In disregard of the staff: organizational change, employee benefits and appraisals.

In disregard of the staff: organizational change, employee benefits and appraisals.


All companies, even the small ones, when deciding to make a new hire, define the job. They put a little bit of time into it, they figure what the requirements will be, the KSAs (knowledge, skills and abilities) and take into consideration the financial benefits, the non financial benefits, etc. They put thought into the process because if not, you get what you pay for. An organization may get lucky and hit the HR lottery with a great hire or you end up with well paid, sub par employees who don't care; who are a direct reflection of the company itself. Not good.

In a small disorganization where there are no secrets (yeah, not one) the process becomes even more important. You cannot disregard the feelings of the current employees, their tasks, their years on the job, experience, education and not to mention their current salary if for the sake of the new hire. The new hire is entering enemy territory, a hostile environment, who may or may not last regardless of the salary - and you will still be stuck with the disgruntled bunch you originally started with. Not good, and could have been avoided with a bit of communication.

It is not to say that a new hire does not deserve as many benefits as possible; and not to say that employees are created equal, but when the organization has no employee appraisal methods in place and raises are granted after the grunts and groans of the staff, they are doled out equally regardless of merit, accomplishments, or achievements it cheapens the entire process. Further, it instills in the employee that they are deserving of more money regardless of their errors, attitudes, and mishaps. It is a win-lose, lose-win situation, because at the end of the day, the company lost, the employee won, and no one learned a thing.

With some sort of employee appraisal method the company can better gauge the employee's work and their contributions to the firm (will be on the fast track from being a disorganization to a real organization) and they also position themselves to make better decisions about salary, comp time off, and other benefits that would also improve the quality life of the worker. Happy worker, better treated customers and clients, more productivity, more money made - just win, win, win. All of this winning with a tiny bit of communication and a bit more organization. However, going this route means that everyone is accountable for their actions and the company will have to place someone in charge of the employees/ This person will be an intermediary between management and the workers who can listen to both sides and mediate disputes and grievances. If there were an appraisal method and a clearly defined job description with defined tasks and duties maybe both employee and management wouldn't be as disgruntled and mediators wouldn't be needed with such frequency. It makes sense, doesn't it?

But, who is the person in charge of all this organization? A firm has many options; one being hiring a new employee with their job defined as HR administrator, hiring a consulting HR firm or redefining current roles (i.e. that of your current office manager perhaps?). Regardless of the path taken, a mature firm should have roles defined and catalogued (much like the merchandise but with no need for inventory) so when there are changes, turnover, etc filling the position does not become this arduous task - and no one looks like chickens with heads cut off running around in all directions except the one they should be (I laugh at the mental picture - memories of summer on the farm in DR).

In the end, you cannot disregard the loyal employees you do have good or bad. If changes need to be made - and no one is saying that change is easy - communicate and ensure them that while it will be a hard transition, that the changes are for the better; that the changes will improve their work lives and that of their personal lives, and so many other facets of their life. Employees want to be better (at least that what the modern studies show), they want to work and better the organization, but you have to give them the chance and you have to empower them. Give them the opportunity to "wow" you and you will see that they are more open to change and progress than they were given credit for.

...But like defining the job, the change must be thoroughly thought out and realized before it can be put into action if not you remain with a massive failure and disgruntled employees. Not good.


Good luck!


Sincerely,
~Cher