Dear Kavitha
You can organise the same on the birth day of the concerned employees. from Boss to boy you can organise on their birth day and you can make a general session with them, which will give good impression on the minds of the employee, that they are being recognised on their birthday.
From India, Kumbakonam
1168You can organise the same on the birth day of the concerned employees. from Boss to boy you can organise on their birth day and you can make a general session with them, which will give good impression on the minds of the employee, that they are being recognised on their birthday.
From India, Kumbakonam
Dear all,
I read all posting regarding this matter. Very nice throught. but i want to give you a suggetion regarding this new events.
Make a process for "EMPLOYEE OF THE MONTH" & arrange coffee with him. and you can give any Award to him and also give a certificate for "EMPLOYEE OF THE MONTH".
Very important after this events your employee highly motivated & also Employee's confidence in HR, their counseling, problem solving and just getting information which they were not able to share with anyone.
From India, Delhi
I read all posting regarding this matter. Very nice throught. but i want to give you a suggetion regarding this new events.
Make a process for "EMPLOYEE OF THE MONTH" & arrange coffee with him. and you can give any Award to him and also give a certificate for "EMPLOYEE OF THE MONTH".
Very important after this events your employee highly motivated & also Employee's confidence in HR, their counseling, problem solving and just getting information which they were not able to share with anyone.
From India, Delhi
Dear Babu, can you please share a sample of your MOM so that we can further discuss what else can be added in the discussion with the employee. Regards, Ruchika
From India, Delhi
From India, Delhi
Hi all,
can it be like a structured interview of employees or it should be a informal discussion leading to important outcomes.
if it has to be informal discussion then what sort of questions we should start with. are these direct questions or indirect questions...
please explore..
regards,
nishu
From India, New Delhi
can it be like a structured interview of employees or it should be a informal discussion leading to important outcomes.
if it has to be informal discussion then what sort of questions we should start with. are these direct questions or indirect questions...
please explore..
regards,
nishu
From India, New Delhi
Hi Everyone,
What kind of questions we should ask to the employee. kindly share your thoughts. I wanted to start this concept from 6 month, but no idea what to ask. because i dont want to create a problem in employees.
Best Regards
Praveen
From India, Bangalore
What kind of questions we should ask to the employee. kindly share your thoughts. I wanted to start this concept from 6 month, but no idea what to ask. because i dont want to create a problem in employees.
Best Regards
Praveen
From India, Bangalore
Hi Binu, Good concept....but, how to apply in practical, please share this concept of coffee with employee in details as I am only 5 months experience in HR....
From India, Mumbai
From India, Mumbai
Subject- Re: Coffee with Employee
Hi to all members,
First of all Congrtas to Binu for starting such a wonderful initative...Hope it goes out well as per plan. Intrestingly I have started the similar sort of initiative in our Company. Our Company is undergoing the proces of ISO implementation which requires lot of one to one interactions and discussions. The purpose is to facilitate,understand and providde support which results in the enhancement of each and every employee.
Suggestions from the members are welcomed..
All the Best!! God Bless all!!
Anu
From India, Ghaziabad
Hi to all members,
First of all Congrtas to Binu for starting such a wonderful initative...Hope it goes out well as per plan. Intrestingly I have started the similar sort of initiative in our Company. Our Company is undergoing the proces of ISO implementation which requires lot of one to one interactions and discussions. The purpose is to facilitate,understand and providde support which results in the enhancement of each and every employee.
Suggestions from the members are welcomed..
All the Best!! God Bless all!!
Anu
From India, Ghaziabad
Hi.
Meet with Employees is a very important initiative that will get the HR close to the employees. This can easily help avoid some intriguing situations that have earlier been brought to our notice in this forum. E.g. There was an HR person who was asked to plant spies in his organization, to help the management feel the pulse of the employees.
These connect sessions can happen formally or informally. Formalizing the meet by giving it a structure, fixed duration will get this initiative the required response and acceptance. The employees should not get anxious over being spotted in the cafeteria with an HR person for 15 to 20 min. His colleagues or supervisor shouldn't misinterpret the nature of the discussion. Also, in an organization where there are more than one HR personnel, this initiative should follow a standard - similar topics must be discussed and the same ideas must be disseminated by the HR personnel. Most importantly, there should be an agenda for these meets. The management should see a return on the investment of time and resources. Productivity time of the employees - both HR and non-HR needs to be accounted for. So standardizing the set of topics that will be discussed is inevitable. I am assuming that you as an HR personnel would want to measure the satisfaction levels of the employees. So, having discussions with your senior management would help you identify areas that you need to focus on. The number of employees to be met can be decided and since the questions are predetermined, the responses can be documented and shared with the management periodically.
Thanks.
