What Is The Best HR Strategy To Get To The Root Cause Of Employee Engagement Issues

“Human Resources Isn’t A Thing We Do. It’s The Thing That Runs Our Business.”

Employees are the life and breath of any company. No organisation could survive without people ready to give their all in for the success of their company. Human capital is the most important piece of any organisation and so is the work of Human Capital Consultant to come up with the best strategy to make these important assets of the company happy and engaged.

As HR Strategy Consultants, we help many firms to  lay out a perfect way to get to the root cause of Employee Engagement Issues and that is the Employee Surveys. Asking employee for their feedback on how company is doing as a whole is very important. However, to have a real impact, companies need to figure out what would they want to with the data they have collected. The actions of the company as a result of survey that sends out a message that the feedback given by the employees was valuable.

 

Employees survey starts a conversation over which some constructive solutions can be built. So what are the exact touchpoints which your employee survey should cover. Apart from some  custom questions, there are 4 problem areas which every organisation needs to address:

Communication - Communication is the most important for any organisation to accomplish their goals. At the same time, every employee need to communicate in order to perform well. As communication is so important, there can be issues around these which need to be addressed to ensure a smooth functioning of the work.

The survey should include questions like, “Do you get the assistance you need from your manager in order to perform well in your role?”, “Do you think you and your manager has a communication rhythm?” Having an understanding around this could help the company go a long way in finding out the root cause of Employee Engagement Issues.

Management - Company and Managers go side by side. Any work that is done is done through managers. So having  a healthy management practices in place is very important. As it is said, “People do not leave companies, they leave managers.” an employee survey can help you see a  bigger picture that where exactly the problem area lies.

The survey could include question like, “Does your manager challenges you enough to improve?”, “What is the one thing you expect your manager to do which he is currently not doing?”, “Would you recommend your manager to anyone?” etc.

Misalignment - This is a tricky one as there could be no direct way to judge this. It could be possible that managers face issues communicating, which gives a whole new angle to the employee engagement conversation and the prospective solutions. It could be because of policies and culture don’t match OR performance and communication doesn’t match OR communications and culture don’t match.

The survey could include questions like, “Suggest a change that  would improve your confidence in the future of our organization?” or “Mention one suggestion you want to give to the organisation as a whole to keep its employees satisfied?

Change Management - Everything ultimately boils down to finding the root cause and making a change for good. And employees will only give an honest feedback when they are sure that their feedback would be taken seriously and it would not be something that would become a cause of trouble for them. Trust is a key ingredient in Employee surveys.

The survey could include questions like, “Would you  recommend this company to your friend?” or “Do you see yourself in this company in next five years?” or “Are you excited about the company’s future?”

Keeping these 4 areas would help  collate a helpful survey but as we mentioned any feedback is nothing until acted upon and taken seriously. To ensure that employees are satisfied that actions are taken up on what they said, the companies can roll up a Follow-Up survey and ask  the employees how they feel about the changes that has been in place because the success of survey is based totally on the actions taken from that survey.

Why Should You Depend On International Executive Search Firms In India?

Human resource firms are one of the most important sectors which help a company to grow.  Executive firms are informally known as headhunters whose job is to recruit highly qualified candidates for senior-level and executive jobs. The method usually involves commissioning a third-party organization, typically an executive search firm, but possibly a standalone consultant or a consulting firm to research the opportunity of suitable qualified candidates working for competitors or related businesses or organizations. They identify a group of shortlisted candidates who qualify the requirements of a company and send the candidates to their respective job matching companies.

The Executive search firms act as a mediator between the employee and the employer. They also hold interviews, negotiate the salary and even prepare the contract of employment. Executive search professionals are also involved throughout the hiring process, conducting detailed interviews and presenting candidates to clients selectively, when they feel the candidate meets all stated requirements and would fit into the culture of the hiring firm. Executive search firms typically have long-lasting relationships with clients spanning many years, and in such cases the suitability of candidates is paramount. It is also important that such firms operate with a high level of professionalism and confidentiality.

There are a lot of advantages why you should depend on executive search firms for your company which are as follows

Cost Effective – Outsourcing candidates from a human resource consultancy firm can be really cost effective. If you interview, recruit, train an HR employee for your company it could be a matter of loss of time and money. Thus outsourcing candidates from executive search firms prove to be less costly and can save a lot of money. Hiring someone through international HR firms help in getting the best people at a lesser time. You need not spend much in going from here to there and get someone right for the job. International firms are reputed in giving jobs to the deserving candidates.

Efficient - In general and executive search firm HR is more experienced and can deal quite complex HR functions such as recruitment, compensation and benefits administration, employee regulations, employee handbooks and occupational health and safety of employees better. This will help the company to curtail the extra head-ache off an employee’s requirements which are taken care of by the executive search firms.

Less Turnover Problems – Human resource outsourcing reduces the risks of your company’s turnover. Some functions of the HR department simply can't stop because of a recent turnover.  HR consultancy is the best way to avoid a problem in your company’s core work if an employee leaves the job. Instead of getting the trouble of replacing an employee and searching for a new one, it’s better to fill the position of an employee perfectly by outsourcing. When you have international firms taking care of your business, the process gets smooth and makes the life easier.

Maintaining The Office Policies - An HR executive firm helps to maintain and keep up to date the policies that affect the work place. They will make sure your policies and procedures comply with these laws and that both the employer and the employee are protected. Office policies are adhered to by such firms as they have the experience in doing so. Global research and homework make it possible.

There are various Global Executive Search firms in India and International Executive Search Firms in India, who have been doing a fabulous job in outsourcing employees to the companies on the basis of the company’s requirements and the employees’ merits.