Friday, September 23, 2016

Diversity: Change Strategies

Most of us have some skills already in place that help us manage diversity well and some areas which we need to develop.  If we target the areas we need to develop and then create an action plan to meet those specific needs, we are much more likely to succeed.
 
First, rate yourself on how you currently perform in each of the 5 skill areas below.  "5" indicates the highest rating, and "1," the lowest.
 
Empower Others
1.   I share power.
2.   I share information.
3.   I solicit input.
4.   I reward people.
5.   I manage more as a colleague than as a boss.
6.   I encourage participation.
7.   I share accountability.


Develop Others
8.   I coach others.
9.   I model desired behaviors.
10. I mentor others.
11. I provide opportunities for others to grow.
12. I delegate responsibility fully to those qualified to do the work.
13. I question and counsel employees on their interests, preferences, and careers.     
14. I work to individualize training needs.


Value Diversity
15. I know my own assets, liabilities, and biases.
16. I see diversity as an asset.
17. I understand diverse cultural practices.
18. I facilitate integration among people.
19. I help others identify their needs and options.


Work for Change
20. I support employees by adapting policies, systems
and practices to help meet their needs.
21. I identify and influence organizational change.


Communicate Responsibly
22. I clearly communicate expectations.
23. I ask questions to increase my understanding.
25. I develop clarity across cultures and language differences.
26. I provide ongoing feedback with sensitivity to individual differences.


Now, identify three areas in which you have rated yourself relatively low.  Choose those areas in which you would like to develop or enhance your ability to manage the diverse workforce.  Click here for a Managing Diversity Development Plan template.

Until next time...






Sheryl Tuchman, SPHR, SHRM-SCP
http://tools2succeed.com/

Tuesday, September 20, 2016

Diversity: Involving People and Supporting Lifestyle

Flex-Management is a philosophy that includes a deep appreciation of individual differences and the understanding that equality does not mean sameness.  Here are the remaining two of four strategies of the Flex-Management model:

3.  Informing and Involving People

This strategy:
  • Recognizes significant desire among people to be more informed about and involved in the workplace.
  • Appreciates that some employees may not wish to be highly involved as some persons from different cultures may find it difficult to participate when their bosses are present or to assert their views in a group setting.
  • Creates opportunities for people to participate.
  • Helps keep communication open. 
Allowing employees a variety of ways to express opinions may increase their willingness to share information. If an employee finds it difficult to speak up in a group setting, because of cultural dictates, an organization can allow that employee to contribute in a one-on-one setting.

Making group participation mandatory sends a message that only one style of communication is valued and may discourage some employees from participating.

4.  Supporting Lifestyle and Life Needs

Since life needs and lifestyle preferences vary greatly, this strategy:
  • Identifies people's needs and creating supportive options – ways to obtain needed assistance, such as child or eldercare or substance abuse counseling.
  • Identifies ways to meet lifestyle preferences related to work hours, fitness, and facilities or leave options. 
Allowing employees the options of working flextime hours, job sharing, or telecommuting can meet family obligations and lifestyle preferences, resulting in a more productive workforce and higher employee morale.

Until next time...






Sheryl Tuchman, SPHR, SHRM-SCP
http://tools2succeed.com/

Monday, September 19, 2016

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UPCOMING LIVE COURSES:
                 
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Wednesday, November 9 beginning at 10 AM Pacific Time
(Noon Central, 1 PM Eastern)
 

Until next time...






Sheryl Tuchman, SPHR, SHRM-SCP
http://tools2succeed.com/

Thursday, September 15, 2016

Diversity: Using a Flexible Approach

One style of management does not fit all employees.  To be most effective, you will need to learn flexible approaches to managing diverse employees and their various needs.
 
Flex-Management is a philosophy that includes a deep appreciation of individual differences and the understanding that equality does not mean sameness.  Here are two of the four strategies of the Flex-Management model:
 
1.  Matching People and Jobs
 
Paying attention to what people like to do and what their skills are is key in matching people to jobs that best use their abilities.  This strategy can involve actions such as:
  • Designing flexible policies and systems related to work hours, transfers, and promotions.
  • Changing job postings, job rotation, job design, and job descriptions to accomplish this strategy.
  • Increased focus and training for supervisors on interviewing, recruiting and career coaching. 
Using pre-employment assessments and employee profiles to match individual skills with the requirements of a particular job, then hiring the person best suited to the job will ultimately create greater long-term job satisfaction and lower turnover.
 
2.  Managing and Rewarding Performance
 
Varying approaches to performance coaching, mentoring and feedback as well as using monetary and non-monetary rewards will result in greater employee satisfaction and higher productivity.  This strategy recognizes that:
  • People do not work in the same ways and are not motivated by the same methods and incentives.
  • It is necessary to consider different approaches to planning work goals, managing the process of work, and rewarding people in meaningful ways. 
Some people are motivated by monetary rewards, while others like recognition, job enrichment or flexible work hours. It is important to design rewards systems that match individual motivators.

