By Yong May Ken

From the human perspective, it may seem impossible that a former employee-who may be a favorite co-worker, a “good guy” or “girl” or someone who made the workplace better-could ever become a security risk once he or she leaves the company, especially if it was involuntary.

From the employer’s point-of-view, however, it’s necessary to develop and implement a “no-return” policy for former employees, so staff members know how to manage any situation that may occur if a former employee suddenly appears in the hallway.

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An organization is bound to harbor people from various walks of life. They are different by pedigree and have different set of values. In order to handle this diversity of characters, an organization essentially hires a human resources department who deals with the nuisance-inviting employees.

Such employees could behave in the way due to the following reasons:

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When first joining an organization, regardless of the role, it is important that you take time to understand the corporate culture. There are a variety of ways to do this, including getting to know the other departments and their function/purpose within the organization and introducing yourself to others within the organization.

To understand the culture of your organization – which will help you to better fit into the organization and be successful in your role – answer the following questions:

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Your recruiting of the best and brightest talent for your business can be much more effective-and save you time and money-when you enlist the help of your current employees for referrals.

Another primary benefit of an employee referral program is retention. There appears to be clear evidence that new employees hired in this manner and current employees referring them have a positive outlook of their employment situation.

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So what’s the answer when colleagues fall out and refuse to or cannot sort out their differences? Unfortunately, there is no one solution. This is a very difficult situation – as you will know if you are in the middle of it – and you may need to try a number of approaches before it is resolved.

First off you need to understand why the warring parties cannot get on. You cannot hope to resolve issues unless you understand them first. Speak to them individually and together to investigate what the issues are. There may be personal issues at stake, but if the problems are affecting their performance at work, you need to know exactly what is going on.

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Every call center that I have worked at in the last 20 years has used employee surveys with varied success.

In this article, Thomas Legault shares his thoughts on how to incorporate the survey results for the most effective results.

1. Why conduct an employee survey?

The three main reasons to conduct an online employee survey are:

1) to identify issues that can affect your employees quality of life at work;
2) identify ways in which productivity can be increased; and
3) identity issues that can affect client satisfaction.

An employee survey that is properly designed will yield results that will help you set priorities within the different actions you can take to resolve the issues identified

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