From India, Madras
Meet with Employees is a very important initiative that will get the HR close to the employees. This can easily help avoid some intriguing situations that have earlier been brought to our notice in this forum. E.g. There was an HR person who was asked to plant spies in his organization, to help the management feel the pulse of the employees.
These connect sessions can happen formally or informally. Formalizing the meet by giving it a structure, fixed duration will get this initiative the required response and acceptance. The employees should not get anxious over being spotted in the cafeteria with an HR person for 15 to 20 min. His colleagues or supervisor shouldn't misinterpret the nature of the discussion. Also, in an organization where there are more than one HR personnel, this initiative should follow a standard - similar topics must be discussed and the same ideas must be disseminated by the HR personnel. Most importantly, there should be an agenda for these meets. The management should see a return on the investment of time and resources. Productivity time of the employees - both HR and non-HR needs to be accounted for. So standardizing the set of topics that will be discussed is inevitable. I am assuming that you as an HR personnel would want to measure the satisfaction levels of the employees. So, having discussions with your senior management would help you identify areas that you need to focus on. The number of employees to be met can be decided and since the questions are predetermined, the responses can be documented and shared with the management periodically.
Thanks.
From India, Madras
Dear All,
I've read all the comments and I found a very nice ideas. Thank you Binu for starting this post. Whatever the practice you are going to do, I do agree with Radhika regarding the Return on Investment of your initiatives in any HR fields. Top management wants to know what benefits and they will get out of it. If you can answer the question: what's in it for me? then you can convince all parties to participate or support the initiative. After all, it is consuming time and resources of the organisation.
I liked the initiative of Babu, thank you for sharing it. However, I read some comments about being skeptic to sit with the HR and talking face-to-face about these issues. Moreover, in some organisations, the number of the employees is huge and HR department can't manage to meet separately with everyone.
My approach was driven from a participatory approach in project planning. What I've done was the following:
Title: HR Workshop
Concept: Open discussion with employees to discuss problems, suggestions, and improve the working environment and enhance employee satisfaction.
Methodology: First of all, divide your company into connected parts to attend the HR Workshop e.g. Sales & Marketing, Finance & Admin, etc. you can divided into different ways depending on your purpose. You may want to enhance interaction between different departments who doesn't have good connection, or you may want to solve common issues to interrelated departments, etc.
Then, you have to plan very good to this workshop before starting. Your time, your presentation, the sitting (preferably an open box arrangement or conference arrangement) all of this should be planned and prepared beforehand while keeping your purpose in mind.
Execution: First of all, you should start by implementing some icebreakers. You can find a lot of examples on the internet. Icebreakers should be amusing with purpose as well e.g. enhancing communication, trust, etc. in addition to the main purpose of the icebreakers which is establishing a positive atmosphere for the participants and prepare them to interact positively.
If you are new in the company, or you haven't met the employees before, I think it is a good idea to make a brief presentation on HR as a function and what is the role of the HR in the organisation. Many employees, and sometimes managers, don't really know what HR can do for them.
Then, you should have a wall where you can stick rolls of paper on it. Distribute post-it papers/piles to participants with markers. On the stuck papers on the wall, you divide it into major topics. You may choose the way you want e.g. 1) suggestions part 2) claims/problems part or be more specific like 1) Performance 2) Compensation 3) training 4) general problems 5) suggestions... or whatever you like. The important issue here is to be in charge of this in order to be able to orient the workshop towards your purpose.
To make it confidential and let employees feel secure and open to put their opinions, everyone should write one suggestion/problem on a separate post-it paper and they can write as much post-it as they want WITHOUT WRITING THEIR NAMES ON IT, this is very important. You give them 10 to 15 minutes to do so. After they finish, they should start sticking their post-it papers (should be from the long size to be able to write on it) under the accurate title on the papers stuck on the wall.
When time is finish, you shall start with their participation, sorting out post-it papers based on the written ideas because you will find a lot of common ideas, so you put stick them over each other since they represent one idea. You do so to all the points until you finish all the post-it.
When you finish this, you will have a large range of suggestions. You can start making your report about the suggestions and issues that the employees have raised. I advise you to take photos and let someone take photos of the whole session and of every activity in it. It will be amusing to share the photos with the company and to put some in your report.
Later on, you should prioritise your findings based on what is easy to solve/implement and do it right away, after you get the top management approval of course. This is very important. Employees will be testing you whether you are serious and can do changes or not. If you were able to make some changes then you will make a good impact and you will build trust and good relationship with your employees. Therefore, I suggest that you gain the approval and support of the top management before you start this exercise.
Whenever you make a change based on the suggestions of this workshop, I suggest that you make a communication on it and link it to the workshop suggestions to remind participants that the workshop pays-off. And this is why you should sort the suggestions with the participants assist so they know about all their queries. You even should send the report you made to all of them so they can know about all of the suggestions.
