Planning an HR Visit to Remote Sites: What Should We Discuss with Employees?

Dear friends, I am planning to organize an HR visit to the business locations of the organization. The objectives of this visit are:

- To have a touchpoint with all the employees working at different/remote locations
- To build connectivity and visibility of Human Resources
- To enhance employee engagement

I kindly request suggestions on what HR should include and discuss with employees during their visit to the business locations.

Thank you,

Regards,
Anil
[Email Removed For Privacy Reasons]
[Phone Number Removed For Privacy Reasons]

Informal Approach and Employee Engagement

- Make it much more informal and do not announce your visit upfront.
- Get along with people, maybe try to have lunch in the same cafeteria and try to get the pulse.
- Suggest arriving at proposals for various employee engagements that they expect from the company.
- Make them feel that you are there to understand their concerns, help them add more value to the business, and thereby improve individual visibility.

Regards

I echo Consultme. A focus group or a brown bag meeting would be effective, but only once trust is built through informal interactions. The listening mechanism needs reinforcement with continued communication. Hence, keeping the employees informed about the developments implemented from their feedback is essential.

Frame Questions at Each Level

Frame questions at each level for the employees. Asking them about their jobs isn't enough. Here's an article from HBR, [Read a Plant Fast](http://ame.org) *(link updated to site home)* ([Search On Cite](https://www.citehr.com//results.php?q=Read%20a%20Plant%20Fast) | [Search On Google](https://www.google.com/search?q=Read%20a%20Plant%20Fast)). This was implemented to know everything about a plant without asking anyone any questions. This is related to Strategy in Manufacturing and not entirely HR. However, it adds to the acumen to understand them better. I request you to read it while working on this project.

Regards

Announcing Your First Visit

If this is your first visit, it makes sense to announce it. Let the employees know that you are coming and that you want to interact with them. Set a schedule. Meet the business head first, then with the managers (separately or as a group, depending on the requirement). Understand from them the problems they are facing with regard to HR. If possible and necessary, make a presentation on HR rules, regulations, or topics like disciplinary action and legal compliance. Cover things that you already know they are affected by. Also, make it clear to the managers during your interaction what HR expects from them.

Meeting with the Local HR Team

If you have a local HR team, meet them separately and discuss any issues they have. Involve them in your meeting with the business head and managers. Ask the local HR team or the business head to circulate an email informing the employees of your visit and offer to keep an hour aside for anyone who has a problem to discuss. As Consultme said, have lunch in the common cafeteria and interact with as many people as possible.

Meet the Supervisors and Staff

Feel the pulse and build the relationship. Based on the situation and business of your organization, you may consider discussing some of the points given below:

1. **Individual:** Get to know about the staff—their background, education, family (parents, siblings, spouse, children, etc.), hobbies, and interests.

2. **Accomplishments:** Discuss the years of service of the employee in the organization, their accomplishments/achievements, and their journey to the current position.

3. **Business:** Engage in a discussion about the business—revenue, profit, products/services, customers, general environment, and working environment.

4. **Training Needs:** Identify the requirement of training on skills, business products, services, etc.

5. **Objectives:** Determine if they are willing to take on higher responsibilities. What do they want to achieve in life, and what support do they require from the organization?

6. **Support from Head Office:** Are there any specific areas that require support from the Head Office or departments?

7. **HR Support:** Discuss HR support required on various issues, including compensation, incentives, privileges, leave, work-life balance, etc.

8. **Suggestions on System/Process:** Gather any suggestions on systems or processes that require revisiting.

Ensure that you study the dossier/file of each staff member prior to your visit.

Regards,