Posts Tagged ‘employee’

Developing A High-Performance Employee Review Process


ABHE Annual Meeting
February 8-10, 2017 | The Wyndham Orlando Resort

Many organizations attempt to implement employee review processes and inadvertently cause more harm than good. Many processes come across as punitive, time consuming, and non-value added.

What if you had a process that excited employees, one that they would lead? I’m talking about a process with a career development component that fills them with pride, with a sense of “hope and a future” with your organization?

In this session, learn how to keep employees motivated and engaged with a performance review process that is effective and, yes, even enjoyable, one that your employees will embrace and enjoy instead of dread.

In Developing a High-Performance Employee Review Process, participants learn how to:

  • Develop an employee-led process
  • Provide specific, realistic, and tactful feedback
  • Differentiate between standards and goals and the importance of both to improve employee performance
  • Avoid those common performance review errors that reduce effectiveness for the employee, the manager, and the organization
  • Develop a process that is comfortable for both manager and employee—one that achieves higher levels of performance

Visit us- Booth 213 – ABHE Annual Meeting!

About the Speaker

Mark A. Griffin is the founder and chief consultant of In HIS Name HR LLC, a human resources outsourcing and career coaching firm created to help organizations pilot the complex issues of managing HR.

As a human resources professional with 20-plus years of experience in both public (Quaker Oats Company, Kodak Inc., Merck Inc.) and private companies (Woolrich, Conestoga Wood Specialties, Valco Companies Inc.), Mark is passionate about building high-performance workplaces by utilizing best practices while leading organizations with strong values.

Mark and his wife Gail have two adult children, and celebrated their 30th wedding anniversary June 2016. They attend LCBC Church. Mark has coached leaders on “Business as Mission” as far away as Eastern Europe, India, Haiti, Honduras and the Dominican Republic.

Speaker, accomplished HR consultant, and the author of How to Build “Kingdom-Minded” Organizations and College to Career: The Student Guide to Career and Life Navigation, Mark A. Griffin encourages leaders to build values-led organizations during these difficult economic times.

 

Managing Employees to Success Webinar


In HIS Name HR LLC 

In Partnership With 

Covenant CPA 

Presents: Managing Employees to Success 

Friday, July 17, 2015 from 12:00 to 1:00 PM

It’s no secret that businesses want to succeed.  It also should be no surprise that their employees want to succeed!   Of course, there’s often a strong, positive relationship between the two—when employees succeed, so do the organizations they serve.

A key question, then, becomes:  How can organizations most effectively encourage and support their employees’ success?

Mark Griffin, founder of In HIS Name HR and a professional with more than two decades of experience working with high performance organizations, is uniquely qualified to explore this question.

Managing Employees to Success promises to be an interesting and interactive event that will offer fresh ideas and productivity-enhancing insights for employers and employees alike.

Click Here To Register  

A Link to the Webinar presentation page will be e-mailed closer to the date of the event.   

Areas Covered in the seminar:

• An overview of labor laws that apply to your business

• Discipline.

• Setting expectations.

• Employee policy manuals.

• Codes of Conduct.

• Employee relations and communications.

• Performance management.

• Counseling and discipline procedures.

• Terminations. 

Who will Benefit:

• Business Owners

• Office Managers charged with Human Resources Responsibilities

• Vice Presidents, Directors & Managers

• Employment Managers, HR Managers and Employee Relations Professionals

• HR Generalists, HR Analysts, HR Coordinators and HR Supervisors

• HR Administrators

• Supervisors

• Managers

Click Here To Register  

A Link to the Webinar presentation page will be e-mailed closer to the date of the event.   

Kingdom-Minded Employee Engagement Programs


Sometimes the best way for employees to develop an appreciation of what they have is to take a closer look at what other people have. I would like to introduce to one program that does just that.

Employee engagement is not only concerned with aligning employees to the goals and objectives of their organizations. Engagement can be just as much about aligning their hearts to the organization’s vision, a vision we hope has a Kingdom impact. Employees who perceive a greater good in what is being done in addition to their daily roles have a greater sense of purpose and satisfaction. All of us, at one time or another, have experienced that longing for a true sense of purpose. Having an engagement program that helps employees fill that void will benefit not only the organization, but also the world we live in.

Imagine a company that generates an impact not simply on one child’s life but an entire village.

Meet Elexio. Elexio makes a difference, not just in their Elizabethtown, Pennsylvania community, but also in Honduras. Today, we’ll talk to Jeff Hostetter, the CEO of Elexio, to learn more about their commitment to community.

 

Read the Story Here 

Managing Employees to Success


It’s no secret that businesses want to succeed.  It also should be no surprise that their employees want to succeed!   Of course, there’s often a strong, positive relationship between the two—when employees succeed, so do the organizations they serve.

A key question, then, becomes:  How can organizations most effectively encourage and support their employees’ success?

Mark Griffin, founder of In HIS Name HR and a professional with more than two decades of experience working with high performance organizations, is uniquely qualified to explore this question.

Managing Employees to Success promises to be an interesting and interactive event that will offer fresh ideas and productivity-enhancing insights for employers and employees alike.

Please join us for this important Messiah College Business Alumni Networking Breakfast Tuesday, September 16, 2014 at the Eden Resort Lancaster PA. 
 

