In yesterday’s Advisor, we presented several tips on hiring veterans. Today, help with cultural distinctions, plus an introduction to the “lawsuit preventer,” audit checklists.
Understand Cultural Distinctions to Help Vets Feel Comfortable
There are some important cultural distinctions to keep in mind when a member of the armed services transitions into the civilian workforce. First and most obvious is the fact that the military has a very clear hierarchical structure. In fact, rank is worn, literally, on your uniform (and understood by all). There is no misunderstanding as to who’s in charge, who gives the orders and who follows them.
Similarly, career growth and promotion opportunities are clear and distinct. Finally, the focus is always on accomplishing the mission at hand—taking credit for the work doesn’t matter.
However, as we know all too well, the civilian workforce tends to be more ambiguous. The chain of command is not always obvious and can be somewhat confusing. The work environment may be flexible some days and not on others, and there is not always a standard or equal path to move up the career ladder.
To ensure a smooth transition, consider the following (actually, these suggestions would apply to any employee, and are basic good on-boarding strategies):
- Make it clear to a newly-hired veteran how his or her work will fit into the company’s plan for success. Veterans understand and respect how the work they do helps to accomplish the overall mission.
- Explain how the veteran will be trained to handle new duties. Veterans are used to working with training plans that are realistic and measurable. In fact, on-the-job training is an important, and expected, part of every service member’s career as he or she moves from post to post.
- Consider producing an organizational chart so the veteran learns the hierarchy of the office environment. It’s not too early to provide information on how to access professional development opportunities, describe the structure of performance evaluations, and discuss the path to career growth and promotions.
- Ensure there are frequent check-in periods during the first weeks, months (and beyond) of employment. Many veterans who have transitioned to civilian careers will tell you they just don’t have enough to do—and thus they become bored and disillusioned.
- Let the Veteran know the process for discussing and requesting job accommodations (as you should for any new employee), preferably in written form.
Find problems before the feds do. HR Audit Checklists ensures that you have a chance to fix problems before government agents or employees’ attorneys get a chance. Try the program at no cost or risk.
As most employers know, retaining a skilled workforce requires effort after the hire. Retaining a veteran in the civilian workforce is not all that different than retaining other top talent. Most employees want to know and feel they are appreciated, respected and worthwhile to the team.
Recruiting—one of what, a few dozen areas you have to worry about today? And each one of them could be going wrong while you’re not looking. The solution? There’s only one: regular audits. Audits are the only way to make sure that employees in every corner of your facility are operating within policy guidelines. If you’re not auditing, someone’s probably violating a policy right now.
The rub is that for most HR managers, it’s hard to get started auditing—where do you begin?
BLR’s editors recommend a unique product called HR Audit Checklists. Why are checklists so great? Because they’re completely impersonal, forcing you to jump through all the necessary hoops one by one. They also ensure consistency in how operations are conducted. That’s vital in HR, where it’s all too easy to land in court if you discriminate in how you treat one employee over another.
Using the “hope” system to avoid lawsuits? (As in: we “hope” we’re doing it right.) Be sure! Check out every facet of your HR program with BLR’s unique checklist-based audit program. Click here to try HR Audit Checklists on us for 30 days!
HR Audit Checklists compels thoroughness. For example, it contains checklists both on Preventing Sexual Harassment and on Handling Sexual Harassment Complaints. You’d likely never think of all the possible trouble areas without a checklist; but with it, just scan down the list, and instantly see where you might get tripped up.
In fact, housed in the HR Audit Checklists binder are dozens of extensive lists, organized into reproducible packets, for easy distribution to line managers and supervisors. There’s a separate packet for each of the following areas:
- Staffing and training (incorporating Equal Employment Opportunity in recruiting and hiring, including immigration issues)
- HR administration (including communications, handbook content, and recordkeeping)
- Health and safety (including OSHA responsibilities)
- Benefits and leave (including health cost containment, COBRA, FMLA, workers’ compensation, and several areas of leave)
- Compensation (payroll and the Fair Labor Standards Act)
- Performance and termination (appraisals, discipline, and termination)
HR Audit Checklists is available to HR Daily Advisor readers for a no-cost, no-risk evaluation in your office for up to 30 days. Visit HR Audit Checklists, and we’ll be happy to arrange it.
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