Recently, I signed up for a few work groups in my organizations’ HR Department. One of the work groups that I’m most excited about is the HR Employee Satisfaction Work Group (For the readers that love an acronym – “HRESWG”). Yesterday, we met for the first time since being prompted to tackle an employee satisfaction initiative recognized in a previous department meeting.
The purpose of the HRESWG (HA!) is to analyze challenges/obstacles that exist within the department of HR for new employees, formulate solutions and make recommendations to improve on the quality of new employee experiences and retain employees. For some reason, I always find myself editing wording when it comes to defining a purpose/objective. Therefore, I couldn’t help myself from submitting suggestions on framing the purpose. I’ll know next week whether I’ve been kicked out of group or not. In all seriousness, the meeting was very productive! In true HR fashion, we started the meeting off with a brain stimulant exercise which turned into a competition of the minds.
(Strategically leaves out the results of the exercise)
After deciding against the involvement of EMSs (there’s another acronym for you), we began to establish a safe environment and frame the function of a work group. This was a key element; especially, when we think about diversity and inclusion. The group is comprised of employees from different departments within the HR division. Everyone has a different background, work style, strengths, tools, etc. In order to be able to tap into that power of diversity and achieve an inclusive process, everyone must be comfort with sharing and have a clear understanding of the group functional/purpose.
The meeting consisted of great discussion about the employee life cycle. Discussing the major areas that we should tackle first. Starting at the beginning of the life cycle, we talked about all the different ways that we initially come in contact with prospective employees. This involved the branding of the organization, social media outlets, involvement in the community, etc. The discussion led to the productive criticism of the organizations headquarters. Are we welcoming prospective employee properly? How are we looked at as a brand? Are the missing opportunities to attract and retain employees?
We ended the meeting with a 30 minute exercise. We were encouraged to walk the building to observe. Seems pretty simple, right? We walked the hallways, into different department offices, and we left the building to experience what a prospective candidate sees when they actually enter the building. After we observed, we came back with several ideas to elevate and improve the new employees’ experience.
Homework… Yes, there is homework. We were tasked with identifying a model of the employee life cycle to essential adopt as we aim to tackle each stage of the life cycle. Each member will bring a life cycle that mirrors the organization and one that is illustrates the actual life cycle within the organization.
Overall, I’m excited to continue this journey!
Workplace-ology 