I need to conduct "lets talk initiative" in my company. Which means I(HR) have to speak individually to each employee. Time duration is 45 minutes. Can you please tell me what are the facts should be covered in this personal meeting. If you have any attachments pls forward.
I have to start this from tomorrow, so pls reply soon.
From India, Madras
I have to start this from tomorrow, so pls reply soon.
From India, Madras
Hello friend,
This is a very good initiative and NOT AN EASY one!
1. You need to identify who you would like to talk - will you choose someone randomly - or you would have structure to select a person for this talk. Alternatively you may send a mail informing about the initiative and invite people to send their interest in talking to you as a representative of HR. This will help start the process.
2. I personally feel that you may prepare a list of questions on certain topics and as you start the discussion it may happen that person himself wants to say many things not necessarily as per your agenda. In such case you have to continue to listen to him and note down the issues he has put forth.
3. Most of the time you will need to play a "listeners role" this is not an easy one - you should only give him clarifications in case he is not aware of certain policies etc. Otherwise you need to respect his feelings and view point. You need to understand the underlying message.
4. I feel that there is no need to conclude anything in the same meeting as some issues will need to be deliberated at various levels - so you should give an assurance that the opinions, suggestions will be considered.
5. If there is something which needs urgent attention - you need to inform your superior in HR - who could take some fast decision in consultation with top management.
6. As I said there is no need to look for a standard format - let the process start - it will evolve.
7. Generally such role of Listening Post is played by a Senior Management officer however if HR is starting the initiative it is a good step.
8. Senior and Top Management should be willing to work on feedbacks given by you from these sessions - if that does not happen then slowly people will not come to you as they would not see any value addition from such sessions [rather it may adversely affect the image of HR and personally you] So continue to work towards getting commitment from seniors for action on issues that surface in these meetings. Even if 10-15% of issues are addressed it is a GREAT SUCCESS for HR.
Wishing you best for your initiative - I am sure it will help improve employee engagement level and also build solid image of HR.
Regards
Nishikant
From United States, Greensboro
21This is a very good initiative and NOT AN EASY one!
1. You need to identify who you would like to talk - will you choose someone randomly - or you would have structure to select a person for this talk. Alternatively you may send a mail informing about the initiative and invite people to send their interest in talking to you as a representative of HR. This will help start the process.
2. I personally feel that you may prepare a list of questions on certain topics and as you start the discussion it may happen that person himself wants to say many things not necessarily as per your agenda. In such case you have to continue to listen to him and note down the issues he has put forth.
3. Most of the time you will need to play a "listeners role" this is not an easy one - you should only give him clarifications in case he is not aware of certain policies etc. Otherwise you need to respect his feelings and view point. You need to understand the underlying message.
4. I feel that there is no need to conclude anything in the same meeting as some issues will need to be deliberated at various levels - so you should give an assurance that the opinions, suggestions will be considered.
5. If there is something which needs urgent attention - you need to inform your superior in HR - who could take some fast decision in consultation with top management.
6. As I said there is no need to look for a standard format - let the process start - it will evolve.
7. Generally such role of Listening Post is played by a Senior Management officer however if HR is starting the initiative it is a good step.
8. Senior and Top Management should be willing to work on feedbacks given by you from these sessions - if that does not happen then slowly people will not come to you as they would not see any value addition from such sessions [rather it may adversely affect the image of HR and personally you] So continue to work towards getting commitment from seniors for action on issues that surface in these meetings. Even if 10-15% of issues are addressed it is a GREAT SUCCESS for HR.
Wishing you best for your initiative - I am sure it will help improve employee engagement level and also build solid image of HR.
Regards
Nishikant
From United States, Greensboro
Thank You Nishikant for your immediate reply.
1. I have to prepare the structure along with the timings when at what time I will be meeting the individuals.
2. The question arises here is that i jus completed Employee Satisfaction Survey in the first week of Feb 2008, So now am blank what to prepare the questions.
From India, Madras
1. I have to prepare the structure along with the timings when at what time I will be meeting the individuals.
2. The question arises here is that i jus completed Employee Satisfaction Survey in the first week of Feb 2008, So now am blank what to prepare the questions.
From India, Madras
Hello,
The employee survey has very general questions. The survey result generally gives organizational level conclusions. Has your survey given you insights at work group level? Possibly not.
Through this initiative you can analyse issues at work group level and individual level. You may consider asking following questions:
1. Do you think you have enough role clarity? Does your superior clarify the expectations from you?
2. Are you provide with the resources you need to perform your work? Material resources, financial resources, information and knowledge resources?
3. Does your superior recognize you for your achievements? How often your superior gives a pat on your back for good job done?
