HR Fundamentals

Human Resources should ultimately support strategic business goals. A fundamental step in this direction is defining key interpersonal values and behaviors for your business culture. HR practices, such as recruitment and performance management, should be developed in the context of the fundamental ways people want to be treated. This is not a complex idea, but it is sometimes overlooked.

Businesses currently find it difficult to attract enough applicants for open positions. This has resulted in emphasis on competitive employee experiences. These programs and practices, including amenities, will support short term employee satisfaction. Zelle believes sustainable motivation is dependent on how employees are treated, day in and day out.

The following are a few core examples of what defines an employee experience. Employees will not know how to ask for these, but they will know if they are missing. Consider how well you are promoting the following four examples in your employee experience.

Clarity: For employees, clarity simply means understanding. People are at their best when working in the “known”. The unknown, or a lack of clarity, is distracting. People cannot focus completely on their job if they don’t understand ground rules or expectations. 

Do your onboarding processes provide employees clear expectations, reporting structures, and a path to success? This is your chance to form a positive first impression with employees.

Consistency: Consistency equates to predictability. Leaders often have a fundamental rule of “no surprises”. Employees cannot demand this, but they are most effective when the same principle is applied to their experiences. Otherwise, even the slightest occurrence can be disruptive. 

Does your organization communicate proactively, frequently, and with as much transparency as possible?  Consistent communication helps avoid rumors, concerns, innuendos, and employee frustration.

Positive Regard: As a rule, most employee experiences should be viewed as respectful and supportive. This is especially true during difficult discussions related to problems or setbacks. Creating a culture of positive regard makes difficult conversations easier, and positive recognition more meaningful.    

Does your organization provide positive recognition and reward in real time? Ongoing feedback and recognition are much more meaningful than regularly scheduled performance evaluations. 

Responsiveness: Work is a major part of people’s lives. Employees will have questions, and they will have problems at work and home. When they are supported in effective and timely ways, they can focus on what they need to accomplish in their job. 

Does your organization help employees to explore solutions to problems at work and home? The faster distractions are addressed the sooner employees can focus on their work. Remember they often don’t know how to take the first step in seeking help.     

We understand development of these types of fundamentals is neither simple or obvious. But they are essential and should inform the development of your overall Employee Experience and supporting process and structures. A comprehensive HR review is a good first step. Let Zelle help you start this comprehensive review and work towards establishing these fundamentals in your organization. 

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