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Dear Workforce

How Do We Deal With the Old Guard?

March 28, 2014

A firm has been on the brink of closure twice in the past 10 years. With a workforce that has been reduced from more than 10,000 to just below 3,000, there have been virtually no new hires in a decade. Today, through ingenious transition planning, the organization finds itself in a position to hire. This has been a challenge for IT where the old guard is now faced with a new breed of IT people current in all the latest trends and eager to make change happen. Any ideas on building the team?

— Old Guard, New Tricks, consulting, Ontario, Canada


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How Do We Master New-Employee Orientation?

March 28, 2014

What are the key components to successful orientation of new employees, from both the employer and employee perspective? Once the offer letter has been extended, signed and returned, what should be included in the process to give a good and lasting impression?

 

— Appearances Matter, human resources consultant, finance/insurance/real estate, Philadelphia


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How Do We Prevent Turnover and Burnout?

March 28, 2014

I am an HR generalist at a nonprofit social services agency that deals with domestic violence. Due to the nature of the work, we have always experienced a turnover rate between 30 and 40 percent. Is our turnover rate at or near average benchmarks for this line of work? And knowing we can’t change the stressful nature of the work, how do we keep our best people from burning out?

— Stress is Killing Us, HR/facilities manager, nonprofit, Phoenix, Arizona


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What Data Should We Use for Assessments?

March 10, 2014

We are a big retail organization that is just starting to launch job evaluations for all our positions. Our ultimate goal is to make sure people have an opportunity to grow and are in jobs that best suit their interests/goals. We realize no system is perfect, but what are some solid methods or approaches to sort out the most relevant data to use when making our assessments?

 

— Shed Some Light, HR Manager, retailing, Illinois


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How Do We Apply an Organizationwide Leadership Model?

March 10, 2014

Our executives have told us they want everyone here to “think like a leader.” The thrust is to get people to take ownership and hopefully boost engagement/morale and make us generally more productive and a better place to work. We have good leadership programs in place but have never applied a leadership model across the entire organization. Although this sounds like a great idea in theory, how do we put it into practice? Where do we start and what steps do we follow?

 — Aiming to Please, distribution, Gaithersburg, Maryland


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What Suits Today's Recruits?

February 25, 2014

What do recruits want most today? Is money still the key factor or is professional development more important? It's sometimes hard to tell what we should tout.

Inquiring Mind, manager, consumer products, Sri Lanka


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How Much Love Should We Show for Our Temporary Workers?

February 25, 2014

We’re hearing more people talk about engagement for contractors and temporary staff, or contingency labor. While this sounds great in theory, how plausible is it? And does it carry the same weight as engaging our direct hires?

 — Enough Worries, project manager, architectural manufacturing, Memphis


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Can Low-Potential Workers Become High-Potentials?

February 25, 2014

I’m wondering about strategies to turn low-potential employees into high potentials. How often is this done and are there any best practices?

What About the Also-Rans? OD specialist, software/systems, Washington, D.C.


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