Many employees are promoted to supervisory or management positions because they are capable and productive workers in their particular area of expertise. However, supervision and management require a different set of skills; not all of which are innate or adequately developed ‘on the job’. Additionally, supervision and management often requires an understanding and awareness of regulatory compliance requirements such as what may constitute a hostile work environment. Targeted training and education is key in developing effective employee management performance.
How are employees engaged or motivated to do their best work for your organization?
Absenteeism rates are often used to gauge employee involvement, participation and productivity. However, presenteeism, defined as impaired job performance on the job, can be just as damaging and much harder to detect. Developing a means to assess employee engagement is the first step. From there, engagement activities such as leadership training, goal setting, team building and employee management relations improve the likelihood that your employees will do their best work for your organization.Do your employees feel rewarded for a job well done?
Are your employment practices your best kept secret?
Most employers have rules for the workplace. Many employers have some system for sharing these rules with their employees, most commonly through an employee handbook or policy manual. Experience has shown that policies and procedures are most effective when employers actively communicate the rules, train their supervisory staff on how to implement the rules, and use their rules to inform best practices in the workplace. Elan Benefits shows you how to implement and then actively maintain effective employment practices.
Do you feel like your employee benefit program is nothing but a money pit?
It’s no secret that healthcare costs for employees often rank in the top five list of employer expenditures. It’s also no secret that healthcare costs will continue to increase, at least for the interim. Managing an employee benefit program so that is doesn’t manage you requires ongoing assessment, measurement, benchmarking, analysis and creativity. These days, it can include alternate funding arrangements, wellness program incentives, creative program design, consumer participation in the process and communication...communication.... communication.