Giving Your Employees a Slice of the Decision-Making-Pie

We talk a lot on this blog about the importance of letting your employees know that they matter. One way to really let your employees know that they make a difference is by giving them what we’d like to call “a slice of the decision-making-pie.”

Simply put, when someone knows their contributions are directly influencing the decision making process, then they actually feel like they are making an impact on the company. In turn, they realize their importance, which will most likely boost their productivity and drive.

It’s important to get your employees involved in the decision-making process, and here’s why:

Employees have great insight into your company

You don’t need to be the CEO to have good insight into what’s going on within the company—in fact, employees might actually have a lot more to say about a certain area than you do as the big boss.

We don’t want to turn this into an “us against them” battle—because it isn’t—but it’s very important to recognize that when your employees are working hard on a specific task every day, they’re likely to have insights that you wouldn’t about that subject.

These insights are great assets to have, but many employers don’t take advantage of them because they aren’t confident enough in what their employees have to say. In that case, your employees are much more likely to hold back, keeping you out of the loop and slowing down what could be high productivity.

To make the most of your employees’ insights, start by letting your employees know that their contributions matter, and that what they have to say actually does influence the decision-making process. Employees are the backbone of the company, so it should go without saying that they matter—but if they don’t know that, then good luck getting some of that great first-hand knowledge they possess.

Giving employees a say creates a seamless work environment

The last thing you want in your office is some kind of “class warfare”. As TLNT contributor Tim Sackett points out, “to be truly power-less, sucks.” If an employee feels like their opinion doesn’t matter, then they will more than likely feel like their work doesn’t matter. In turn, their drive will crash and burn, which won’t do much to help you or your company.

To help combat this, do your best to level the playing field. As we mentioned above, letting your employees know that their contributions matter is an important part of making them feel appreciated. Don’t make them feel like they’re second-rate and that they’re just another cog in the machine, otherwise you might see some serious burnout.

Giving your employees a say in the decision-making process can do wonders for the company. You already know how much your employees matter—so why not show them?

Is Automated HR In Our Near Future? (Part I)

In a recent article featured on TLNT, Laurie Ruettimann, an HR professional and blogger and founder of the HR/lifestyle blog, The Cyncial Girl, issued a call to arms on behalf of the HR community.

In the post, Ruettimann argues that the world of HR is changing, and that sooner (rather than later), people in HR will be replaced by technology that will automate and streamline the processes that was once carried out by humans.

The reason, according to her? Ruettimann believes that HR currently follows the “1 percent/99 percent division.”

In short, only 1 percent of human resources is performing at their best while the rest underperforms–meaning 99 percent can be easily replaced.

Ruettimann lists a few causes:

  • Too many guys in leadership roles. Not enough women running the show.
  • Too many white people in positions of power. Lots of black women who are in charge of diversity because, you know, they are black.
  • For all the whining about compliance and bureaucracy, nobody in HR seems to have solved for compliance and bureaucracy conundrums.
  • Most HR departments aren’t likable.
  • Recruiting is a pain and they use and like it’s in the ’90s.
  • HR mistakes proximity to power for power itself.

And, according to her, “Nobody needs the BS that comes with human resources.”

In fact, Ruettimann argues that as technology advances, companies will probably take the opportunity to do away with HR regardless–and that’s much more likely if they don’t really see a reason to keep them around anyways.

“If they can automate and streamline people-related processes, they will,” she says.

Not surprisingly, Ruettimann’s post elicited quite a few responses from a number of HR professionals who cited their own experience on the matter–you can see the debate in the comments section below her post.

It seems that the automation of HR is inevitable, but how does Ruettimann think you can keep your job (or at least get closer to the 1 percent)? Here is her take:

  1. I don’t think social media is the key differentiator.
  2. You won’t wow anyone with another set of HR-related credentials.

You might want to think about understand the technology that’s about to upset your apple cart. If you know your enemy, you can destroy it.

If you ask us, all of this means a few things:

  • Having a proper understanding of what technology can do for you is essential
  • You need to take full advantage of technology instead of letting it take over your job
  • You need to make sure that you, as a person, are still the key to the whole recruiting process

We don’t wholeheartedly agree with everything Ruettimann says, but we do think with HR changing so fast, it’s always good to keep an open mind and consider all of the perspectives.

Tomorrow, we’ll give you another perspective on automated HR–one that argues that automation might actually take longer than we anticipate. In the meantime, what are your thoughts on the state of HR? Do you think that it will be automated some time soon? If so, are the issues outlined above actually the root of the problem? Let us know your thoughts by connecting with us in the comments, or on Facebook or Twitter.