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As the great Wayne Gretzky once said:

"You miss 100% of the shots you don't take."

Your employees miss a lot of shots when they don't show up! Every company has employees who are chronically absent. These employees lack character to live up to their responsibilities. They have excuses – they always have excuses. Some of their issues are self-inflicted. You can continue to deal with it or you can make changes. (Note: I am not referring to a one-time issue of a good employee.)

Do your systems fail when you need them the most? Do you discover you have no strategies, systems and processes when a crisis hits? Do you discover your people are "doing what needs to be done today to make it happen"? There are no plans for what we do when a disaster happens or when additional burdens are put on your people? 

Does your HR department focus on compliance, employee relations and transactions? What do you wish they would spend their time on? What are the results that you would be looking for? Does your HR department need help in getting to the next level? 

People Profits builds custom strategies, systems and processes to help your HR department become what they have the potential to be: the manager and driver of your "greatest asset". Are you ready to take it to another level?

Do you have the plans, systems and processes in place to make your employees successful? Do they understand them? Do they need to be revised or communicated again? Do the employees feel like they have obstacles in their way and no one is helping remove them?

Employee engagement is directly affected by whether the employees feel frustrated in what they are doing. Many times I see a lack of systems and processes which is causing the lack of results. Or there may be a disconnect between the plans and reality.   

Do you start engaging people AFTER they are hired? Do you wonder why some people leave shortly after they are hired? Do you see engagement as a silo to be done later? 

Engagement and retention begins the moment that someone becomes aware of you as a potential employer. The message must begin then and must flow through the hiring and onboarding process. The message must be real and a reasonable characterization of the reality of working with you.