The article also highlighted the need to ask tough questions – to challenge conventional practices – and to create sustainable solutions that meet current needs without sacrificing longer-term opportunities. So, here are nine questions I hope your organization has considered, dialoged about, and debated. If not, then recommend you start now. The answers could become part of the organization’s lasting legacy.
How many of your employees:
- Need to have a second job (full-time and/or part-time) in order to make ends meet?
- Qualify for and/or depend on any type of government assistance to survive (food, childcare, healthcare, etc.)?
- Don’t understand how to and/or are not saving adequately for the future (unexpected emergencies, college, retirement, etc.)?
- Would voluntarily leave if the ‘right’ financial package were offered?
- Actually ‘own’ a piece of the organization, so they see a direct benefit from dividend and stock price increases?
- Commitment, effort, and loyalty is declining as minimal ‘people investments’ are made while the organization stockpiles cash, increases dividends, and buys back stock?
- What does total turnover actually cost? (Note: Aetna discovered their ‘accepted figure’ was nearly 3.5 times understated).
- What percentage of retirees are sharing their work experiences and expertise with other organizations not yours?
- If your organization had a critical need or crisis, then how many past employees (voluntary leaves and retirees) would not hesitate to return to help?
So, what impact does your organization want to leave on employees and their families? Is it forward thinking? And, when did you not speak up and ask the tough question when you should have?
High performing organizations both ask and tackle tough questions!