Until next time...






Sheryl Tuchman, SPHR, SHRM-SCP
http://tools2succeed.com/

Monday, September 12, 2016

Diversity: Imperatives Continued

Let's continue to discuss these imperatives in more detail.

Imperative number 3 is to increase creativity, quality, teamwork, and innovation to respond to the needs of a diverse workplace.
  • A diverse workforce is better able to respond to the needs of a diverse marketplace.
  • A diverse workforce adds a strategic advantage in coming up with innovative ideas and approaches by using different perspectives.
A diverse workforce that is rewarded for its efforts is more productive.  An example of an organization that wants to increase creativity, quality, teamwork, and innovation is one that implements training to help employees develop related skills.

Imperative number 4 is to reduce costs associated with discrimination, harassment, and ignoring diversity issues.  Successfully managing diversity will not only reduce grievances and neutralize a hostile environment, but it may also lower the need for legal redress by employees, resulting in significant cost savings.
  • Absenteeism, turnover, poor performance, EEO and sexual harassment charges, and labor or staff unrest cost employers billions of dollars each year.
  • Increased job satisfaction results in higher productivity.
  • To reduce costs associated with discrimination, harassment, and ignoring diversity issues, organizations must establish and enforce policies that clearly define zero-tolerance for discriminatory or harassing behavior.
  • Managers must also model the behavior they expect from employees and ensure that employees are trained on all aspects of company policies.
Cutting to the "bottom line" of these imperatives is to have a positive economic impact on your company's bottom line!  Managing diversity successfully can result in a long-term positive economic impact.  The opposite is also true.  Organizations that place a low priority on diversity management cause them to lose talented workers of diverse backgrounds.  All managers need to understand the bottom-line value of making their organization attractive to and supportive of diversity.

Focusing on managing diversity will help organizations attain the 4 business imperatives, gain a competitive advantage in the marketplace, and ensure a long-term positive impact on the bottom line.

Until next time...






Sheryl Tuchman, SPHR, SHRM-SCP
http://tools2succeed.com/

Thursday, September 8, 2016

Diversity: Imperatives

Let's discuss these imperatives in more detail.

Imperative number 1 is to attract and retain the best employees.  Many organizations include this imperative in their strategic plans.  Since there is a shrinking labor pool of talented and qualified workers, and the competition for that labor pool is great, employers can attract and retain the best workers by:
  • Competing to be the "Employer of Choice"
  • Attracting talented employees from the current labor pool
An organization's ability to attract, hire, and retain the best employees depends on whether its environment is conducive to and supportive of workforce diversity.  Organizations are all competing for talented employees, and they know that being seen as an Employer of Choice is a competitive advantage.  Attracting talent is only part of the issue.  Organizational leaders also realize that they must create work environments that retain employees and promote productivity.

An example of an organization that wants to be known as an Employer of Choice is one that offers flex-time to employees to allow them to meet their family obligations while still performing well in the organization.

Imperative number 2 - to enhance customer service and gain a marketing advantage - is increasingly necessary for organizational survival.  Marketplace demographics are changing more rapidly and dramatically than workplace demographics.
  • Organizations are seeing their customer base become more diverse.
  • An organization must also recruit and hire employees who are bilingual if necessary to meet their customers' communication requirements.
An example of an employer enhancing customer service and gaining market advantage is implementing a policy that ensures service representatives dealing with an overseas segment of the market work hours that correspond to their customers' needs.

Imperatives to be continued...

Until next time...






Sheryl Tuchman, SPHR, SHRM-SCP
http://tools2succeed.com/

Tuesday, September 6, 2016

Diversity: Meeting New Challenges in the Workplace

Now that we have defined diversity and talked about the importance of valuing differences, let's talk about the changes in the workplace that should concern managers and organizations.
 
Changes in the workplace that have an impact on organizations include the following:
  • Many age groups
  • More women in a variety of jobs
  • Many racial and ethnic groups
  • Many values and lifestyles
  • Many educational levels
  • Many workers with disabilities
Smart organizational leaders focus their energies on business strategies that offer the greatest opportunity for long-term leverage.  Focusing on managing diversity issues places an organization in a favorable position to attain the following 4 imperatives:
  • Attract and retain the best employees
  • Enhance customer service and gain a marketing advantage
  • Increase creativity, quality, teamwork and innovation
  • Reduce costs associated with discrimination, harassment, and ignoring diversity issues
Until next time...






Sheryl Tuchman, SPHR, SHRM-SCP
http://tools2succeed.com/