As Human Resources transitions into People Operations one aspect of employee management is to improve productivity and mold leaders – regardless of what challenges may come your way. In the previous month, Entrepreneur released two articles that we at Poprouser found to be essential reading on the subject. Here are a few pointers from each article which stood out to us:
Got a New Staffer? 10 Ways to Make Them Welcome and Productive.
It is essential to teach the new employee the small things. Yes, that means where the coffee machine is and how to use it should the need arise. A simple gesture such as this makes the new staffer feel comfortable and at ease. And of course, they’ve got more important questions to ask during the training – so it’s up to you to tell them how many minutes to input on the microwave so that the popcorn comes out movie-theater standard.
Mentorship. All successful leaders have had a mentor (or mentors) and eventually are able to mentor others. Why not find a seasoned staffer to serve as a mentor to the newbie? This also provides an opportunity to the seasoned worker to grow professionally.
Don’t tell me you’ve never heard of fun! One of the most important aspects of work culture today is to foster an atmosphere where employees feel part of a team and not a loose confederation of disgruntled workers who must suck it in and accomplish the tasks at hand. The days of stiffness and 1950s-style conformity are fading away. Encourage team bonding activities that are fun and enjoyable. Why not take your employees to an escape room type session – where they solve puzzles and strengthen their team – while having tons of fun!
7 Things to Consider When Your Employee Asks to Move Teams
Now of course there are curveballs. Employees may wish to rotate teams. Maybe the employee wishes to try something new? Maybe a career change and he/she wants to join a new department altogether? Perhaps an accountant who got inspired by a visit to an art gallery decided to try the hand at marketing. The list is endless.
So how do you, as a boss, manage these changes? What do you do to ease the transition?
Learn about the employees’ work ethic. Would they be able to transfer that work ethic to the new team? Would they contribute to the culture of the new team? Put HR to work to determine employee strengths and weaknesses. Does the accountant really have a creative eye suitable for the marketing department?
Make their interview for the new department/team seem like it is his/her first interview with the company. Use the interview to evaluate whom they are as an individual and as a potential employee – do not entirely disregard his/her current work of course, but the new position requires a new set of skills and the interview should assess whether or not the individual has the necessary qualifications.
Originally published on LinkedIn.
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