Prior to MyEms
Can you describe the business culture and challenges that the managers, staff and business were experiencing?
Managers were not dealing with matters until they became a crisis (too hard, uncomfortable, limited experience in people matters, complicated procedures).
From a HR perspective, where was the majority of HR time spent?
Putting out spot fires, assisting with performance management. Little time left for strategy.
What type of training did you engage in, and do you think the investment in the MyEms training was worthwhile?
The full day training was excellent and gave leaders a good understanding of why it’s better to tackle the little things and not “save them up”, as well as opening their eyes to the liability and damage caused by not properly dealing with matters (if at all).
Impact / Change
How has MyEms impacted/improved your managers your manager's capabilities?
Noticeable improvement with managers confidence in dealing with low level matters. Some will do the work in [MyEms] and check with HR to make sure they are on the right track before they proceed, which again builds their confidence.
Describe how the organisation's culture has changed since implementing MyEms?
Just starting to notice some changes, have only been using the system for 12 months but there is a greater willingness to deal with staff issues now.
How does MyEms help your business achieve its goals?
Managers are now more willing to tackle the small issues immediately and still seek assistance from HR to tackle bigger issues using [MyEms].
Have you been able to measure/report on any improvements in employee performance and behaviour?
Staff surveys have indicated that a noticeable shift in dealing with poor performers is being appreciated by staff and contributing to a