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Treat employee’s concerns as customer complaints

If you are in HR, who handles employee relations, most of your job may be responding to emails or employee queries, grievances and compliances issues…but understand that you can keep everyone together by making an impact. I will tell you how!

Customer care people try to do their best in foreseeing the issues that can possibly arise and fixing it by finding a solution ahead of time so the customers don’t even get to complain. And when they get any complaints, they put high focus on the ‘Service Recovery’. That means identifying customer concerns and proactively responding to them with the aim of customer retention. A customer can be retained, by not just only giving a quick response but by letting them know that you own the problem in hand and making a difference by fixing the issues. Happy customers and retained customers are loyal ones. Loyal customers will help you grow your business. (more…)

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Why do employees think you are an HR Zombie

Even these days when someone new asks about my profession and when I say I am an HR, (Human Resources) they will go! Awh!! I still don’t understand why HR as a profession always has to be in the hate list of employees and common workforce.

HR as a profession has advanced so much as we think and act always keeping the business in mind. But not being conscious of your employees and failing to treat them as humans can negatively impact the bottom line!

Here are a few thoughts why your employees think you are a Zombie! (more…)

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Fire those managers who don’t fit

It is no brainer that employees who fit your organization’s culture stay longer and hiring the right match assures continued success.

Organizational culture is civilization in the workplace – Alan Adler

I read this interesting article on HBR.org, ‘Culture is a social control system. Here the focus is on the role of culture in promoting and reinforcing ‘right’ thinking and behaving, and sanctioning ‘wrong’ thinking and behaving‘.

That is true, and sometimes the whole business model can be your culture. For example – the friendly and open culture in organizations like Disney, Zappos, Facebook etc. And most often it is the consistent pattern of behavior in the organization. So beware of the risk of having someone continue working with you who is detrimental to your organization’s culture. Not only can he influence others negatively, his actions can also effect your brand. I talked about why hiring a culture fit is important over a post here, and now I wanted to highlight why you should be willing to let go of those who don’t fit. Especially the ones who are in leadership or managerial roles. (more…)

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Why your competitors star performer failed in your organization

Stealing your competitor’s star performer!! Ok!! I get it, I have done that before and chances are that some of you have as well.

Most often HR is pressured by Managers into playing all sorts of dirty games to hire the top talent from the competitors. Sitting with a new hire to get the database of top talent from his previous employer, offering an informal reward to those who refer and bring competitor’s A players and what not! (more…)

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TOP 50 shows in DriveThruHR history

TOP 50 shows in DriveThruHR history

DrivethruHR podcasts have been the best resources for our audience to stay current on what’s happening in the HR industry. And the things that have been keeping our guests up at night and the experiences that they share on our show have been an amazing way to learn from other HR peeps!

As of now the #1 internet radio show for the HR professionals has aired over 824 shows! And as we do great work to contribute to the community, here are the Top 50 shows that our audience has listened to the most. (more…)

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How to spur innovation at your organization

How to spur innovation at your organization

‘Technology tools are helpful but they aren’t a substitute for human creativity’. I read this from HR bartender blog authored by Sharlyn Lauby, one of my favorite HR thought leaders. Where she was talking about the best way to innovate today! Read it here!

As she mentioned the best way to innovate is to leverage the people and corporate culture that you already have in place.

Those are the two pivotal factors and any mismanagement of those can go wrong especially when your talent has an innovative idea in making. (more…)

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