Posts Tagged ‘Human Resources’

How To Learn from Employee Turnover

How To Learn from Employee Turnover


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.

People Join organizations they leave managers.” Bill Hybels

How to Keep People

According to The Wall Street Journal, by the time a talented worker has decided to leave, it’s probably too late to make the necessary improvements to keep them. But, finding out why people aren’t staying with your organization is critical to your future success, especially in tough economic times.

Keeping competent employees is one of the best ways to save your organization a lot of money and keep a cohesive and healthy workplace culture. The high cost of hiring and training employees warrants that you learn from what isn’t working, every time.

There are several reasons why people leave.  In previous articles we have discussed many.  One area that continues to gain attention is organizational vision or lack thereof. Make sure your vision is properly integrated within your HR programs.  Employees need to be part of it and understand where you are going.  A recent article from Barnard Marr on CNBC.com cites “No Vision” as being a leading cause of turnover.  I agree.  Most employees want a hope and a future and a great vision that is bought in by all helps create energy in the workplace.

So, appreciate the rich source of information that a good exit interview brings!

A good exit interview finds out these three (3) things:

  • What the work climate is really like?
  • Whether and how are your managers are failing.
  • What’s missing?

Do your employees get what they really need to do well? If people are leaving too frequently, it’s time to find out why.

Make sure your exit interview includes these three (3) questions:

  • When did you realize you wanted to leave?
  • Did you and your manager set goals and objectives together?
  • How often did you receive helpful feedback from your leadership?

Ending Well

First, conduct your exit interview with a spirit of grace and graciousness. Your concern and honest inquiry into the reasons your employee is leaving will yield valuable insights if you put them at ease. This is where your core values come in.

Second, remember to set up an exit interview at a time designed to give you the best information. Don’t rush in at the last minute, just before your employee’s departure, or try to get information after they’ve already moved on.

Finally, wish the employee well in their new endeavor. At some point, they may want to come back. If they feel cared for during this last important experience, they will know that the door is still open. Losing a talented employee is disappointing, but it might be redeemed if they happily return in the future.

Have you used exit interviewing before? Please take a few moments and tell our community of readers your experience.

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In His Name HR helps organizations build high performance Human Resources programs. Visit them at In HIS Name HR or e-mail them here.

Mark A. Griffin is the founder and chief consultant of In His Name HR LLC. Connect with him on LinkedIn or Twitter.

Four Top Reasons Talented People Quit Their Jobs


The economy the past several years has made jobs scarce, but talented people still quit for reasons that might surprise you. This turnover issue transcends all profit and non profit organizations.

In my 25-plus-year career in human resources, I’ve noticed that, while people will endure fewer amenities and less pay, there are three reasons skillful workers will bolt to another job:

(1) No progress

When employees sense no potential for career progress, or leaders are unaware that advancement is important, they look for better options.

(2) Feeling unappreciated

When employees receive little or no gratitude for their contributions, it’s demoralizing — they seek more rewarding work elsewhere. The biggest surprise? Many times, during exit interviews, departing employees disclose that a simple, verbal “thank you” would have made them feel sufficiently appreciated.

(3)  Sheer Boredom

Without savvy leaders or a solid idea of the big picture (Vision), employees don’t see concrete, interesting ways to contribute outside of the ordinary scope of their jobs. Things grow tedious and employees hunt for new challenges to make work feel more meaningful.

So, while you might think your employees desire high pay, a corner office, or a cushy benefits package, the truth is that the best employees are satisfied with simpler, more personal benefits.

Be thoughtful — find out what motivates your employees! This simple investment will ensure improved worker retention, enhanced overall morale, and increased organizational loyalty. And isn’t that what you really want?

Action Steps

What can you do as an employer right now to keep your best employees? This article provides some great ideas.

One more thing…what’s the Surprising New Reason People Quit?

