Hidden Employee Issues – Looking For The Signs
In a previous article, I examined how to avoid being the last one to know about a problem employee in your office. We focused on how to not be blinded to an employee’s “soft” performance by their high output of “hard,” or physical, product. We also explored how to make more yourself accessible to other employees so they will bring you into the loop before problems escalate out of control.
Now, let’s talk about another way to identify employee red flags…by navigating into what might be less-than-familiar territory for some HR departments.
Connect the Dots
Quality, productivity, safety. Negative results in these areas are most commonly chalked up to systemic issues. Today, however, smart companies are looking at the latest department performance and profitability analytics with an eye toward people.
The productivity of “Department X” is inextricably entwined with the human capital that makes it tick every day. So, even one bad seed on one shift can significantly impact that department’s overall success.
In fact, the flags might be already flying. Maybe it’s suddenly hard to find people to work overtime on that shift, when needed. Attrition rates may have skyrocketed. At the extreme, safety issues may result due to people not having their head in the game.
Though it may be a new way of looking at things, you probably already have clear data about employee issues and where they crop up. So, all you need to do is connect the dots.
Tap the Goldmine
In the past, Red Zone HR has created an Employee Relations Index using HR data such as turnover, time to hire and grievances, in comparison with traditional production, safety and quality data, to give management a dashboard for possible employee issues in respective departments. Guess what we’ve found? Almost without exception, the Index pointed out the department in which employee relations issues were mostly likely to arise.
Talk about a goldmine. Armed with this invaluable, data-driven insight, you can get to the real root of the problem and target your efforts on departments that need it most, instead of peanut buttering your efforts across all departments.
You may also discover it’s more of a top-down situation, with department heads and supervisors needing a bump in their people skills. Regardless of what you uncover, you and your people can come together with the reality-based awareness needed to get your department – and your company – back on the right track.