1. HUMAN RESOURCES UPDATE
Looking Ahead to 2011
H
ave you as an employer talked to your communicate changes to their employees in order
employees about your 2011 broader business for them to have a clear understanding and to ensure
goals and objectives? Organizations that map the ‘stick’ factor. Holding a Town Hall Meeting or
out a set of objectives and the roadmap to meeting those company-wide communication session will be an
objectives will undoubtedly have a more productive and efficient way of communicating upcoming changes to
engaged workforce that knows what is expected of them. your employees.
Employers must remember the value of keeping their
4. Creative Compensation – Employers should consider
employees current with their organizational objectives
rewarding their employees for a job well done by
to keep the momentum moving throughout the year and
establishing creative compensation initiatives. Rewards
beyond.
tied positive performance will help instill a sense of
In every organization, objective setting is a critical part
value and pride in employees thus motivating them
of growing your business and achieving tangible results.
to strive towards further success. These incentives
Here are five key tips for employers to strategically plan
don’t have to be of a monetary value but could include:
for 2011:
special parking spaces for a month, having a casual
1. Create SMART goals – During the early stages of dress day, flexible working hours, floating days, movie
your strategic planning process ensure that your tickets or even gift cards to a local restaurant.
current vision of your organization’s goals are SMART
5. Stay In Tune – Employers must ensure that they take
[Specific, Measurable, Achievable, Relevant, and
a pro-active approach throughout the year to ensure that
Timely]. In order to achieve results in 2011, your goals
their organization is on the right track to accomplishing
must meet the above guidelines otherwise you may be
their business goals. Monitoring and evaluating your
creating unrealistic outcomes.
progress is important for any organization because it will
2. Solicit Input – Employers who utilize a ‘bottom-up’ allow employers to accurately determine whether or not
feedback approach will obtain better results. By inviting their earlier strategic plan is the right one for them. This
all of your employees to make recommendations, your tactic also allows employers to redirect their employees if
employees will feel more motivated and engaged to they find that they are steering away from their strategic
carry out organizational goals due to their enhanced objectives or if any adjustments need to be made.
ability to make meaningful contributions the business.
3. Communicate Objectives – Once objectives have been Jordan Rodney LL.B, MIR
10.11MBT_ThirdHorizontal.v1:Layout 2 they effectively AM Page 1
finalized employers must ensure that 9/9/10 10:57 maximum people performance inc.
6
The VOICE Spring 2011
![HUMAN RESOURCES UPDATE
Looking Ahead to 2011
H
ave you as an employer talked to your communicate changes to their employees in order
employees about your 2011 broader business for them to have a clear understanding and to ensure
goals and objectives? Organizations that map the ‘stick’ factor. Holding a Town Hall Meeting or
out a set of objectives and the roadmap to meeting those company-wide communication session will be an
objectives will undoubtedly have a more productive and efficient way of communicating upcoming changes to
engaged workforce that knows what is expected of them. your employees.
Employers must remember the value of keeping their
4. Creative Compensation – Employers should consider
employees current with their organizational objectives
rewarding their employees for a job well done by
to keep the momentum moving throughout the year and
establishing creative compensation initiatives. Rewards
beyond.
tied positive performance will help instill a sense of
In every organization, objective setting is a critical part
value and pride in employees thus motivating them
of growing your business and achieving tangible results.
to strive towards further success. These incentives
Here are five key tips for employers to strategically plan
don’t have to be of a monetary value but could include:
for 2011:
special parking spaces for a month, having a casual
1. Create SMART goals – During the early stages of dress day, flexible working hours, floating days, movie
your strategic planning process ensure that your tickets or even gift cards to a local restaurant.
current vision of your organization’s goals are SMART
5. Stay In Tune – Employers must ensure that they take
[Specific, Measurable, Achievable, Relevant, and
a pro-active approach throughout the year to ensure that
Timely]. In order to achieve results in 2011, your goals
their organization is on the right track to accomplishing
must meet the above guidelines otherwise you may be
their business goals. Monitoring and evaluating your
creating unrealistic outcomes.
progress is important for any organization because it will
2. Solicit Input – Employers who utilize a ‘bottom-up’ allow employers to accurately determine whether or not
feedback approach will obtain better results. By inviting their earlier strategic plan is the right one for them. This
all of your employees to make recommendations, your tactic also allows employers to redirect their employees if
employees will feel more motivated and engaged to they find that they are steering away from their strategic
carry out organizational goals due to their enhanced objectives or if any adjustments need to be made.
ability to make meaningful contributions the business.
3. Communicate Objectives – Once objectives have been Jordan Rodney LL.B, MIR
10.11MBT_ThirdHorizontal.v1:Layout 2 they effectively AM Page 1
finalized employers must ensure that 9/9/10 10:57 maximum people performance inc.
6
The VOICE Spring 2011](https://image.slidesharecdn.com/pagesfromspring2011lowres-13038405836452-phpapp01/85/jordan-rodney-on-the-voice-of-business-1-320.jpg)