Forbes magazine reveals a new reason spiking among employees who quit:

The Final Reason (4) –  Not enough flexibility for work-life balance

Not long ago this reason primarily concerned mothers, but now both men and women will leave pay increases and promotions behind to have a manageable work schedule that doesn’t crowd out the rest of life.

Keep in mind that, as a new generation of workers comes of age and/or starts having children, many will value fulfilling connections with family and friends above a full workload. Climbing the workplace ladder is simply not as important to young workers today as in prior generations. Many are talented and capable, but will choose a desirable work-life balance over monetary or organizational rewards.

So, if you are concerned with retaining talented employees while also saving time and money in hiring and training costs, remember these Top 4 Reasons and the new trend that makes talented people quit. It could make keeping great people you need much easier.

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In His Name HR helps organizations build high performance Human Resources programs. Visit them at In HIS Name HR or e-mail them here.

Mark A. Griffin is the founder and chief consultant of In His Name HR LLC. Connect with him on LinkedIn or Twitter.

Human Resource Leaders Launch Christian HR Community Support Forums


Press Release

LANCASTER COUNTY, Pa.May 18, 2016 /PRNewswire/ — In HIS Name HR has joined with Christian HR experts and leaders to initiate a dynamic new community designed to nurture and support Christian HR professionals via monthly forums.

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These forums  in a private, non-judgmental environment, and encourage members to apply Christian practices in their dealings with customers, employees, customers and vendors.

The primary goal of this initiative is to enable Christian HR professionals to achieve a successful and satisfying life, offering an opportunity to regroup at its monthly forums and learn how to identify and balance their organizational, career, personal and spiritual goals.

Each session is held in a confidential setting, facilitated by a seasoned Christian HR professional. The forums are run with a Biblical approach, and include prayer devotions and fellowship over lunch before each session.

President and founder of In HIS Name HR LLC Mark A. Griffin spoke of how the forums encourage growth in the Christian HR professional community.

“The forums are supported by Christian human resources leaders who have experienced feeling isolated, and have overcome the types of personal and professional challenges those who attend the forums face,” Mr. Griffin said.

Topics range from how to successfully develop high-performance recruitment systems, implement high-performance employee review programs, employee relations and development, and how to tackle these and other issues as a Christian leader, and are covered in depth through training-based open discussions.

To find out more and join the forums, visit.

For further information contact:

Mark Griffin
In HIS Name HR LLC
717-572-2183
Email

ABOUT In HIS Name HR

Founded by HR expert Mark A. Griffin, in 2011, In HIS Name HR is guided by Christian values and strives to reflect Christ in all areas, starting with the view that everyone should be treated with dignity and respect, and that your employees are part of your organization’s family.

In HIS Name HR provides progressive HR programs to increase productivity and profitability, eliminate non-value-added practices and enhance employee wellbeing. The company provides round-the-clock support and representation in all HR situations.

To view the original version on PR Newswire.

SOURCE In HIS Name HR

Press Release: Revolutionizing organizations: In HIS Name HR introduces Human Resources Mastery Toolkit


February 28, 2014 Via  PR Newswire 

Times are tough: today’s tumultuous economic climate is seeing small businesses and non-profit organizations struggle to survive. Human resource-related matters are proving to be the biggest challenges faced – it’s a little known fact that these can be easily solved without high overheads.

High employee turnover, expensive recruiting and hiring processes, and workplace inefficiency are common problems that make growth and prosperity difficult to achieve.

Founder and President of In HIS Name HR Mark Griffin says the key to overcoming these hurdles is knowledgeable leadership.

“Adopting the practices, programs, and techniques of some of the world’s biggest and most successful organizations will transform your company into a lean and efficient powerhouse,” Mr. Griffin says. “All this can be done in-house, potentially saving you thousands of dollars.”

Mr. Griffin explains that HR issues can cause irreparable damage, and it is imperative for the success of any business to address these problems in an effective way. The Human Resources Mastery Toolkit offers in-depth, step-by-step training that equips the user with the resources and tools to expertly correct operational problems and boost organizational performance.

