Pat Perry: Will you marry me? - News-Herald.com

By Pat Perry

The wedding season is in full swing these days.

As couples begin their lives together, there is great excitement, joy and the hope that this marriage thing works really well.

The institution of marriage teaches us many lessons, regardless of whether you are an innocent bystander or a participant.

Those with good marriages provide us a blueprint on how to successfully manage legally binding partnerships like the traditional employer-and-employee relationship. Assuming your company is interested in attracting great candidates for long-term relationships (employment), here are a few ideas that might increase the probability that your marriage with them won't end in nasty "divorce."

-- Looking good

Your company's image and personality (culture) are critical in determining the type of employment candidates you attract. If you are known as an "employer of choice" for top performing people, your chances increase dramatically that you are going to get the employees you have always dreamed about.

-- Online "dating"

Today, having an online career center on your company's website is a necessity. Candidates of all ages are using the Internet to research companies, seek openings and learn about corporate cultures, compensation and benefit programs. Online career centers need to be easy to navigate and impressive. If you do not have a web presence or your career center is archaic, good candidates may remove your company from consideration. You won't even get a chance for a first "date. "And, if you are not already, consider posting open positions utilizing online job boards like CareerBoard.com and specialty boards that are industry specific. More and more companies also are taking advantage of social media outlets like Facebook, Twitter and LinkedIn to promote their organizations and also job openings.

-- The courtship

If you are really serious about hiring top people with the intention of keeping them long-term, ensure that your selection process is comprehensive. That includes core components like an excellent and timely interview process, clarifying expectations, a thorough background investigation and assessment testing. Continued...

In addition, make sure candidates see where they will be "living" (working) most of their waking hours and, most importantly, ensure they get to meet the "family" (the employees/management they will be working with and for). Last but not least, keep candidates in the loop regarding the process and timing. Their "eyes" can stray for a more attractive opportunity if you don't pay attention to them. If they have to ask "where the relationship is going," you have not done your job.

-- "Wedding day"

The big day is approaching when selected candidates become your employees and arrive for their first day on the job. Some planning needs to take place to ensure that new employees feel welcome and also have the necessary tools and information to perform their jobs. Consider having their email addresses, phone extensions, business cards (if applicable), office supplies and/or other basic workplace necessities ready for their arrival. There might also be a lunch (reception) planned to welcome new employees.

-- The "Honeymoon"

Depending upon the organization, the "honeymoon" period with employees can last from a day to a few weeks.

Typically, new employees enjoy a little time getting formally and informally oriented to the organization. Your orientation and on-boarding program should be personalized, consistent and well-rounded, providing opportunities for you and new employees to warm up to each other and learn more about each other now that you are legally "living together."

Hopefully this is a pleasant experience for all parties and reinforces new employees' decisions to come to work for your company.

-- Reality

Once the excitement of the first few weeks has worn off, it will be critical to keep new employees engaged and interested.

Like marriage, this can be challenging at times as careers are filled with lots of bumps along the way. Continued...

There may be disagreements and/or concerns over compensation, budgets and other employees, the direction of the company, job security, travel, expectations, and workplace policies during employees' tenure. Open lines of communication will be critical to manage through these items.

In addition, keep the work challenging, fun and intellectually stimulating, especially for top-performing people.

Understand your top performers' needs and be willing to address these along the way.

-- Show appreciation

As time goes on, it may become easy to take top performers for granted. That is dangerous territory, because top people are difficult to find and keep. Beyond your core recognition programs, consider surprising your top people now and then with recognition and rewards that "wow" them.

They will appreciate the effort, and it will remind them that their partnership with you is a solid one. Last but not least, don't forget their employment anniversary!

Marriage is hard work at times and so is the employer/employee relationship. Many of your employees spend more time at your company than with their significant others.

Consider the elements of a successful marriage as you manage your workforce, and chances are you'll have long-term employment relationships with some exceptional people.

Given the business challenges these days, having "cold feet" to commit to this strategy will just get you in hot water.

Pat Perry is the president of ERC, a Northeast Ohio-based HR organization that assists companies with the attraction, retention and motivation of employees.

