Employee Life Cycle |

Examining
practical HR issues business owners
and managers encounter every day

Employee Life Cycle

September 2008

On-the-job training is how most of us learn how to manage and supervise our employees. To complement this learning strategy, it’s also beneficial to train your managers with the spirit of a team learning environment.

The following is a partial list of the training programs I offer. Feel free to call me to learn more about how training customized to your supervisors’ needs can benefit your organization:

Managing the Employee Life Cycle
From Buddy To Boss
Leadership Skills
Employment Law
Sexual Harassment
Communication Skills
Giving Performance Feedback
Conducting Performance Reviews
Interviewing Skills
Motivation & Employee Relations
Discipline, Documentation and Dismissal
Team Building
Professionalism and Ethics
Managing Change
General Management Skills
Orienting and Training Employees
Building Supervisory Relationships
Presentation Skills
Conflict Resolution
Dealing with Difficult Employees

Quick Links…

If you’re not
having fun
with your
human resources,
call Arlene today
at 952-996-0975

Employee Life Cycle Model of Supervision

A few months ago I wrote an article for the Minnesota Society of CPAs on my Employee Life Cycle model of supervising employees, which I thought you’d be interested in reading.

It offers a human resources approach to management and reminds us that supervising each of our employees in the same manner isn’t necessarily the most effective management style.

Our employees are in different stages of performance and development depending on a variety of factors, including experience, background, work assignments, skill level, etc. As such each employee requires a customized style of supervision for our supervisor-employee partnership to be effective.

I have attached a pdf of this article for you to read. Click Here.

IMPLEMENTING THE MODEL

Now you have a sense of how our employees move through to cycle not only at hire, but again and again as we offer them new opportunities to grow. We also can’t forget that our employees can be functioning in multiple levels of the life cycle simultaneously. Our awareness of each employee’s multi-dimentional needs gives us the opportunity to be more creative in guiding them through the depth of their work experience.

For example, you have an experienced employee who you have just assigned to a new project. This employee may be in the orientation and training phases of the life cycle for the new project. At the same time, this employee could be in the reward or challenge phases for those responsibilities that they have mastered and perform regularly and successfully.

Unfortunately, it’s too common where we assume that the employee is in the experienced challenge phase for all parts of their jobs and we forget to give them the guidance they need to succeed in new aspects of their responsibilities. The result could be that (a) the employee asks for assistance, (b) we recognize the need a little late and come to their rescue (with training and guidance) or (c) they don’t succeed in the new assignment.

Our task is to learn to proactively recognize each employee’s supervision phase and plan to set the stage for employees’ needs before problems arise.

About Arlene Vernon

Arlene Vernon, PHR, partners with small businesses as their Human Resource Xpert to create their HR systems and solve their HR problems.

If you have gaps in your HR operation, have an employee problem to solve, or want to enhance your managers’ skills, call Arlene today. Learn
how HRx can save you time and help you avoid costly HR mistakes. HRx, Inc., 574 Prairie Center Drive #135/285, Eden Prairie, MN 55344, 952-996-0975,
www.HRxcellence.com.

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Employee Life Cycle