A far cry from an HR how-to booklet, the Human Resources Mastery Toolkit is currently available, for a limited time only, with a free iPad Air with Wi-Fi and a 16GB memory, valued at US$525.

The Human Resources Mastery Toolkit provides the user with five detailed training programs, plus companion materials that cover these areas pertaining to boosting organizational performance:

  • mission, vision and value commitments
  • workplace efficiency
  • performance review process
  • high-performance recruitment
  • employee relations

Ready-made meeting outlines, agendas, and expertly crafted templates accompany each program and are easy to incorporate into the daily running of organizations.

Securing sustained growth and a better work environment is within easy reach. Visit www.hrmastery.com for the key to a more prosperous future.

For further information, please contact:

Mark A. Griffin
717-572-2183
MGriffin@InHISNameHR.com

ABOUT In HIS Name HR

Founded by HR expert, Mark Griffin, in 2011, In HIS Name HR is strongly guided by Christian values and strives to reflect Christ in all areas, starting with the view that everyone should be treated with dignity and respect, and that employees are the most important part of all organizations.

In HIS Name HR provides progressive HR programs to increase productivity and profitability, eliminate non-value-added practices, and enhance employee wellbeing. The company provides around-the-clock support, and representation in all HR situations.

Evangelical Seminary Logo

Faith in the Marketplace April 30, 2013 Evangelical Seminary Myerstown PA


Faith in the Marketplace is designed to help those in leadership integrate our faith into the marketplace and see that our vocation is far more than a profession – it’s a calling of God.  We will begin at 7:00 a.m. with breakfast and adjourn promptly at 8:30 a.m.

Evangelical’s Myerstown Campus, 121 S. College Street Myerstown PA 17067-1299

Doors open at 6:30, Breakfast 7:00, adjournment by 8:30.

Guest Speaker: Mark A. Griffin, President of In HIS Name HR Christian Business Consulting and author of How to Build a Kingdom-Minded Organization. Mark knows what works and does not work, and most importantly he sees the world through the employee’s perspective! He believes in treating everyone with dignity and respect, because after all, your employees are part of your company family.

Learn more about the series here.

Register online here.

 

Finding Diamonds in the Rough


 Happy Interview This Post From Guest Blogger Buzz Rooney

I was blessed to spend the early part of my career as a staffing manager for light industrial jobs. One of the most valuable lessons I learned was not to judge people’s work ethic or abilities solely on their aptitude in filling out a job application or writing a resume. Some of the hardest working, most loyal and dedicated employees had the most difficult time writing an explanation of their previous job experience.

Resume writing and everything else that goes along with the job search is stressful. Most people are not taught how to track their performance and work product to build a comprehensive professional profile.  Admittedly, my own resume was a hot mess until I reached out to a professional friend to give it a much needed makeover! Struggle in this area is commonplace. One would think this would make recruiters and hiring managers less critical of applications and resumes.

However, when I made the switch to more traditional HR, I found the exact opposite to be the custom. Candidates were being discarded for minor errors and/or choosing unsophisticated descriptors.

John 7:24 (NLT) – “Look beneath the surface so you can judge correctly”.
In screening and reviewing resumes to find suitable candidates for open positions, look for 3 things:

Experience. Does the person’s work history establish practice in the same or similar type of role? Has the person ever worked in the same or similar industry? Did the person perform the same or similar tasks in a past position? (Romans 2:6 [NLT] – “He will judge everyone according to what they have done”)

Education. Has the person taken courses that would prepare him/her for this position? What kind of coursework has he/she completed that would teach the problem-solving skills necessary for success at this job? (Proverbs 18:15 [NKJ] – “The heart of the prudent acquires knowledge, and the ear of the wise seeks knowledge”)

Enthusiasm. Does the tone of the resume display a positive attitude about work? Are there accomplishments which demonstrate excellence? Is there a pattern of progressive responsibility in the work that shows ambition? Do the projects outline the ability to both lead and provide support within a team? (Colossians 3:23 [NLT] – “Work willingly at whatever you do, as though you were working for the Lord rather than for people”)

Do not be so concerned with superfluous things like formatting, stylized punctuation or accidentally typing “manger” instead of “manager.” Focusing heavily on unessential things will cause us to miss those diamonds in the rough.

