(from the Xenium July 2009 Newsletter)
by Cristi Jaksic
Highly successful organizations all have something in common: a willingness to respond to the needs of their employees, and a workplace culture that fosters employee engagement and yields high productivity.
The correlation between exemplary workplaces and dedicated, high-performing employees is indisputable, as is the direct connection between enlightened people policies and overall organizational success.
But despite the different business needs and issues of a variety of companies, survey results show that many of these organizations simply “get it”: They foster open communications; treat their employees fairly and with respect; value the contributions of all employees; and in return, reap the benefits of an engaged and conscientious workforce.
It’s easy to see the evidence of strong HR practices in those organizations. Undoubtedly there are many other companies on their way to being recognized as one of the “Top 25 Places to Work in Portland”, and just as certainly, there are numerous organizations whose workplace cultures could be improved. So, how do you perform a “culture transfusion” on an organization that doesn’t measure up?
This is where HR expertise and leadership comes in.
HR consultants and internal HR management lead by developing people strategies that leverage workforce talents to achieve organizational success; by linking those strategies to the organizations short and long-term goals; and by implementing programs that encourage employee identification with, and commitment to, those goals.
They support internal leadership and management by developing workplace policies and standards that attract and retain top talent, promote internal effectiveness, and enhance external competitiveness.
Turning negative or potentially ineffective workplace cultures into positive, productive ones represents a significant challenge and a major opportunity for HR consultants and professionals who must continue to underscore that human capital really is their client’s or organization’s most important asset – not just part of a feel-good slogan – and that becoming a better place to work produces better results at the bottom line.
