dangletech

I look at an employment environment as a three-legged stool. The three legs are the employer (in terms of the employment value proposition), management, and the employee. Each is an important contributor to balance and stability, and each needs to be expressly articulated and measurable in order to remain unbroken.

What constitutes a healthy work environment? Well, for starters, there is a defined employment value proposition. This spells out the Company’s vision, mission, and core values. This explains what the employer provides in terms of tangible and intangible rewards, and what the employer expects in terms of employee behaviour and performance. There is clear definition of management’‘s role and responsibility vis a vis employees. For example, management is responsible for providing suppport and guidance to employees and for helping employees to overcome obstacles to their achieving business and aligned (with the needs of the organization) career success. And there is a clear and published definition of employees’ role and responsibilities vis a vis the employer. For example, employees are responsible for taking charge of their careers. The Company assists in this through an open job posting policy; through a track record of promoting from within the organization, and through providing learning opportunities. The manager assists by supporting the employee in seeing strengths and potential fits for using and growing these, and by helping the employee to overcome obstacles that would prevent him/her from pursuing these. The employee owns though, and is responsible for initiating actions to help them grow their skills and careers.

Most organizations operate in what I’d define as a blended environment; partly independent adult-oriented; partly paternalistic. Under the independent column, as examples,I would place such items as: self-directed group RRSP plans, and cafeteria style flex benefit plans. Under the paternalistc column, as examples, I would place such items as most performance management processes, some internet usage policies, and most compensation management processes.

This blended environment is not unusual, nor is it in and of itself unhealthy. Where things may go wrong however is when organizations have a paternalistic culture, and then when the business model changes, expect their employees to act as adults. At the least, this breeds resentment on the part of employees’ who may feel abandoned by the organization; however it may lead as well to a breakdown in the employer-employee relationship; lost productivity; and high employee turnover.

Examples abound. Think only about Nortel; the big three North American Automobile companies; Circuit City, and AIG.

As we progress towards the end of this current recession, there is a wonderful opportunity for employers to re-look at the employer-employee relationship, and to migrate this towards a place where employees are treated as adults in the work environment, much as they are in their non-work lives, as they manage personal and financial relationships, and accountability for decision-making.

Think about how you are treating employees through your policies and actions. Think about what risks these pose for the business. Think about what the business needs from employees. Think about how by changing some policies and actions, you can lessen risks and increase the probability of business success through people.

Start by being clear on what your employment environment is. Make sure that you have the employment value proposition nailed; that managers understand their roles; and that employees understand their accountability. Then, over time, in a well-communicated and well-planned out manner, move to tackle organizational processes that can be re-made to reflect the fact that you employ responsible adults. Candidates for inclusion in this process are: Hiring & Firing practices; Rewards; Employee Relations; Benefits; Performance Management; and Succession Planning.

We live in a world where increasingly, in the absense of leaders treating employees as responsible adults, governments and the courts are stepping in to fill the void. The opportunity is there for organizations to take this back. It’s in our hands as employers.