Certain
HR processes are periodic and predictable in their occurrence, e.g. - Training
Need Identification, different steps of Performance process, etc.
Is there
a need to communicate with employees when such predictable processes are
underway?
I
would contend yes! Even if there is no new message to provide or skill to
develop, still there is a need to reinforce key message or make employees
update their skills.
How
do we communicate with employees when such predictable processes are
underway?
We
could use low-context mechanisms, e.g.- mailers, emails. While mailers can reach large populations at
one go, it doesn´t guarantee participation or interest. In fact, as a process owner you would not even
know how many people read the mailers.
We
could use high-context mechanisms, e.g. employee sessions/town halls/nukkad
nataks (street plays). In these mechanisms, you would know participation rates
and you can get a sense of what´s staying with the audience.
But,
how do we know whether these employee sessions have worked or not?
I
think there are a few things that need to be looked at:
·
What is targeted message for sessions? Were these
delivered during session?
·
Who was target audience? What was participation
rate of targeted audience?
·
Who should be delivering session? I think a
joint business-HR facilitation for employee sessions on HR processes leaves a
powerful message. I have experienced such facilitation a number
of times, and always it seems to drive involvement and powerful conversations
within room.
·
By end of session, did audience understand
& internalize the action items for them?
·
Were these actions actually worked upon post
session? When it comes to behaviors, it´s not easy but also not impossible to
measure. We may not even have metrics
but indicators (even qualitative) might do.
An
effective employee session does a good job in all elements of pre- session
communication, session design, choice of facilitator, facilitation skills, post
session closure, and processes/interactions to support actioning at work place.
Does
this sound similar to a training workshop design? Yes, it does in terms of
process. Intent of employees sessions is awareness, understanding, learning,
and committing to actions.
But I
experienced designing and executing these sessions as being different from doing
same for a training workshop. Have not been able to place my finger yet on
what´s the difference though!
What´s
been your experience with Employee Sessions? How would you figure out whether
these sessions have worked or not?
-
Sourav
