Workforce and Succession Planning
Employee development, employee engagement, and employee recognition are critical business functions that encourage talented staff to stay in place. Consider:
- How can quality of work life be improved to make the organization a more desirable place to work? Is the environment clean, orderly, and professional? If not, can resources be obtained to address problem areas?
- How are new employees onboarded? Do you have "hosts" or "buddies" to help new hires get acclimated? How can relationships among colleagues, supervisors, and managers become more collaborative, positive, and enriching?
- Do you conduct exit interviews and administer surveys to find out what employees need and want?
- Is there diversity among the staff? If not, how can you incorporate diversity into your recruitment and development strategies? Can the 55b/c program or other appropriate mechanisms be used?
- What scheduling or work options can you consider implementing to help employees better balance work and home life, such as alternate work schedules or part-time work?
- How can assignments be made more challenging and varied? Are employees provided opportunities to learn and grow? Can additional resources be devoted to career development? Are transitional opportunities available, such as traineeships for clerical, secretarial and paraprofessional staff?
- How can promotional opportunities be enhanced in conjunction with other strategies? What rotational opportunities are available? Does your agency have a mentoring program?
- How are employees recognized and rewarded for their performance? Are all employees aware of the programs or process available for recognizing good work? Are sufficient supports in place for managers to motivate and support their employees?