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Change Management Tips for Human Resources Professionals

Katie Williamson October 27, 2016

One of the greatest challenges for leadership today is keeping up with the rapid changes in their industry. As communication tools and cultural norms begin to morph, it can be difficult for leaders not only to keep up with the necessary changes, but to implement them in a way that is healthy for the company.

When we approach change in our organizations, there are three guiding principles we should follow.

Clarity

change management tips for human resources professionals

There’s nothing worse than being faced with a big decision or new change and not understanding why it’s happening. Getting employees involved in the decision is key to ensuring its success. In fact, Torben Rick, an operational and change management expert, says the key to implementing change in a successful way is to tell a compelling story. Rick states “before leaders can get buy-in, people need to feel the problem. People aren’t going to consider anything until they are convinced there is a problem that truly needs to be addressed.” Provide clarity on what problem this new change is solving and offer insights into any other possible solutions you may have explored before landing on this one. You may find that employees not only support your decision, but become change agents themselves.

Transparency

change management tips for human resources professionals

This goes hand in hand with clarity, but it’s also important that you don’t just talk about the benefits this new change will bring, but also the challenges. The sad truth is that 70% of all change initiatives fail. As a leader, explain why this risk will ultimately bring rewards. As a basic guide, your conversation around changes should include answers to the following questions:

  • Why is this change necessary?
  • What actually is going to change and how does this affect each of us?
  • When will we introduce and implement this change?
  • How do we communicate this change?
  • What will determine that this has been successful?
  • What challenges will this change bring?
  • How can we motivate and support people during this change?

Beyond these questions, offer to address any specific concerns employees may have, and follow through on that promise. Transparency offers the opportunity to shape the conversation into a more positive and exciting tone that could otherwise be one of confusion or fear.

Humility

change management tips for human resources professionals

Someone once said “Humility is not thinking less of yourself, but thinking of yourself less”. We don’t often pair humility with great leadership, but we should! Understated, but incredible valuable, humility is a quality that every leader should possess. Humility drives leaders to think about how others might be feeling in a certain situation and empathize with their concerns. This is especially important when dealing with new information or even a shift in the organization. However big or small the change might be, by practicing empathy, we can ensure our employees feel heard and understood. In fact,  what they’re trying to tell you may surprise you.

Have you dealt with a large change in your organization? What are the hurdles you overcame? Share your advice in the comments!

Recruiting Star Candidates Without a Star Salary

Katie Williamson October 20, 2016

We all want the best for our businesses, which includes the best employees. But what happens when you just can’t afford to pay big bucks for the best candidates? How can you recruit without the enticement of a fancy corner office or large salary?

recruitment-without-a-big-salary

Here are three things to consider:

Celebrate Your Culture

It should come as no surprise that employee engagement really pays off (literally). In fact, a Gallup survey reported that 54% of workers who are disengaged would leave their company for a 20% raise or less, while only 37% of engaged employees would make that same decision. Your company may not have a multitude of resources, but there’s one currency that’s undeniably valuable – your people. When interviewing for a new position, don’t forget to highlight your culture. There are many ways to educate interviewees about your culture, but it all starts with asking the right questions and highlighting what makes you unique. You’ll end up finding someone who not only is excited about the role, but is a fabulous culture fit to boot.

Promote Your Perks

Salary is only one piece of the puzzle. Does your company offer an above average vacation plan? What about work from home policies? No business is created equal so be sure and highlight the added perks that a new hire would receive. Maybe you’re even saving them money with exclusive discounts. Whatever the case may be, studies show that happy employees are better employees. Win-win.

Invite Their Input

In a recent survey, 80% of millennials said they want regular feedback from their managers, and 75% yearn for mentors. Highlight this in your interviews and you’re guaranteed to stand out among the crowd. 85% of everything we’ve learned comes from listening. Which means, if we want to know how to effectively lead employees well, we need to provide a platform for them to speak. Do you offer performance reviews every quarter? What about a weekly touch base? However you provide opportunities to listen and learn, showcase this in your recruitment efforts.

