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HR Disease Overview
HR disease, such as HR compliance disorder, lack of talent managementitis, i’msobusy infection, wearealreadydoingit anxiety, and employeesatisfactionitis is the leading cause of organizational death among HR departments in the world. Prevention includes a strategic seat at the leadership table, connecting employee engagement to company financial metrics, and self awareness that compliance and busy-work is not a talent management strategy.

Symptoms of HR Disease
Each type of HR disease requires different treatment, but may share similar warning signs. While this is not the exhasutive list, some warning signs include:

  • Constant mockery of the HR function throughout the company behind HR’s back
  • HR departments that are viewed as a cost center
  • Significant employee reward budgets as the way to motivate employees
  • HR professionals who are always busy but couldn’t tell you what they do everyday or how it matters to the company’s success
  • Binders and slide decks full  of spreadsheets and employee satisfaction numbers that have never been shared or acted on
  • Annual performance review process that managers hate
  • HR professionals not interested in listening to new ideas unless they are the ones that come up with the idea to begin with
  • Team building, pep rallies, and training is the solution for the  challenges the company faces
  • HR professionals who don’t know anything about or even care about the company’s customer base
  • HR departments that think they own and are responsible for the company culture

There is no better time for HR professionals to step up to the plate and rid themselves of this awful and debilitating disease. It starts by recognizing you may have a problem and getting the right diagnosis.

Leaders today understand that despite being one of the most common business buzzwords, engagement is also a necessity as it directly affects the culture of the organization. Surprisingly, what leaders often struggle to see is where engagement also connects to business metrics such as turnover, performance, and revenue.

Engagement is not just a slice of the pie—it is the pie.

One of the biggest challenges we face in our own business is in helping our prospective and sometimes even existing clients shift their mindset to see the big picture. Many tend to isolate engagement initiatives such as surveys, training, and special events from systems for recognition, performance evaluations, recruiting, and onboarding. But engagement touches all of these and more. Think about it: How can your workforce become more engaged if they don’t feel appreciated and aren’t recognized for their work? And how can they be expected to act in the best interest of your company without regular feedback on how they’re doing? From a recruiting and onboarding perspective, how do you know you’re hiring someone that is a fit for your culture and will give you their best work?

Regularly showing appreciation by recognizing people for the work they do is a great way to increase engagement by easily tapping into what intrinsically motivates employees: respect, relevance, and relationship. It demonstrates that you respect them and their work and that what they contribute is relevant to the goals and objectives of the company.  Consistent recognition also helps foster healthy and effective relationships between managers and employees, as well as between employees and their peers. Recognition is just one example of a huge contributing factor to creating an engaged environment. And guess what, engaged employees are the ones who are giving you their all, day in and day out.  They are not only less likely to leave, but also more likely to recommend you.

If leaders can shift the mindset to one that looks at how all facets of the business can contribute to creating an engaged workforce, engagement becomes less of an initiative and more of an outcome. Leaders who do this are hiring qualified candidates who fit their company culture, they are recognizing people for a job well done, and they are having regular collaborative conversations with their teams that help them to be successful in their career. This is what shifts an employee from simply satisfied to actually engaged.

Want to motivate your employees and team members in a meaningful way? (Nope, it’s not cash.)  Simply recognize them in a public manner, such as online or in a meeting with others.   Describe what they did and how it positively impacted the organization.  This approach not only means the most to the employee, but it also amplifies the message, helping others to learn what behaviors are expected of them.

People want to feel respected, they want to understand the relevance of the work they do, and they want to have good relationships with those they work with (especially managers). Infusing these basic elements in the environment positions a team to do their best work, which saves time, lowers stress, and provides customers what they need. It’s a win for everyone. What does this look like day-to-day for you as a manager? That’s where the Essential Habits come in.

In this video, learn what the Essential Habits are and how they specifically impact the work environment and engagement of a company.

John Cochrane, CEO of be.group and a Brand Integrity client for over five years, shines a light on the incredible opportunity facing senior living and senior care organizations. Did you know that:

  • Every day 10,000 people turn 65
  • A new customer enters the market every minute
  • There are now more people over 65 than under 15 for the first time in history

So, why does 90% of the 65+ market reject what the senior living industry offers?

In the video below, John explains that most organizations are addressing the needs, but not the wants, of their target audience. His inspiring message describes a new mindset, including three strategic changes, that the senior living and senior care market must adopt in order to be a desired attraction, rather than a dreaded option.