Our blog on HR Now. The Big Issues has generated much discussion amongst our clients. They have told us about several other issues on their minds:
1. Consistency of remuneration and benefits
Does everyone who stays for 10 years get the gold watch or only if you’re in the ‘A’ team?
While constant business change necessitates flexibility, to drive consistent behaviours and avoid problems associated with an ‘us and them’ culture it’s important for organisations to ensure an appropriate level of consistency in strategy in remuneration and other benefits across their business units and areas. For example, if a senior manager is entitled to a potential annual bonus based on sales staff retention over the long term but sales people who report to the manager are entitled to annual bonus based on team sales inconsistent behaviour between the sales team and their manager may arise. Or if time off in lieu of extra effort outside normal work hours is not being administered consistently across teams discontent between employees may arise.
2. The downside of collaboration
Teamwork and collaboration are recognised as resulting in better business outcomes but sometimes this way of working slows decision making unnecessarily and occasionally opportunities are missed because the team can’t be rallied quickly or takes too long to make a decision. For example, when specific consensus in a team cannot be reached an opportunity may be missed or a tough decision deferred for a period making the issue worse.
3. The worth of engagement surveys
Executives need to be ‘in touch’ with the people in their organisations but anonymous upward feedback surveys aren’t the best tool to deliver this information. Having this view accepted at senior levels is proving difficult for HR practitioners.
4. Gender diversity reporting
Private sector employers with 100 or more employees are required by the Federal Government to report annually on workplace gender equality. This is a not an insignificant obligation and requires the deployment of resources in advance.
5. Key employee risk is increasing
A ‘job for life’ is no longer the norm and several (or more) jobs on someone’s CV is not a bad thing but average tenure of talented employees appears to be decreasing. Tools for ‘key person’ retention require constant review.
Do these resonate with you? We would love to hear from you.