A call to action for managers and HR pros.

Times are tough. Even if you are doing OK, you know and notice that many workers are struggling to keep up. Companies are scaling back right when their workers need bigger raises to make up for huge price increases in gas, food, travel and housing.

So what are you doing to help? Well, if you are a manager or an HR professional, I recommend you get busy thinking of ways to make the lives of your valued employees better.

• Consider adjusting wages up if you can
• Offer alternative schedules to cut down on commuting expenses and improve work life balance
• Offer telecommuting if you can
• Adjust start times to allow people to come to work when there is less gas gobbling traffic
• Offer financial management classes to help people make better financial decisions
• Offer a bus pass program or other incentives for using public transportation
• Reduce business travel and use the money for pay and benefits - webinars are the way to go
• Ask your employees for their input on ways you can help

Now is NOT the time to be too rigid when it comes to schedules and workspaces. HR professionals and department managers have an opportunity - and obligation - to make a positive contribution during these times of economic uncertainty.

And if you are not in a decision making position, I suggest you print this post out and leave it in the mailboxes of several managers and the HR team on the morning before their next staff meeting. Be a catalyst!

Comments

[Mike King]

I just finished reading The Dream Manager and have been thinking about my own actions to look for ways to improve the workplace of others. I never thought to challenge my own peers to do the same in such a way.

This is a great challenge and I'll definitely do this once I'm back from holidays. Thanks for the idea!

[Terrence Seamon]

Great challenge, Lisa. I wonder how many managers are doing just the opposite of what you are suggesting?

Terry

[lisa haneberg]

Terrance - I think this is part of the problem. At a time when individuals need help and flexibility, some companies are cracking down. Some of the above changes can make a big difference to employees and cost little or nothing (or, surprise, surprise, might even return a benefit to the company in the form of more engaged workers).

[stephenbooth_uk]

Unfortunately right now is when a lot of managers (especially those who shouldn't really be managers as they don't have the people skills) see an opportunity to let their Theory-X side out with gleeful abandon. Come down hard on the workers 'cos they've got nowhere else to go and shedding a few 'squeaky wheels' to reduce head count can only make them look good to the boss. Wrong, way wrong, so wrong they can't even see right from there.

If, right now, you're prepared to bleed a bit to get decent pay rises for your staff and to help them out in other ways (like the ones you mention), they'll remember when things get better. If, on the other hand, you use the economic down turn as an excuse to squeeze your people they will remember that as well.

Here in the UK, after the last recession (1992 to 1996) a number of companies (SMEs for the most part) went out of business or lost market share months after the upswing had started and the economy had recovered significantly. Of those I had contacts in all had management who had used the recession as a reason to crack down on their staff and attack their pay and conditions. When the job market picked up again all their good performers (not necessarily top tier, top tier can move whatever the economic weather, but the bulk who get the work done) left for other companies.

Ask yourself this question, if the top 25% (by performance) of your production workforce were to walk out, could you survive?

Stephen

[Matt Nixon]

The top 25% walking out would be bad. I think the larger the company you have the better chance you would have to survive. What do you think?

[lisa haneberg]

I think that even if the middle 50% started to turn over, a business would suffer. We need to make it easier for our employees - not harder.

[Scott McArthur]

There is so much we could do. I suggest letting mornign people work in the mornign and evenign people work in the evening. Given that this represents 40% of human beings it could have a significant impact!

PS - I also suggest we all take a nap at 3pm!

[lisa haneberg]

Scott - letting people work the schedule that suits their style is a great idea.