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How many of you have been told to reduce headcount?quote

Are your employees who have made the cut, now doing the job of 2 or maybe even 3 employees, rather than just their own? This affects them in different ways, being run down, tired, unable to concentrate, pressed for time, preoccupied, burnt out, or STRESSED!!  

As a result of being all of these things, employees become unfocused and try to balance work-home. As a result, it is natural for them to do personal tasks at work, like:

  • Make Personal phone calls
  • Send a few personal emails
  • Online banking
  • Facebook check-in

However, these tasks are so small that, no one really pays attention. However, lets put it in perspective, bottom line, these small tasks take away from work tasks that need attention to detail. In the big picture, over time, employees become unfocused and possibly fail in their own performance. When we aren’t focused, we have a higher risk of making mistakes. Some mistakes can be so small that no one will notice… Really? Well, you’ve heard of the domino effect right? What happens when:
The email has already been sent to the wrong individual? Ever print an invitation with the right day, but wrong date? Show up to the wrong time of the strategic meeting? These small mistakes become part of a larger problem.

Lets take for example, the trends of people and the risk of being overworked. According to Human Capital Trends 2012, Deloitte, here is what is happening in the business of people. They say –

Black swans are low-probability events that have far-reaching impact. Such events used to be exceedingly rare, but in today’s hyper-connected world, they are increasingly common and have enormous destructive potential. The euro crisis is a textbook example of how increased connectedness, interdependence, and scale can turn a local problem into a global threat. Other recent examples include the following:

  • The 2008 financial crisis that began with subprime mortgages in the United States but eventually triggered a worldwide recession
  • The Gulf of Mexico oil spill that sent shock waves through global energy markets
  • The tsunami in Japan that disrupted global supply chains and caused countries around the world to reconsider their use of nuclear power
  • The Arab spring uprisings that are continuing to reshape the world’s political landscape
  • Local flooding in Thailand that caused a worldwide shortage of hard drives

On the surface, none of these events would be considered a people-related risk. But as organizations dig deeper, it becomes clear that people are at the core of each major risk – if not as part of the problem, then as part of the solution. To help navigate this increasingly uncertain environment, many leading organizations are expanding the role that HR leaders play in managing risk across the enterprise. To read full article see www.deloitte.com

You may be thinking, well this can’t happen because one employee missed a meeting or because they made a personal phone call…. That’s probably right, but it’s not just ONE employee who missed a meeting or made the personal phone call. It’s all employees. Take for example, the article I wrote about one of my client’s who’s disgruntled employee walked off the job. There are 50 employees who work for this company. What if all of them walked off the job? What if not only one air-traffic controller fell asleep on the job? You see my point.

Question: So how does a company keep from making ample mistakes that could have such a negative impact on the company survive with run down, tired, unable to concentrate, pressed for time, preoccupied, burnt out, STRESSED, and unfocused employees?

ANSWER:  Business leaders are recommended to no longer utilize the HR’s role as the department to just check off the to-do list with new hires, but rather involve the HR department in:

  • Risk management
  • Focus on the tactical and administrative compliance, workplace discrimination and sexual harassment making sure its own systems and processes passed the annual risk audit.
  • HR to partner with the core risk functions – e.g., Risk, Legal and Internal Audit –
  • Prioritize and monitor people-related risks, including small events that could threaten the entire business.

Have you asked yourself what will happen if you don’t expand the role that HR leaders play in managing risk across YOUR enterprise?

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