Then you repeat this workshop with all other departments/divisions to cover all employees. You can plan to do it once or twice a year. In the Annual conference day, if your company conduct one, you should talk about this initiative pointing to their suggestions and your achievement in this regard. This is to build more trust and encourage them to participant in the next year similar workshops.
I hope it is useful and doing so can save you time and build a strong and good relationship with everyone. After that, you can make an open days each one or two months to talk to employees individually - only for those who request to meet HR.
Wish you good luck and successful implementation.
From Syrian Arab Republic
I've read all the comments and I found a very nice ideas. Thank you Binu for starting this post. Whatever the practice you are going to do, I do agree with Radhika regarding the Return on Investment of your initiatives in any HR fields. Top management wants to know what benefits and they will get out of it. If you can answer the question: what's in it for me? then you can convince all parties to participate or support the initiative. After all, it is consuming time and resources of the organisation.
I liked the initiative of Babu, thank you for sharing it. However, I read some comments about being skeptic to sit with the HR and talking face-to-face about these issues. Moreover, in some organisations, the number of the employees is huge and HR department can't manage to meet separately with everyone.
My approach was driven from a participatory approach in project planning. What I've done was the following:
Title: HR Workshop
Concept: Open discussion with employees to discuss problems, suggestions, and improve the working environment and enhance employee satisfaction.
Methodology: First of all, divide your company into connected parts to attend the HR Workshop e.g. Sales & Marketing, Finance & Admin, etc. you can divided into different ways depending on your purpose. You may want to enhance interaction between different departments who doesn't have good connection, or you may want to solve common issues to interrelated departments, etc.
Then, you have to plan very good to this workshop before starting. Your time, your presentation, the sitting (preferably an open box arrangement or conference arrangement) all of this should be planned and prepared beforehand while keeping your purpose in mind.
Execution: First of all, you should start by implementing some icebreakers. You can find a lot of examples on the internet. Icebreakers should be amusing with purpose as well e.g. enhancing communication, trust, etc. in addition to the main purpose of the icebreakers which is establishing a positive atmosphere for the participants and prepare them to interact positively.
If you are new in the company, or you haven't met the employees before, I think it is a good idea to make a brief presentation on HR as a function and what is the role of the HR in the organisation. Many employees, and sometimes managers, don't really know what HR can do for them.
Then, you should have a wall where you can stick rolls of paper on it. Distribute post-it papers/piles to participants with markers. On the stuck papers on the wall, you divide it into major topics. You may choose the way you want e.g. 1) suggestions part 2) claims/problems part or be more specific like 1) Performance 2) Compensation 3) training 4) general problems 5) suggestions... or whatever you like. The important issue here is to be in charge of this in order to be able to orient the workshop towards your purpose.
To make it confidential and let employees feel secure and open to put their opinions, everyone should write one suggestion/problem on a separate post-it paper and they can write as much post-it as they want WITHOUT WRITING THEIR NAMES ON IT, this is very important. You give them 10 to 15 minutes to do so. After they finish, they should start sticking their post-it papers (should be from the long size to be able to write on it) under the accurate title on the papers stuck on the wall.
When time is finish, you shall start with their participation, sorting out post-it papers based on the written ideas because you will find a lot of common ideas, so you put stick them over each other since they represent one idea. You do so to all the points until you finish all the post-it.
When you finish this, you will have a large range of suggestions. You can start making your report about the suggestions and issues that the employees have raised. I advise you to take photos and let someone take photos of the whole session and of every activity in it. It will be amusing to share the photos with the company and to put some in your report.
Later on, you should prioritise your findings based on what is easy to solve/implement and do it right away, after you get the top management approval of course. This is very important. Employees will be testing you whether you are serious and can do changes or not. If you were able to make some changes then you will make a good impact and you will build trust and good relationship with your employees. Therefore, I suggest that you gain the approval and support of the top management before you start this exercise.
Whenever you make a change based on the suggestions of this workshop, I suggest that you make a communication on it and link it to the workshop suggestions to remind participants that the workshop pays-off. And this is why you should sort the suggestions with the participants assist so they know about all their queries. You even should send the report you made to all of them so they can know about all of the suggestions.
Then you repeat this workshop with all other departments/divisions to cover all employees. You can plan to do it once or twice a year. In the Annual conference day, if your company conduct one, you should talk about this initiative pointing to their suggestions and your achievement in this regard. This is to build more trust and encourage them to participant in the next year similar workshops.
I hope it is useful and doing so can save you time and build a strong and good relationship with everyone. After that, you can make an open days each one or two months to talk to employees individually - only for those who request to meet HR.
Wish you good luck and successful implementation.
From Syrian Arab Republic
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Google's Death Benefit Policy for Employee Family Members.pdf
Employee Appraisal Form new.doc