Presented by David Fox Re-Engaging the Disengaged Review Act Create Assess
What are the comments you have heard employees or managers say about the past 18 months? Companies used the GFC to get rid of dead weight People have been forced to take what they are given The War for Talent is dead! The power shifted in favour of employers in terms of the labour market Companies have been using the GFC as an excuse not to give increases
What are people in your organisation saying now? “ What happened to our values?” “ As soon as I get a better offer I am out of here” “ So much for people being their most valued asset” “ I cant believe the way they treated so and so…” “ If they don’t give us increases this year there will be a riot”
What is actually happening now? What does this mean to your business and what risks does it pose? The whole of last year I saw maybe 6 adverts for HR coming through a week If people are hiring HR people, they are hiring others too On the 4 th of January 23 HR jobs came through…last week 35 Shares in SEEK have gone up 30% in the last 3 months….
Treat employees like they are just numbers and not worth much and they will leave your organisation. Will they? Hell yes, but what if they don’t leave physically? What if they stay and leave mentally or worse yet, stay and actively sabotage productivity in your business? First their own and then others. What if their negativity starts to infect other employees who are usually quite positive about your business but who find it hard to remain positive in the face of a constant onslaught of negativity from peers and managers? Any of your experiencing anything like this at all?
So what do we do now? <ul><li>Repair the psychological contract </li></ul><ul><li>Review and emphasize your EVP – make sure employees know what is great about working for your organisation </li></ul><ul><li>Some redressing of past mistakes may need to be aired – not for the feint hearted! </li></ul><ul><li>Protect your new starters through proper induction and probation </li></ul>
What steps should we be taking to ensure we have an engaged and productive workforce? <ul><li>With the inevitable re-structuring which has occurred – ensure that employees are not overloaded or undergoing role confusion </li></ul><ul><li>Organisations may not be aware of the current salary benchmarking and need to check their salaries against the benchmark in their industry </li></ul><ul><li>Reward your high performers before its too late </li></ul><ul><li>Making use of engagement surveys, cultural surveys or job satisfaction surveys is critical right now </li></ul><ul><li>Taking steps to show that the organisation still values employees </li></ul><ul><li>Fight for a training budget for 2010/2011 which is going to show employees you are serious about their professional development </li></ul>