WSIB Claims Management and HR Assistance for Employers
  • About
  • Services
    • Disability Management >
      • WSIB Claims Management
      • WSIB Appeals
      • STD Claims Adjudication
      • Medical Management
      • The WSIB's NEER Program
    • HR On-Demand >
      • Employee Policy Book
    • Legislation Compliance >
      • DIY Packages
      • AODA Legislation >
        • Integrated Accessibility Standard Regulation >
          • DIY Package AODA Integrated Standard >
            • Samples DIY AODA Integrated Standard Package
        • Customer Service Standard >
          • AODA CSS Requirements
          • DIY Package AODA Customer Service Standard >
            • Samples DIY AODA Customer Service Standard Package
      • Harassment, Violence, and Sexual Harassment Legislation >
        • DIY Package Bill 168
        • Samples DIY Bill 168 Package
    • Health & Safety Solutions >
      • Auditing Your Program
  • Contact
  • Blog
  • About
  • Services
    • Disability Management >
      • WSIB Claims Management
      • WSIB Appeals
      • STD Claims Adjudication
      • Medical Management
      • The WSIB's NEER Program
    • HR On-Demand >
      • Employee Policy Book
    • Legislation Compliance >
      • DIY Packages
      • AODA Legislation >
        • Integrated Accessibility Standard Regulation >
          • DIY Package AODA Integrated Standard >
            • Samples DIY AODA Integrated Standard Package
        • Customer Service Standard >
          • AODA CSS Requirements
          • DIY Package AODA Customer Service Standard >
            • Samples DIY AODA Customer Service Standard Package
      • Harassment, Violence, and Sexual Harassment Legislation >
        • DIY Package Bill 168
        • Samples DIY Bill 168 Package
    • Health & Safety Solutions >
      • Auditing Your Program
  • Contact
  • Blog

Is Queen Elizabeth the Ultimate Long-Term Employee?

9/9/2015

0 Comments

 
Queen Elizabeth II and Queen VictoriaQueen Elizabeth II and Queen Victoria
Imagine you had an employee that performed her job duties impeccably, remained utterly loyal to your organization, never brought personal "drama" to the workplace, and was willing to stay in the same position without complaint for over 60 years. Sounds like a dream employee, doesn't it?

England's Queen Elizabeth II may just be that person. Of course, referring to a monarch as an employee is a bit of a stretch. But most would agree that she has led a life of service to the Empire and few would criticize her level of dedication.

This week Queen Elizabeth II will overtake her great-grandmother Queen Victoria as the longest-reigning monarch of the British Empire and the longest-reigning female monarch in history. She acscended to the throne at the age of 25 on February 6, 1952 after the death of her father King George VI (she is currently 89 years old). Queen Victoria ruled until her death in 1901 for a total of 63 years, seven months and two days.

An HR perspective: Retaining "Star" Employees

We all know that not all team members are created equal. Some bring a higher level of competence, commitment, and positivity to the workplace. It's critical for managers to identify those "star" employees and take pro-active steps to retain and develop those "stars." 

Here are some tips on how to retain your "star" employees:
  • Identify your highest perfomers, including those who have a critical expertise and those who exhibit exceptional customer service skills. Exclude those who do not exhibit a positive attitute, regardless of how well they perform their day-to-day job duties. 
  • Ensure that your compensation and benefit package for key employees is sufficiently attractive and include loyalty incentives.
  • Remove unnecessary frustrations (including distracting, unproductive peers) and other obstacles that prohibit key employees from performing optimally.
  • Share opportunities for meaningful and challenging work with them. True "stars" will jump at the chance to take on new challenges that go beyond their regular day-to-day duties.
  • Create a specific Career Path document with the employee that includes opportunities for promotions and what skills or education they would have to acquire in order to achieve them. Verbal comments such as "I see great things for you" are not sufficient.
  • Design and implement a reward & recognition program that encourages innovation and process improvements. Such a program can focus on "soft HR factors" such as appreciation and personal touches, rather than just financial compensation.
  • Launch an Employee Satisfaction Survey with questions related to how long employees plan to stay with your company and take action based on the results.

Do you have any Queen Elizabeth-types in your organization? Do you have different strategies that you deploy to retain your "star" employees? If you would like to speak to an HR professional about developing pro-active retention strategies, don't hesitate to contact us at info@clearpathemployer.com.


We'd love to connect with you! 
0 Comments



Leave a Reply.

    RSS Feed

    Categories

    All
    AODA
    Bill 168/Workplace Violence
    Clear Path
    Equality
    Events/Occasions
    Health & Safety
    Hiring/Firing
    HR Topics
    Mental Health & Wellness
    NEER
    Policies
    Social Media
    WSIAT
    WSIB

    Archives

    September 2017
    August 2017
    July 2017
    June 2017
    May 2017
    April 2017
    November 2016
    September 2016
    July 2016
    June 2016
    May 2016
    April 2016
    March 2016
    February 2016
    January 2016
    December 2015
    November 2015
    October 2015
    September 2015
    July 2015
    June 2015
    May 2015
    April 2015
    March 2015
    February 2015
    January 2015
    December 2014
    November 2014
    October 2014
    September 2014
    August 2014
    July 2014
    June 2014
    May 2014
    April 2014
    March 2014
    February 2014
    January 2014
    December 2013
    November 2013
    October 2013
    September 2013
    August 2013
    July 2013
    June 2013
    May 2013
    April 2013
    March 2013
    February 2013
    January 2013
    December 2012
    November 2012
    October 2012
    September 2012
    August 2012
    July 2012
    June 2012
    May 2012
    April 2012
    March 2012
    February 2012
    January 2012

Clear Path Employer Services
295 Thompson Drive, Unit 2
Cambridge, Ontario  N1T 2B9

T:  (519) 624-0800
T:  (888) 336-0950
F:  (519) 624-0860
E:  info@clearpathemployer.com
Website created by:
Absolutely Business
Copyright 2017
Staying Connected:
  • Contact Us
  • Subscribe  to our Emails
  • Careers/Job Openings ​
 Services:
  • ​WSIB/WCB Claims Management
  • HR on Demand​
  • Workplace Health & Safety
  • Legislation Compliance​​​
​ Hear More About Us: 
  • Testimonials
​Spread the Word:
  • ​Referral Program
​Policies and Information:​
  • Privacy Statement
  • Terms and Conditions​​