Your 6 Top Personnel Management Questions Answered
Your 6 Top Personnel Management Questions Answered

Your 6 Top Personnel Management Questions Answered

Studies show that 66 percent of all lost customers can be traced to an interaction a customer had with an indifferent employee. Is your organization doing enough to keep employees satisfied and engaged?

In a recent webinar, noted HR expert and consultant Leigh Branham answered six common questions about how best to motivate and manage a complex workforce.

Question: Are Millennials looking for different types of feedback than Baby Boomers?

Answer: The Millennials are looking at the kind of day-to-day feedback they have been getting from their parents. Boomer parents have coached their kids much more intensively than their parents coached them. And so a lot of Millennials come into the workplace expecting the frequency of contact and coaching that they got from their parents. … But a lot of Boomer managers are not managing their employees the way they have coached their sons and daughters. That’s a paradigm that’s shifting, because employers are recognizing that Millennials need more frequent feedback.

Q: How is new-hire retention rate typically measured?

A: Every company needs to do it a little differently. If you’re a small company and you don’t have a lot of turnover, you would maybe measure it in a two-year period, whereas a company that has a lot of turnover and hires a lot of people, typically it’s one year. It’s also important to look at why you lost them: was it avoidable? And if you’re not doing exit interviews in such a way that people are telling you the truth, you’re not going to know that. That’s why a lot of companies are using a third party to do exit interviews, so they get the real truth from people.

Q: How would you suggest coaching my managers offer feedback specific to an employee's style (e.g., Millennials vs. Boomers) instead of a one-size-fits-all approach?

A: What it really comes down to is not what generation they’re in, but that each individual is a little bit different. I have two Millennial sons, and they’re very different from each other. What we need to do is understand that each employee needs to be coached a little differently. Some of the best basketball coaches understand that some people can be challenged and you can raise your voice with them, and others, if you do that, you’ll really turn them off. So we need to get to know our employees well enough to know what kind of feedback works best and how to deliver it. Specific feedback is best; feedback that happens as soon as possible after something happens. It should be very specific, talking about the behavior and not the person, talking about the impact of the behavior on the customer. There are very specific rules on how to give feedback that a lot of managers aren’t aware of. That’s where HR people need to be doing more training.

Q: As an HR administrator, how can we get a passive upper management to understand that engagement and training are important?

A: You need to present the business case, and there’s a lot of data to show what the business case is. One company, Cardinal Health, did its own study that showed that for a 10 percent increase in employee engagement, they could see a 1 percent increase in profits. … There is research out there on that. Senior leaders have to understand this is a business decision they’re making when they invest in employee engagement. It’s not soft; it’s very hard.

Q: What do you think about the use of pre-hiring psychological testing?

A: I am for it, as long as it’s validated. You need to take your high performers over the last several years and give that (testing) instrument to them. And if it can be shown that there’s a correlation between that instrument and high performance, then go forward and use that instrument.

Q: If our company doesn’t give out bonuses, what’s the best way to financially compensate workers? Or should we rethink the anti-bonus mentality?

A: My feeling is, bonuses are a great way of sharing in the success of the company, adding a degree of ownership. There are also bonuses given out based on team results. Perhaps the senior leaders should consider the advantage of having bonuses based on team results, not individuals. That may be part of the reason they are resisting. I’m a big believer in bonuses, a big believer in ESOPs (employee stock ownership plans), because they encourage a sense of ownership, which equates directly to engagement.


You can hear more from Leigh Branham in his webinar, The 7 Hidden Reasons Employees Leave, to get tips and insights to improve your organization’s culture and employee retention rate.

Paycor’s HR and payroll technology also can help you manage your team’s talent. With solutions ranging from affordable, online resources such as HR Support Center to a full-blown HRIS, we have the tools you need to keep up with changing trends. Learn more about what we can do for your business.

More to Discover

Webinar: COVID-19 Summit - LIVE DEMO: See Paycor's COVID-19 Dashboard - 4/23/20 @2pm ET

Webinar: COVID-19 Summit - LIVE DEMO: See Paycor's COVID-19 Dashboard - 4/23/20 @2pm ET

Join Paycor’s Senior Product Manager, Kelly Silverman, for a live demonstration on how Paycor is providing HR leaders with the technology and expertise to help them prepare, respond and recover. The demonstration will highlight how Paycor Analytics and HR Support Center can offer the data and resources HR leaders need to mitigate risk and reshape business strategy.Speaker: Kelly Silverman Kelly Silverman is Paycor's resident benefits and HR marketing leader. An HCM industry veteran with a strong product and marketing background, Kelly’s responsibilities include driving the go-to-market strategy for benefits and analytics to Paycor’s customer base.Thursday, April 23, 2020 2pm ET

Webinar: COVID-19 Summit - How to Develop a Business Continuity Plan - 4/23/20 @1pm ET

Webinar: COVID-19 Summit - How to Develop a Business Continuity Plan - 4/23/20 @1pm ET

We’re all doing our best right now during these unpredictable times to protect our families, communities, employees and businesses. As many organizations have scrambled to launch business continuity plans to respond to the current crisis, there are things we’ve learned that will help us prepare for the future. Join Paycor’s Adam Leisring for insights into creating business continuity plans and key takeaways that can be applied from this pandemic.Speaker: Adam Leisring Adam Leisring is Paycor’s Senior Director of Information Security and is accountable for security aspects in Paycor’s Corporate IT and SaaS offerings. Having spent over 11 years with the organization and with a background in Information Security, Enterprise Architecture,...

Case Study: Iron Arch Management

Case Study: Iron Arch Management

Paycor’s Onboarding Helps McDonald’s Franchises Improve Efficiencies and Reduce Manual Work. “Before Paycor, all new hire paperwork had to be completed during orientation. Now, employees can fill out their own information online. It’s greatly cut down the time we’re spending entering data in multiple places.” - Traci Larson, HR manager, Iron Arch Management Prior to Paycor Iron Arch Management, an 18-store McDonald’s franchise used a manual paper-based method to onboard new employees and manually enter employee data into their eRestaurant software. All onboarding paperwork had to be completed during new hire orientation before being entered into payroll. With roughly 800 employees hired each year, manually entering employee data was a...

Case Study: Red Bluff Pet Resort

Case Study: Red Bluff Pet Resort

Red Bluff Pet Resort fully automates employee scheduling with Paycor “Our staff loves using Scheduling Pro. They can set notifications, pick up open shifts and even trade shifts. I’m no longer the middle man.” - Shanna Beames, Manager, Red Bluff Pet Resort Prior to PaycorRed Bluff Pet Resort offers a suite of pet care services for dogs, cats and small animals including boarding, full-service grooming, individual daycare and group play. With four different areas to cover within the facility, efficient scheduling is essential to maintain a high level of care for the animals. Before Paycor, manager Shanna Beames relied on spreadsheets to track open shifts. Without automation, she was forced to closely manage the entire process. HR PAIN...