How do truly outstanding companies minimize their employees’ stress? What programs do they implement that appear to make it easier to join the company, fit in well within the organization, grow and prosper as an employee? In their book, Best Practices in Talent Management: How the World’s Leading Corporations Manage, Develop, and Retain Top Talent, Goldsmith and Carter provide a wealth of examples of on-boarding and talent retention programs that facilitate difficult transitions, demystify the process of change, and contribute greatly to reducing tension and work stress.
The book is the Stresshacker Recommended selection for this week.
Among the case studies highlighted as best practices:
Avon Products: Clear Objectives = Clearer Execution. This case illustrates the practical implications of defining objectives around “executing on the what” as well as “differentiating on the how.” In other words, simple, well-executed practices communicated through an executive coaching model.
Bank of America: A truly exceptional executive on-boarding program. The B of A’s new hire turnover rate of approximately 12% compares to estimates as high as 40% turnover in large corporations. On-boarding reduces the stress of being new to a large company because it is a socialization process rather than just an orientation program.
Corning Corporation: Making use of the collective wisdom of internal experts rather than relying solely on external consultants. Corning seeks to grow “innovation leaders” through a well-designed 5-step development process.
Ecolab: Employees are successfully integrated into the organization’s corporate culture and values. Values include spirit, pride, determination, commitment, passion, and integrity.
General Electric: To high-stress jobs, GE applies a process of sorting (separating necessary from unnecessary items), setting in order (arranging items in sequence of use), shining (maintaining the work area), standardizing (ensuring consistent application of sorting, setting in order, and standardizing), and sustaining (maintaining and improving the previous four steps).
Kaiser Permanente Colorado Region: A practical approach for addressing the not-uncommon problem of an organization that was too reliant on hiring new people without seeking to develop the people who were already there.
Microsoft: A judicious application of research conducted by the Corporate
Leadership Council (CLC) to real-world problems in the organization. Employee development is organized around five key areas: senior leadership commitment to developing people, managers continuing engagement in the process, promotion of open interpersonal contact among employees throughout the organization, communication of development plans with clear goals, and targeting of on-the-job work experiences to build skills and competency.