Business Success: The Human Factor (Part 4 of 6)
Is your business successful and profitable?
Are your people productive? Are your employees costing you money?
This first article in this series builds the foundations to becoming an employer of choice by looking at the various human resource management issues consistently found in the SME sector that worry business owners; and then covers Effective Staff Selection, Induction, Performance Management, and Employee Exit Procedures.
The others articles discuss Effective Communication, Meetings, and Goal Setting and Feedback; and Rewards and Recognition to engage and align staff.
One of the keys to business success is employee engagement and alignment.
Staff Engagement = Motivation = Performance = Productivity = Profitability
Why would someone want to work for your business?
Why would an employee or prospective employee consider you to be an employer of choice?
Selling the Value to Your Employees
Employees’ Value Proposition – Understanding and Respecting the Individual’s Path to Success
Selling Products and Services to current and prospective customers is all about understanding the Value Proposition of those customers. When we know what represents value to our customers then we can develop clear sales and marketing plans built around communicating and delivering that value to them.
Not only do we need to communicate that value to customers, we also need to communicate that value to employees.
One of the keys to attracting and retaining quality staff is based around understanding their Value Proposition, that is, understanding what drives your current and prospective employees to want to work for you.
The key first step is to Understand the Employees Value Proposition. What are the key factors that your employees use to determine the value in working for you?
VERY IMPORTANT: if you don’t know the key factors behind your employees’ value proposition then find out.
Then, build the right messages into your communication processes in all areas of your human resource management:
- Recruitment and Selection
- Performance Management
- Skills Development and
- Rewards and Recognition.
Remember, you must communicate that value to current employees as well as to prospective employees.
So, train your Managers and Supervisors to do it right. Then, sell it to current and prospective employees, and not only once – over and over again – and keep reviewing and refining the message because the Value Proposition will change over time.
It is never too late to act.
The next blog in this series is ‘Employer of Choice – Building Leadership and Succession into Your Business‘.