We all make errors, both before and during our employment journeys. We have to use caution in judging others too harshly – especially knowing our own skills, abilities and practices are not necessarily at the best level they can be (Matthew 7).

Instead, by focusing on identifying the potential talent in the resumes we receive, we can rest assured we will yield good candidates and build a strong team of staff members to complete the work.

 

 Ms. Buzz Rooney- Blogger

Buzz Rooney is a practicing HR Professional with over a decade of experience in the production, manufacturing and retail industries. She has Bachelor’s Degree in Communication Studies with a focus on Organizational Communication and Leadership as well as a Master’s Degree in Human Resources Management. Buzz is also a blogger and part-time HR consultant. Read more of her writings, connect and contact her at www.thebuzzonhr.com

How to Build “Kingdom-Minded” Companies June 20, 2012 Ephrata PA


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How to Build  “Kingdom-Minded” Companies

June 20, 2012 from 10:00 – 11:30 a.m.

Ephrata Community Church Banquet Hall
70 Clay School Road, Ephrata
717.733.4071

All Business Owners and Marketplace Managers Welcome

Learn how you can best build a Kingdom-Minded organization in today’s “politically correct” business world.

Presenter Mark Griffin has seen it all in his more than 20 years of Human Resources experience gained by working with a wide range of organizations, from small businesses to Fortune 500 companies.

Let Mark inspire you by sharing his experiences in helping a variety of organizations manage their beliefs in the reality of today’s workplace.

  • Leading an organization with Christ-centered values makes business sense. Mark will share why he believes Christ-centered organizations experience:
  • Lower absenteeism
  • Higher quality products
  • Less employee morale issues
  • Safer work environments
  • Better perceptions by customers and vendors

Mark will share how he helps organizations develop HR practices that reflect their core values and still build a high performance organization.

Although this presentation is focused on Christian leaders, all are welcome to attend. There is no cost. Contact Amy Pfautz at harvestnetinc@dejazzd.com with any questions.

The New Career Normal * Living the Word With Glenn Mertz WHKW-AM Cleveland Ohio Interview


 

AM-1220-Cleveland-Ohio

 

The New Career Normal * Living the Word With Glenn Mertz WHKW-AM Cleveland Ohio Interview

No doubt about it, we are living in tumultuous  times. Mark will discuss how changes in the economy coupled with the daunting amount of changes in the community, state and national levels has had a compounding impact on employees and business owners.

A Little bit about Glenn:

Glenn Mertz hosts Living the Word, a program with a purpose. Glenn talks with people both nationally and locally who are Living the Word. Be encouraged and challenged as you discover how others are living out their Christian faith.

Glenn Mertz guides you through an incredible line-up of Bible teachers each weekday morning on WHKW.  Glenn started in radio at Baldwin Wallace College and has worked at stations including WMJI, WWWE and WEOL. He’s now at Salem Communications at AM 1220 ‘The Word’ (WHKW), and hosts the daily Christian talk show ‘Living the Word’ (weekdays 10:30am). Glenn lives in Elyria with his wife, Jackie and his children Rachel and Evan.

A Little bit about Mark:

Mark has a Bachelors degree in Human Resources from Saint Leo College and an MBA from Bloomsburg University. Mark Lives in Manheim Township  Pennsylvania with his wife, Gail, and daughter, Emily. Mark attends LCBCChurch and also leads a Career Ministry in which he helped start 6 years ago. Mark is really passionate about the workplace, and especially Christian business owners’ opportunity to reach their employees. He believes employees and companies should work closely together to prosper the company for mutual purposes.

Mark is Chief Consultant, In HIS Name HR LLC, a Christian Business Consulting firm that he created to help Christian business owners prosper their business and engage their employees. Join Mark on Facebook, Twitter and LinkedIn.