4. Do you feel that you are respected as a valued member of the team?
5. DO you get opportunity to give suggestions to improve working of the department /section?
6. Does your superior show interest in developing you and contribute towards your career growth?
7. Do you think your colleagues/your superior care for you?
8. Do you think HR department cares for people?
I think these questions will give you lot of information on the work group level issues.
Regards
Nishikant
From United States, Greensboro
The employee survey has very general questions. The survey result generally gives organizational level conclusions. Has your survey given you insights at work group level? Possibly not.
Through this initiative you can analyse issues at work group level and individual level. You may consider asking following questions:
1. Do you think you have enough role clarity? Does your superior clarify the expectations from you?
2. Are you provide with the resources you need to perform your work? Material resources, financial resources, information and knowledge resources?
3. Does your superior recognize you for your achievements? How often your superior gives a pat on your back for good job done?
4. Do you feel that you are respected as a valued member of the team?
5. DO you get opportunity to give suggestions to improve working of the department /section?
6. Does your superior show interest in developing you and contribute towards your career growth?
7. Do you think your colleagues/your superior care for you?
8. Do you think HR department cares for people?
I think these questions will give you lot of information on the work group level issues.
Regards
Nishikant
From United States, Greensboro
I would like to add one more question in a tete a tete with employee that whether he knows the objective of his company.
From India, Calcutta
From India, Calcutta
Dear Jothi,
I dont think that you have to ask certain question at the begining .i think the first phase is to let the employees talk and express their work life.
I do your idea in our factory with all workers but in another way.First we make each department aware of the date and time of its monthly "Likaa"meeting .
HR staff meet the manager of the department and his subordinates available in the shift.As the work day in the factory is divided into three shifts. we meet the three shifts each shift on its starting time. we ask each one of the workers to talk about his comments on work and to tell us if he has a suggestion to reduce the cost or new ideas for better improvement in the work cycle in general. After that i write a report about each departments problems and suggestions with the name of each employee who talked in the meeting. i sent the report to vice president to discuss with the HR director and manufacturing director.After they feed me back with their comments and the determined actions to solve the existing problems , i feed each departments and its employees in the next meeting.
This is really work .The employees are very happy to find that their voice reach the top management and that their problems are solved . they enjoy the space of democracy we gave them.
"Likaa meeting" is not only a benefit for the employees but also it is a great benefit for the organization. one of our employees suggested a good idea to reduce the cost and we carried it out. [color=darkblue]Wish you all the best :)
Mai[/color]
From Egypt, Cairo
I dont think that you have to ask certain question at the begining .i think the first phase is to let the employees talk and express their work life.
I do your idea in our factory with all workers but in another way.First we make each department aware of the date and time of its monthly "Likaa"meeting .
HR staff meet the manager of the department and his subordinates available in the shift.As the work day in the factory is divided into three shifts. we meet the three shifts each shift on its starting time. we ask each one of the workers to talk about his comments on work and to tell us if he has a suggestion to reduce the cost or new ideas for better improvement in the work cycle in general. After that i write a report about each departments problems and suggestions with the name of each employee who talked in the meeting. i sent the report to vice president to discuss with the HR director and manufacturing director.After they feed me back with their comments and the determined actions to solve the existing problems , i feed each departments and its employees in the next meeting.
This is really work .The employees are very happy to find that their voice reach the top management and that their problems are solved . they enjoy the space of democracy we gave them.
"Likaa meeting" is not only a benefit for the employees but also it is a great benefit for the organization. one of our employees suggested a good idea to reduce the cost and we carried it out. [color=darkblue]Wish you all the best :)
Mai[/color]
From Egypt, Cairo
Hello Mai,
Thank you for sharing the best practice implemented at your factory.
It is important that an employee feels valued and listening to them is very important. Such dialogue can result in using the immense potential that every employee has in him.
In some of companies such sessions at the start of the shift are called " Sunrise Meetings". However such meetings are in groups. Separate one to one sessions will be able to address individual level issues.
Thanks once again for sharing wonderful experience.
Regards
Nishikant
From United States, Greensboro
Thank you for sharing the best practice implemented at your factory.
It is important that an employee feels valued and listening to them is very important. Such dialogue can result in using the immense potential that every employee has in him.
In some of companies such sessions at the start of the shift are called " Sunrise Meetings". However such meetings are in groups. Separate one to one sessions will be able to address individual level issues.
Thanks once again for sharing wonderful experience.
Regards
Nishikant
From United States, Greensboro
hi ,
Iam working as a quality manager for a software provider company , i need to need to conduct one on one sessions with the employees ,so i need to intimate this through mail . kindly help me with the format of the mail that has to be sent to the employees
regards
kavitha.A.P
From India, Bangalore
Iam working as a quality manager for a software provider company , i need to need to conduct one on one sessions with the employees ,so i need to intimate this through mail . kindly help me with the format of the mail that has to be sent to the employees
regards
kavitha.A.P
From India, Bangalore
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