Watch The Video Of The Presentation 

 

Register Here

Are You Having an Organizational Identity Crisis? CLA Guest Post


If your organization is having an identity crisis.  You may be the last to know. The clues aren’t usually obvious, but you may sense something is wrong.

Do you spot any of these patterns emerging?

  • More and more employees are leaving
  • There is values confusion
  • Quality and/or performance is trending downward
  • Your organization is missing deadlines
  • Your clients or customers are complaining more
  • It’s getting harder and harder to find good talent

These issues are not random blips on the landscape. They reveal deeper problems, those below the surface. Greater attention to structure and organization may be needed, but there is a core issue at stake: Organizational Identity.

 

Read the entire post here.

Mark Griffin is founder and Chief Consultant at In His Name HR LLC. He has over 20 years of HR experience. Check out his Christian Career Coaching Page here.  Follow Mark on FacebookTwitter and LinkedIn.

Why do people quit their jobs?

The Top 3 Reasons Talented People Quit Their Jobs +1 CLA Guest Post


The economy has made jobs scarce, but talented people still quit for reasons that might surprise you.

Many organizations still have high rates of turnover.  Many employees are unhappy.

In my 20-plus-year career in human resources (HR), I’ve noticed that, while people will endure fewer amenities and less pay, there are three reasons skillful workers will bolt to another job:

 

Read the entire post here.

Is Facebook Really Risky in the Workplace? CLA Guest Post


Learn how to make social media use in the workplace a win for everybody.

What is your organization’s policy on social media? It’s time to better understand this powerful tool and make it work for you. Do employees know the policy?

Research from Fierce, a Seattle-based training and development company, concludes that 80 percent of workers log onto Facebook during working hours.

Facebook is not going away. LinkedIn is right behind, and if you don’t know what Twitter is, well, you’re just missing out. Having worked in an era before these tools existed and then became popular, I offer you some vital insights from a Human Resources perspective.

 

Read the entire post here.

What You Can Learn From Employee Turnover

The Most Important Things You Learn from Employee Turnover CLA Guest Post


Why are people leaving your organization?

My client’s eyes glazed over when I asked her this. She didn’t know why more than 13 percent of her workforce left every year – and hadn’t even thought about figuring out the reasons.

In my experience, most organizations fail to document why people leave.

If they do conduct exit interviews, they often don’t probe deeply enough. Or, they fail to effectively learn from their findings and implement change for the better.  HR needs to do a better job.

 

Read the entire post here.

Unreasonable Objectives Are Dishonest Standards


Leviticus 19:35

35Do not use dishonest standards when measuring length, weight or quantity.

It goes with out saying that, as Christian Business Leaders, we should always manage using Christian principles. The sometimes subtle shaving or rounding of numbers can get out of hand. We all immediately get defensive and say we would not be involved in it, but I am sure that, statistically speaking, we have all been involved in matters that we are not proud of. One overlooked area of potential dishonesty is having goals and objectives or production quotas that are just simply unreachable by employees. Having witnessed this firsthand, the following is a likely scenario.

A new manager comes on board. The new manager does not like a certain subordinate. The subordinate, although a long-term employee and well liked, is now under increased scrutiny of the new manager. The new manager shows a negative bias as to the employee’s personal activities, education, and even their personal life activities. The new manager not only demands unreasonable objectives from the employee, but they also eliminate any support positions or staff that support the subordinate’s function. The employee begins a spiral downturn of poor performance, crying out for assistance until the new manager gets his twisted objective met and fires the employee. The manager then hires someone at two-thirds the pay and rationalizes his decision on a warped sense of “lack of performance”.

This, dear reader, is dishonest, but practiced in some organizations.

The best solution to setting unrealistic goals and standards that lead to termination is simply to never get there at all. But, if your organization has, now is the time to correct it, ask for forgiveness and move on. If you are honoring God by managing an organization beyond reproach, you are building a “Kingdom Minded” Organization.

Help our community of readers

What dishonest practices have you met in your career? (Please do not include names of individuals, organizations or companies.) What God-honoring processes, as they relate to goals and objectives, have you witnessed?

Leave Sheaves Behind and Be Rewarded


Deuteronomy 24:19

19When you are harvesting in your field and you overlook a sheaf, do not go back to get it. Leave it for the foreigner, the fatherless and the widow, so that the LORD your God may bless you in all the work of your hands.

When we live our lives in a compassionate and giving way, God has a way of replenishing our supply of resources. Oftentimes what you will find is that, the more you give away, the more you gain. Sounds absurd perhaps, but I have experienced it several times, not only in personal lives but in many careers as well.

This is very important in the workplace. The more you coach and mentor your employees, the greater the reward they will reap, and you as well. Don’t let yourself be selfish with your time. Having met many selfish leaders who have never connected with their direct reports has led me to understand the grave consequences that are felt within the organization at the employee level.

 Allow your employees to enjoy the company’s harvest.

Connect with your people daily, share objectives with them, and create excitement within your Team. Excited and passionate teams reap results. Most of all leave many sheaves behind for them. Let them enjoy the fruit of the company’s harvest. If you will do this, you are building a “Kingdom Minded” Company.

Help our community of readers

What does your organization do to make sure your employees are left some sheaves? How do you share in the success of the company? Do you know of a company that does this? What do they do that makes you smile?