 

Listen on line here:

 

 Also available to download on iTunes here.  Click

Workplace Grief: It’s More Common Than You Realize


Guest Blog post this week

I had the privilege being a guest contributor to Sylvia Hepler’s blog:

Launching Lives

Workplace Grief: It’s More Common Than You Realize

Read the full post on Silvia’s website: here

Or read below:

Tell us about your role at In HIS Name HR.

My company provides HR support services to organizations with fifty or more employees. Typically, the organizations we support do not need a VP or Director of HR full time, but greatly benefit from having access to HR expertise consistently, perhaps a few times a month. I use my 20-plus years in HR at both Fortune and smaller sized companies to help develop for them strong, positive-minded HR practices. I have clients throughout Central Pennsylvania and we are expanding into other parts of the U.S.

What is workplace grief and how common is it?

It is more common than most may realize. Many employees are already bearing the staggering burden of navigating the pressures of a weak global economy, political turmoil and personal financial hardships. Add to that the fact that our population is aging. Many organizations have employees whose loved ones are elderly. So, when faced with a death in the family, it is often the last straw, completely breaking the employee down emotionally.

How would you advise a grieving employee?

This is an excellent question because employers should approach this from two perspectives, and prepare by having both a preventative and reactionary standpoint.

First, take a preventive approach by not waiting for it to happen before deciding how to deal with it. If you are a manager or a leader in an organization, take the initiative now to talk with HR and develop a strategy on how to handle such a situation. Not every department manager is comfortable with or capable of assisting an employee who’s dealing with grief. Identify two or three key people in your organization who will step in to help (and whom you will subsequently arrange to have trained to cope with the various situations and cultures in order to be prepared to react). Another alternative would be to retain the services of a chaplain to assist in these types of situations. Several of my clients use chaplain and have found this to be successful.

From the reactionary perspective, these same two or three people that you’ve chosen within your organization will have been trained and should be prepared as to how they will relate to the person suffering grief. In the Jewish culture, for example, it is common for people to visit a friend’s home when they lose a loved one and just sit with them, saying nothing. Sometimes just being there with someone shows you care. It is important to know that just being there for your employees, rather than avoiding the uncomfortable situation, can prove helpful.

How would you advise supervisors and colleagues to interact with a grieving co-worker?

The best advice is to not change anything and keep the routine as normal as possible. I would suggest that the manager calls all the employees together and asks that anyone who has a relationship with the grieving employee feel free to offer condolences. Those who don’t should not feel obligated, it can look phony and superficial to the grieving employee.

How can grieving and loss affect job performance?

Oftentimes, employees may have attendance issues or slight decreases in performance after the death of a loved one. It is important to keep the communication consistent and constant with the employees. Letting them know you care about their personal situation, but also giving them continued feedback, can go a long way. Offering assistance is a great way to show you care — offer a solution but also set the bar. Use language like, “I realize it is hard getting back into the swing of things, but we need your performance for the Team’s objectives. Can I get you some help from a co-worker?

Any closing comments?

Yes. Thank you for the opportunity to share my perspective with your readers. Death is an inevitable part of living; we must always be prepared for it. The best preparation is making sure you have staff that is prepared to offer empathy in a time of loss. Let’s hope your readers will not need to employ this advice in 2012!

Mark Griffin, of In His Name HR. In His Name HR provides human resource consulting for small- and medium-sized organizations. Mark has served in the US Air Force, has extensive educational credentials, including a BA in HR, an MBA, and several Executive Education certifications from the University of Michigan. In addition to serving as VP of Human Resources for an international agricultural equipment manufacturer, Mark has also worked in a variety of HR leadership roles for Fortune companies, such as Merck, Kodak and Quaker Oats, as well as privately held and employee-owned companies, such as Woolrich and Townsends.

Find Mark at InHisNameHR.comTwitterLinkedIn, and Facebook.