Welcome to our guest blogger this month, Amelya Stevenson. Amelya is president of e-VentExe, a full service Human Resource consulting company. Born from the commitment to three core concepts, “employees, Ventures, and Executives,” e-VentExe operates under the belief that without the right placement, structure, and development of people, each business venture will have a difficult time succeeding in today’s competitive environment.
We all know what the economy downturn has done to our businesses. The unexpected collapse of our financial health of our country just about
wiped away many dreams and plans for our business future. Those companies that stayed open, our workforce changed and took a very different shape. Employees were laid off; those that kept their jobs had to wear many hats to get the job done. Depending on your market segment, you may only now begin seeing resurgence in bottom line improvements and profits. Hope for our business future is beginning to take shape again. But what organizational challenges are we dealing with today, after the aftermath?
I like to call this time a Period of Reengineering. Organizations are picking up the pieces and beginning to rebuild their workforce infrastructure. Strategies are forming around the future with the hope that businesses will continue to thrive again. Now is the time to ensure that our culture rebuild into a stronger workforce with long term sustainability. The time is now to get it right-for our employees as well as for building a healthy workforce.
The first attempt in understanding your workforce health and attitude is easily uncovered in an Employee Engagement Survey. Crafting specific questions to uncover how your employees feel about their positions, culture and company will provide you with a landscape for improvement. A very important tip in engagement surveys is in the marketing of them to your workforce. If you communicate to your employees the need for workplace improvement without retaliation, you are far more likely to receive true and honest feedback. If you don’t have a trusting culture and/or receive honest feedback and do nothing with the information, you will have a much less change for future engagement survey successes. Your employees will just not trust your intentions. It’s all up to you!