Bresnahan's Shorts* - September 2004

*Short topics

Performance Reviews

We have all heard the grumbles about performance reviews. Many are not satisfied with the forms that are used and we see them in a continuous state of being revamped in the hopes that the process will improve. It may be the form or it may be the delivery and lack of training of those who are giving the reviews.

The Business Labor Review surveyed 180 HR people asking what was the biggest improvement they would like to see in their review forms. These were the results:

69% - Make it measure the things that matter most.

16% - Make it more specific.

9% - Make it easier to understand.

6% - Make it more up-to-date.

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Impending Crisis: Too Many Jobs, Too Few People

by Roger Herman, Thomas Olivio & Joyce Gioia

By 2010 we will face a labor shortage of 10 million people, particularly in skilled areas. We are 4.7 million short as of 2000.

Only 5% of companies comprehend the problem and are prepared to meet the challenge. The result is a shortage of labor and a lack of experienced leadership.

Workforce stability will be critical. Success Profiles, Inc. in a survey of 600 found those with the lowest turnover scored high in the following business practices:

• Pride in the company.
• Company has a stated set of values or guiding principles.
• Core values and beliefs are articulated.
• The hiring process is aligned with the company culture.
• Training and development is a high priority.

(Those companies who have had labor problems, don't communicate or practice the above items, will find that when the economy turns around there will be mad rush for the door by their employees.)

Eleven trends are listed that affect the way we do business in the face of a labor shortage. Successful businesses of the future will establish a "Triangle of Influence" made up of the CEO, the CFO and the chief human resources officer.

You can begin by assessing your staff, review your strategic plan and be sure you have the staff you need for the future. Then create an attractive marketing strategy to attract (and retain) the new employees you need.

The content supports the notion of a responsibility-based work environment where people can and want to be accountable. The Bresnahan Group can help you move toward achieving such an environment. Give us a call today.

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Developing Leaders

Most companies have leadership development programs, but most aren't executing them well, says Hewitt Associates. Not enough CEOs-are actively involved in developing leadership talent, according to Hewitt. Also, only 57% of organizations have a strategy for selecting, developing and rewarding leaders. Less than a third of companies measure their leadership programs' effectiveness. Only 43% of organizations track their high-potential leaders' turnover.

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Thoughts to Ponder

"Faith is taking the first step even when you don't see the whole staircase." - Martin Luther King Jr.

"A pessimist sees the difficulty in every opportunity; an optimist sees the opportunity in every difficulty." - Winston Churchill

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Loyalty and Appreciation

Only three in ten of all U.S. employees are truly loyal, according to a study of 2,400 employees by Walker Information. Only 50% of employees said they work for strong, capable senior leaders, and less than 50% of employees said their company solicited or appreciated their ideas. Research over the last several years published in the Harvard Business Review and elsewhere has shown a link between employee loyalty and customer loyalty. Workforce Week

Remember, the predominant reason for leaving a job is the boss.

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Termination

In a survey of 872 HR professionals on termination they were asked what their reasons were for firing for cause.

The answers were:

48% - Never should have hired him/her.

36% - Could have done a better job managing him/her.

12% - Neither statement applies to anyone we hired.

4% - Not sure.

These results validate thoughts I have had for years. Many think interviewing is easy. They don't prepare or spend much time with a candidate. The cost of turnover is quite high (at least 1 1/2 times the salary, and sometimes much more). This is where everything begins. If you are interested in learning some hiring techniques, legalities to be aware of or need some help in prescreening candidates, contact the Bresnahan Group now.

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Words from the Master

I had an opportunity to hear W. Warner Burke, a well-known master on the subject of leadership and organization development, speak. He shared that research done in the '80's tells us that people become leaders not through event-based training but through experiences they have had. (Hopefully some coaching has accompanied the experiences.)

Learning came in five categories:

1. Assigned to lead a project or task force.
2. Moved from a line position to a staff position. While in a line position they have to learn how to influence others.
3. Starting something from scratch. This could be a company, a division, etc.
4. Fix it or turn it around.
5. A leap in scope, meaning a significant increase in responsibility.

Additionally, techniques that can be used to develop leaders included the following:

• Special development projects.
• Job rotation.
• Mentoring.
• After action review (talking about a project/event after it is completed to capture learnings).
• Multi-rater feedback.
• Assessment centers.
• Action learning.

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FMLA for Returning Military

Not long ago we didn't worry about laws regarding the military. As we know, the world has changed significantly, especially for us Americans.

If you have an employee return from active duty and ask for FMLA leave, without having the required 1,250 hours worked in the last year, the rule as stated by the Department of Labor is to grant the request. If the employee would have worked the required hours, had the job not been interrupted by military service, s/he fulfills the requirements for the leave.

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More Information

For more information about any of these topics contact us at 505-922-1973 or email BresGroup @ 4u.net.

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