RGL "PIPELINE"

  
RGL GRoup pic 

 

RGL Consultants 

13724 Venetian Court

Orland Park, Illinois 60467
Office 708-301-6425 
 Fax:  708-301-6455

 

 

 

  
 

Providing Human Resources Consulting for Small to Mid-Size Organizations

 
November, 2011
Top 
Greetings!
 
According to a September, 2011 Globoforce survey report, 38% of workers are considering leaving their jobs, despite an uncertain economy.  The report also reveals a direct correlation between employees' intent to look for a new job and the level of recognition they receive.

When compared with the February 2011 survey, the following trends emerged:
  • 38% of employees are actively looking for a new job; this is up from 36%
  • 39% of workers don't feel appreciated at work; up from 32%
  • 52% are dissatisfied with the level of recognition they receive; up from 41%

 

According to the September survey, nearly half of all surveyed said they would leave their current job for a company that truely recognized their efforts and contributions.  69% stated that they would work harder if they felt their efforts were being appreciated.
 
At least one way to provide desired recognition is through regular, thoughtful, and candid performance feedback and forward-focused goal setting.
 

Performance Feedback is not just for Salary Increase Justification

Enhanced training and orientation of managers to what I call "The Performance Appraisal Link", supported by an interactive employee process, produces a more open process which significantly benefits both the individual employee and the organization.

Consider the fact that all effective organizations strategically identify institutional objectives and performance values as a part of their business planning process. These objectives and performance values "drive" individual performance objectives/responsibilities and accountabilities (performance standards). The Performance Management System or Process becomes the vehicle for monitoring individual performance; identifying training needs and formulating a skills inventory within the organization. The Performance Management System or Process not only supports compensation decisions, but identifies training and development needs, outlines budget requirements, enhances career development initiatives and facilitates succession planning within the organization. The overall effective utilization of the Performance Management Process ensures the organization's ability to implement the organization's strategy now and in the future; thus completing "The Performance Management Link".

 

It is proposed that the Performance Appraisal process be re-engineered and "re-labeled" as a Performance Management Process. The resulting process would establish a mechanism to help managers and employees effectively communicate with each other about ways to achieve both organizational goals and personal goals. A Performance Management process would actively engage employees in the planning, feedback, development, and analysis aspects of job performance in a dynamic and collaborative manner rather than in a static, purely hierarchical manner. A component designed to document the employee's own career development/career enhancement goals and objectives is critical to the success of the Performance Management Process. Such a process would be oriented more toward growth and development rather than reward and punishment.

 

This proposed Performance Management Process, once designed and implemented, will result in more efficient use of the manager's time, facilitate clear expectations of employee performance, and give employees a better sense of commitment and involvement in achieving the goals and mission of the organization.

 

Issue:29
 
 
 We encourage you to forward this Newsletter to colleagues or others whom you feel would be interested in receiving the RGL Pipeline
  

NLRB Delays Poster Requirement

 

There has been an overwhelming outcry against the new poster requirement from the National Labor Relations Board (NLRB) which has resulted in the "postponement" of the rule's implementation by at least two months.

 

As reported to you in a Special Edition of the PIPELINE on September 6th, the NLRB issued a final rule in August requiring employers to notify employees of their rights under the National Labor Relations Act (whether or not the existing workforce is unionized).  The original deadline to display the poster was November 14, 2011. 

 

The requirement drew very harsh criticism from employer organizations as well as a number of Congressional leaders, both Democrat and Republican, calling the rule an attempt by the NLRB to overreach its authority and place more burdens on employers.  Since the rule was finalized, some employer groups have filed lawsuits and initiated advertising campaigns to try to stop its implementation.

 

In announcing the delay, the NLRB said it decided to postpone the requirement to allow for "enhanced education and outreach to employers", particularly those who operate small and medium sized businesses.  The tentative new effective date of the rule is January 31, 2012.

 

 

 

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Regards'
Jim                            Rich                      Dave
Jim Kacena                                   Rich Lehr                              Dave Slivinski
Coach/Consultant                             President                                  Consultant

VIsit us on the web at www.rglconsultants.com