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Archive for Organizational Design

Why Do Your Employees Show Up To Work Every Day?

Life at work, Organizational Culture, Organizational DesignLeave a comment
 By Alexandra Zatarain

 

I’ve written several times before about employee motivation and key initiatives that even small businesses can implement to engage their workforce.

But no matter how hard employers try to engage and motivate their workers, in the end it all depends upon what employees feel, what really drives them to be top performers. It’s a game of guessing, feeling, researching, analyzing, and taking a close look at what makes your particular employees happy. What does it take to motivate them? Why do they come to work every day? Do they require some extrinsic motivation or they are intrinsically motivated?

Building a Company Wellness Program for Small Businesses

Life at work, Organizational Culture, Organizational DesignLeave a comment
By Alexandra Zatarain

 

Small companies may believe it’s a huge challenge to put together a wellness program that can encourage healthy living among employees. But the truth is they can do it, by offering compelling perks and implementing the proper initiatives without spending the big bucks.

The payoff can be big, as healthier employees show up to work more often and on time, they are more productive and pay less visits to the doctor. However the bigger picture should point to one objective: it’s about employees and how they feel, not about reducing insurance costs. Having this attitude and vision for the program will make everyone feel involved in a positive way.

Approaches to Organizational Design

Organizational Culture, Organizational DesignLeave a comment
By Alexandra Zatarain

 

Among the pool of advice available on organizational design, all the methods, options, and strategies can be grouped in three main categories to design approach. According to Robert W. Keidel of the Academy of Management Executive, these approaches are: restructuring (organizational unit solutions), re engineering (organizational process solutions), and rethinking (organizational cognition).

Values That Lead To Quality Culture

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By Alexandra Zatarain

 

Johnson & Johnson are the prime example of corporate cultures that boost success. With a focus on Wellness, Health and Performance, J&J clearly defines its ethical and business priorities while understanding how this approach impacts the bottom line.

To adapt to increasing competition, J&J had to implement changes in quality management. Through a well established culture within the workplace, the company is able to develop a team lead by a common objective, which is “to produce quality products that would explore the natural world and satisfy its three main business cornerstones, which include the investors, the customers and the staff.”

Reducing Employee Turnover

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“High employee turnover hurts a company’s bottom line. Experts estimate it costs upwards of twice an employee’s salary to find and train a replacement. And churn can damage morale among remaining employees.”

Wsj.com

 

By Alexandra Zatarain

 

Even in times of high unemployment, turnover rates can be high. Industries would expect to see lower rates, but the reality is surprising.

Figuring Out the Revolving Door: Employee Turnover

Job search, Life at work, Organizational Culture, Organizational DesignLeave a comment
By Alexandra Zatarain

 

A turnover rate  is “the percentage of employees that a company must replace within a given time period”. Employee turnover is a HR concern, because it can come at a high cost for companies, especially in lower-paying jobs which tend to have the highest turnover rates.

When an employee leaves, either because of personal choice or for being fired or let go, the organization will have to perform various administrative tasks and maybe even incur in severance pay or other payments. And replacing the employee might require even more effort and monetary investment, especially in the present economic times in which the talent pool is so big and the amount of applicants can be overwhelming. Given the unemployment numbers and the number of people looking to change jobs to ones better compensated, companies have to incur in more activities to find the right hire. From advertising the open position, using a head hunter or staffing firm, carrying out interviews, and eventually training, the process can be expensive and exhausting.

Leveraging Social Networks for Reference Checks

Job search, Life at work, Organizational DesignLeave a comment
By Alexandra Zatarain
 

Organizations can leverage their social network, which stems from its own workforce, in order to optimize its performance. Benefits can be seen in the organizational structure, in product innovation, production improvement, or individual employee performance.

Social networks can also “help an organization leverage the entire workforce to market new products, find new sales leads, or find top performers by using existing social networks such as LinkedIn and Facebook.” This according to Yves Lermusi, founder of reference check company Checkster.

Chaos, Stability, and High Performance

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By Alexandra Zatarain
 

Achieving maximum productivity and consistency overtime requires a great effort from the organization as a whole. And the organization’s design is a crucial element that can shape and boost outstanding results. Because organizations, like systems, change constantly and must adapt themselves to the environment, it’s highly probable that its design will shift as well at least until the company finds a good fit for an extended period of time.

Paired with each stage of organizational growth will come a particular organizational design. It is this design that can help the company move ahead to the next growth stage; or rather it can hinder that possibility.

A Quality Culture with Six Core Values

Life at work, Organizational Culture, Organizational Design1 Comment
By Alexandra Zatarain

 

Values set a standard for behavior. We use values to understand and judge circumstances, as well as to decide what to do.

In an organization, leaders are held accountable for establishing the values and behaving consistent to them. Leaders must also analyze if the company’s procedures and activities hold up to the standards set by the organization’s values.

Values are an essential part of a company’s culture, and if the company wishes to reach high levels of productivity, its values must be fixed in the same direction.

The Musts in Employee Benefits

Life at work, Organizational Culture, Organizational Design1 Comment
 By Alexandra Zatarain

 

Even though benefits are commonly considered an “extra” incentive provided by the employer, there are actually some types of employee benefits that are mandated by law. These include: minimum wage, overtime, leave under the Family Medical Leave Act, unemployment, and workers compensation and disability. The rest are an option for employers to provide or not and the decision usually has to do with the company’s policies on employee wellness, retention, motivation, and their overall approach to their human capital.

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