within your organization starts with successful training programs.  To achieve success in training programs, research the capacity building needs of your organization, and the needs of employee development.  Significant surveying of the potential participants should take place – this will shape your program.  From this point, strong and detailed planning will be required to take your training initiatives into successful capacity building territory.

 

Mandatory Training Programs for Capacity Building

 

If the training is essential or mandatory for your staff, then your employees need to be committed.  To make that experience more value-added, ask employees for their input into mandatory training, which could involve flexible scheduling, involvement in the design and preparation, and pre-emptive messaging on the importance of the mandatory training programs.

 

Value added Training Programs

 

Capacity BuildingIf the training program is one of value, but not mandatory, it is sometimes a hard sell.  An example of this would be skill enhancement or management training for organizational development.  Programs such as this require gauging employees for interest.  The organization has a vested interest in the capacity building of internal employees, as this may be the most cost effective way to retain human capital and corporate knowledge.  To the employee developing and moving into management of specialized area is not a mandatory exercise but one of choice.   The benefits of the training program and future prospects within the company must be promoted.

 

Capacity Building Benefits of Training Programs

 

Organizations must zone in on the benefits, especially the benefits to the employee, which will result in benefits to the organization through capacity building.  The highest priority should be to convince employees that training will absolutely benefit the employee first, organization second.  This will enable a high-level of buy-in when the employee benefits are placed out front.

 

Similar to promoting products or services to the populous, organizations must develop the right messaging around training and development programs for their employees.  A well-developed training program will demonstrate how the organization will assist with the personal and professional development of employees, with no huge commitment from the employee.  If the employee is quite demanding with training and development that they are interested in, that is a different story, and may require a bit of negotiation and commitments from both the employer and employee.  With expensive management training an organization may want a commitment from the employee, such as strategic employee retention, development and promotion.  Strong commitments will create strong relationships between employee and employer.

 

Training and development programs are essential to capacity building within organizations and staying competitive in the global environment.  As noted special emphasis must be placed on ensuring there is a two-way beneficial aspect of the training program to get maximum buy-in from staff leading to a successful training program.

 

Tracking Capacity Building Progress & Results

 

To round off the procedures for successful training plans, ensure you track progress and results.  With any project such as a training program, measure the effectiveness and return on investment.  Revise accordingly for continuous capacity building in your organization.  You will note progress when your units are gaining capacities in operations and management, and if your employees are buying in, you will achieve a high retention of your staff.

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