An HR manager must be dedicated to jumping in, investigating the current climate, finding out what the company’s goals are, and determining the difference between what currently exists, and what the intended goals are, and how to fill in the difference. Many times a solid human resource solution can be as simple as talking to the staff members and finding out what is going on, asking them how they see things, and any possible solutions that they are thinking about. Because the front line employees see what is going on, they have a unique perspective. Many times just surveying these front line workers can help to paint an accurate picture of the current situations/problems, and how to make/implement improvements.
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After determining what is wrong, and working out a solution, the information must be presented to the group in such a way that they have confidence in both the manager and the plan. Most importantly, everyone must support the new strategy, or it will fail. The HR manager should also have a Plan B in place. The backup plan should consider all that could go wrong, with matching solutions. In most situations, trying to anticipate failure and the reasons for it can make all the difference for achieving lasting success.
After this initial phase of action, which may be the most difficult, comes the second part – keeping the “good.” After finding out what is wrong, how to fix it, getting everyone on board to work with you, now comes the time when the HR manager catches his breath and can evaluate what has been done. This next part, is working to keep everyone on track. Many times, after everything gets going, there is the a risk of the staff becoming complacent, even forgetting the end goal. Constant monitoring, even keeping everyone reminded of the master plan/strategy is absolutely required.
This last part can easily be accomplished by organizing daily or weekly meetings and surveys. By encouraging customer feedback and using quantitative analysis to measure the results, an HR manager can know if the plan is working, or if it needs to be tweaked. Letting the front line staff members know how the company’s performance is improving also invites them to support the HR manager’s plan. Additionally, offering a reward for the star performers can also persuade them to maintain their work performance.