By Pat Perry

The wedding season is in full swing these days.

As couples begin their lives together, there is great excitement, joy and the hope that this marriage thing works really well.

The institution of marriage teaches us many lessons, regardless of whether you are an innocent bystander or a participant.

Those with good marriages provide us a blueprint on how to successfully manage legally binding partnerships like the traditional employer-and-employee relationship. Assuming your company is interested in attracting great candidates for long-term relationships (employment), here are a few ideas that might increase the probability that your marriage with them won't end in nasty "divorce."

-- Looking good

Your company's image and personality (culture) are critical in determining the type of employment candidates you attract. If you are known as an "employer of choice" for top performing people, your chances increase dramatically that you are going to get the employees you have always dreamed about.

-- Online "dating"

Today, having an online career center on your company's website is a necessity. Candidates of all ages are using the Internet to research companies, seek openings and learn about corporate cultures, compensation and benefit programs. Online career centers need to be easy to navigate and impressive. If you do not have a web presence or your career center is archaic, good candidates may remove your company from consideration. You won't even get a chance for a first "date. "And, if you are not already, consider posting open positions utilizing online job boards like CareerBoard.com and specialty boards that are industry specific. More and more companies also are taking advantage of social media outlets like Facebook, Twitter and LinkedIn to promote their organizations and also job openings.

-- The courtship

If you are really serious about hiring top people with the intention of keeping them long-term, ensure that your selection process is comprehensive. That includes core components like an excellent and timely interview process, clarifying expectations, a thorough background investigation and assessment testing.

In addition, make sure candidates see where they will be "living" (working) most of their waking hours and, most importantly, ensure they get to meet the "family" (the employees/management they will be working with and for). Last but not least, keep candidates in the loop regarding the process and timing. Their "eyes" can stray for a more attractive opportunity if you don't pay attention to them. If they have to ask "where the relationship is going," you have not done your job.

-- "Wedding day"

The big day is approaching when selected candidates become your employees and arrive for their first day on the job. Some planning needs to take place to ensure that new employees feel welcome and also have the necessary tools and information to perform their jobs. Consider having their email addresses, phone extensions, business cards (if applicable), office supplies and/or other basic workplace necessities ready for their arrival. There might also be a lunch (reception) planned to welcome new employees.

-- The "Honeymoon"

Depending upon the organization, the "honeymoon" period with employees can last from a day to a few weeks.

Typically, new employees enjoy a little time getting formally and informally oriented to the organization. Your orientation and on-boarding program should be personalized, consistent and well-rounded, providing opportunities for you and new employees to warm up to each other and learn more about each other now that you are legally "living together."

Hopefully this is a pleasant experience for all parties and reinforces new employees' decisions to come to work for your company.

-- Reality

Once the excitement of the first few weeks has worn off, it will be critical to keep new employees engaged and interested.

Like marriage, this can be challenging at times as careers are filled with lots of bumps along the way.

There may be disagreements and/or concerns over compensation, budgets and other employees, the direction of the company, job security, travel, expectations, and workplace policies during employees' tenure. Open lines of communication will be critical to manage through these items.

In addition, keep the work challenging, fun and intellectually stimulating, especially for top-performing people.

Understand your top performers' needs and be willing to address these along the way.

-- Show appreciation

As time goes on, it may become easy to take top performers for granted. That is dangerous territory, because top people are difficult to find and keep. Beyond your core recognition programs, consider surprising your top people now and then with recognition and rewards that "wow" them.

They will appreciate the effort, and it will remind them that their partnership with you is a solid one. Last but not least, don't forget their employment anniversary!

Marriage is hard work at times and so is the employer/employee relationship. Many of your employees spend more time at your company than with their significant others.

Consider the elements of a successful marriage as you manage your workforce, and chances are you'll have long-term employment relationships with some exceptional people.

Given the business challenges these days, having "cold feet" to commit to this strategy will just get you in hot water.

Pat Perry is the president of ERC, a Northeast Ohio-based HR organization that assists companies with the attraction, retention and motivation of employees.