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"Our goal is to be the
clear
employer of choice for our
current and future
employees."
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BGBCC
Human Resources Department
Employee Commitment
Nothing frustrates or demoralizes an employee more than not knowing where
his or her job fits into the total operation or being uncertain of the value
of the work accomplished. Even more demoralizing is not having anyone show
appreciation for what the employee is doing.
Possibly the first commitment you should consider making is to keep the
employee informed about his or her job responsibilities and any changes
which will impact those responsibilities. When new employees come to work, a
staff member should be assigned to introduce them to fellow workers, the
company layout, and the facilities.
Whenever possible, a supervisor should also review their responsibilities.
Printed material, such as the policy manual, should be given to all new
employees on the first day of work. After introductions and a brief
orientation, the supervisor can set a time to meet again in a few days and
respond to their questions. We suggest that you plan a periodic group
orientation meeting for new employees if the size of your company warrants
it.
Employees are much happier and better workers when they respect the
management of their company and believe their supervisors are competent,
fair, and alert to employees' contributions. This statement of commitment
can facilitate these beliefs. Some examples of general statements about the
company's commitment to its employees include the following:
·The company's recruitment and selection of highly capable and innovative
employees;
·Management's commitment to provide a work environment and leadership
which unites employees and generates enthusiasm for the company and its
products and services;
·A commitment to maintain the highest standards of business ethics;
·An understanding of the importance of the employees' role in the
company's success; and
·A commitment to provide training and opportunities for advancement.
Depending on your management style another commitment worth considering is
an open door policy. Under this policy, the president or owner commits to
being available to any employee at any convenient time to discuss any
job-related problems the employee may have. No manager likes to have an
employee go over his or her head. However, the effect that this commitment
has on the responsiveness of supervisory personnel or middle management may
be worthwhile to everyone. Obviously, you must also commit to being fair and
objective. If you manage this commitment well, the word will get out that
you are responsive to every employee's problems.
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