- Poor hiring decisions result in the wrong person for the job. That is frustrating for the employee, and as a result, employees leave and are let go often for various reasons.
- You have a certain number of employees to keep track of, but you do not track employee skills, training, and certifications in a central place. You do not have development opportunities defined for ongoing learning, and you do not know where your skill strengths or gaps are. If a new manager came in, or if there was an organizational restructuring, it would be difficult to understand the skills of one’s direct reports. You do not promote enough people from within, and you do not have an effective way of knowing who the best candidates are for promotions. Your employees do not feel that their strengths and performance are recognized and rewarded fairly.
- Your approach to making decisions on compensation adjustments is inefficient. Your employees do not feel that their compensation is equitable. You do not analyze compa ratio (comparison of employee wage to midpoint in the salary range) and red line figures (whether someone is paid above the maximum)? You cannot provide employees with information on their total compensation package.
- You need someone to answer employee questions regarding their demographic information, life event changes, etc. It is too difficult for employees to get prompt answers and help. You need someone to process employee change requests such as moving, dependents, life event changes (marriage, etc.) but employees are frustrated with this process.
- You do not do performance reviews, or if you do, you do not do them often enough. You do not do reviews at the same time for all employees, and the review cycle is not based on hire date so that they are staggered throughout the year. You do not have a system for remembering when to do reviews, and as a result you have forgotten to do reviews on time before.
- Your method of tracking performance review scores for each employee is inefficient. It may be paper based,
electronic, or both. Your method of filing performance reviews is inefficient as well, and it takes you too long to access them when you need them. You need to access this information very often. When you hire or promote internally, you cannot effectively ensure you’re making the right decision.
- Your method of ensuring consistency in performance reviews is inefficient. You do not have standard forms that you use for performance reviews or any other events. It takes you too long to create these from scratch, and you need someone to create them. Your employees do not find this process smooth and fair.
- You do not have an orientation process. Your approach is inconsistent and you have forgotten a step before. People involved in orientation processes do not know what to do and when. At employees’ three month anniversary, they would not say that they “hit the ground running” when they started with your organization.