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Evaluating the Performance Review

Katie Williamson October 13, 2016

Whether you’re reading this as a manager or an employee, chances are you feel the same way: Performance Reviews are the absolute worst. In fact, a report by the Society for Human Resource Management dove into the success of performance management. Their findings showed that more than half (53%) of human resource professional grade their organization between a C+ and a B, another fifth (21%) chose a C, and a mere 2% gave their management an A.

performance review tips

A key to making performance reviews successful is ensuring this isn’t just happening once a year, but that you provide consistent, valuable feedback. In addition, the review should strike a balance between evaluating the past and setting goals for the future. These three components are essential to a healthy, successful performance review that both managers and employees can stand behind.

Consistent and Quantifiable Feedback

SHRM reported that 72% of performance appraisals were done on an annual basis. However, a study by Globoforce reported that 71% of employees prefer to receive feedback ASAP. While this doesn’t mean you should totally eliminate the annual performance review, it does mean you should find ways to provide ongoing feedback throughout the year. Perhaps this means tracking goals in a spreadsheet, or maybe it means writing down current projects and their outcomes every quarter. However the team functions, it’s important to track and record successes and failures and ensure you’re giving feedback immediately and not waiting until the end of the year.

Concrete Evaluation of Previous Performance

The most important thing to remember is that evaluating past performance does not mean focusing on the negative. Studies have shown that positivity has a major impact on work performance. In fact, psychologist Martin Seligman reports that Optimistic salespeople sold 37% more than their pessimist colleagues, who, on the other hand, were twice as likely to leave the company during their first year of employment. Take some time before you meet with the employee to evaluate which goals they’ve met and which you need to revisit. If you’ve been tracking these all along, this should be pretty straightforward. Encourage employees in the areas where they have been successful and challenge them in the areas where they struggled. You may be surprised at the results.

Clear Goal-Setting for the Future

A huge success factor for performance appraisals is tying the employee’s goals with the company’s mission and goals overall. According to Globoforce, 70% of employees say the point of performance reviews is to help them develop and grow. By tying their personal achievements to company successes, this helps to not only give them clarity around their responsibilities, but also increase motivation in the future. These goals should be SMART: specific, measurable, achievable, realistic and timely. Encourage employees to write down their goals and put them in a place where they will see them throughout the day. After all, goals are pointless if you forget what they are.

Need help getting started? Here are a few useful phrases to ramp up your performance reviews.

Promoting Mindfulness at Work

Katie Williamson October 6, 2016

Mindfulness, as defined by Merriam-Webster,  is “the practice of maintaining a nonjudgmental state of heightened or complete awareness of one’s thoughts, emotions, or experiences on a moment-to-moment basis”.

promoting mindfulness at work

While the Eastern hemisphere has practiced mindfulness for years, the Western world is slowly coming around to the idea. Perhaps with the increase of technology and constant distraction, mindfulness is becoming more important as a practice. In fact, a recent report showed how schools have implemented mindfulness as a replacement for detention and the results have been staggering. We’re also seeing yoga and meditation rooms popping up in offices and airports all over the U.S.. What was once confined to monasteries is now flowing into our everyday lives.

Practicing mindfulness can change your perspective, your leadership, and your mind:

Mindfulness changes your perspective

A fascinating article by Psychology Today goes through the various ways that mindfulness molds the mind. From making us more empathetic and compassionate to decreasing fear and anxiety, mindfulness can truly change your point of view. Instead of fixating on the problems that surround you, mindfulness gives you the opportunity to clear your mind and think more positively. By stopping, breathing and focusing on more positive things, you can turn your whole day around.

Mindfulness makes you a better leader

To lead others well, it’s important to first take care of yourself. Maybe that’s why companies like Google, Ford, Target and Goldman Sachs have all initiated programs to promote mindfulness. As leaders sit down to empty their minds, they are able to make better decisions. Don’t just take our word for it. Mindfulness can help leaders de-stress and focus on the tasks at hand. And studies show that happier leaders, lead to happier employees. Want to engage your employees? Try mindfulness on for size.

Mindfulness is great for the mind

It’s no surprise that mindfulness also impacts our mind. Inside the brain is a region known as the hippocampus which is composed of grey matter that is essential for our functions of memory, learning, emotions, and motor skills. This grey matter is largely affected by our age, drug use, and even poverty. While all of these “stress factors” are known to reduce the amount of grey matter, practicing mindfulness has been proven to have the opposite effect. In a Harvard study, participants who engaged in an average of 27 minutes a day in meditation, showed an increase in grey matter in just eight weeks. Who knew getting smarter was so easy?  

Want to implement more mindfulness practices into your office? Here are five tips for where to start.

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