Changing Attitudes: 3 Positive HR Changes You Can Implement Immediately

Loyal employees are not hired; they’re cultivated. Positive work environments, respectful human resource procedures, and realistic expectations create staff who work hard for their employers.

On the other hand, a naturally loyal person isn’t going to stay long at a job where they are disrespected, overworked, and underappreciated.

This doesn’t mean you have to pay top dollar and offer incredible benefits. In fact, some of the most loyal employees could easily get paid better somewhere else. They stick around for the positivity and high morale, not the perks.

It starts with the internal management of your company. If your turnover is high and overall staff morale is low, here are some positive HR changes you should put into place now.

3 Changes to Improve Your Human Resources

 Expecting to find a top employee willing to work for you when what you offer isn’t equitable is unrealistic. They’ll quickly find another employment opportunity where they’re appreciated for their skills.

Before you put in another job opening request, first make some changes to your business so you can keep that top applicant you find.

  1. Create a job training manual. It all starts with your internal resources. If you spent too much time teaching your new employees, you need to streamline your repetitive steps with a training manual.

This could be as simple as an easy-access binder as a go-to for frequently asked questions. It should be the first resource new employees check before they come to Human Resources. Every form that might be necessary, from new employee paperwork to workers’ compensation forms, should be available.

Today’s technology makes it easy to add everything into PDF documents or an easy step-by-step training video. It saves you time, which equates to saving money. It also increases the confidence of your employees, since they have an easy resource to access when they have questions.

  1. Increase your hiring net. Some job positions are perfect for people who don’t have a lot of prior work experience. If you expand your net to include offering job training for autistic adults,for instance, you’ll bring in people who are grateful for the work.

The extra diversity in your office, no matter whether it’s through hiring autistic, deaf or hard of hearing, or any other minority group, creates a positive atmosphere overall. As people learn to work together despite their differences, your business succeeds.

  1. Check who your human resource employees are. In small businesses, the HR person may be the same as the manager or owner. But in a large company, it’s whoever fills the role at the time.

The human resource person could be the same person causing your high turnover. Not everyone has the personality to fit this job description. Employees go to HR when they have concerns and problems. If your HR person is impersonable, impatient, and unempathetic, they might be better off in another position.

Make Some Internal Changes to Keep External Employees

 With these three simple little changes, you will be able to cultivate an atmosphere that encourages loyalty and longevity. Your human resource department is the constant for all new and existing employees. Make sure it’s strong enough to keep and guide your staff well!


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