Workplace lessons learned from marriage

The wedding season is about to get into full swing as couples are putting the final touches on their wedding plans and are approaching their big day with great excitement.

We can learn a great deal from the institution of marriage, and many of those lessons translate over to the workplace.

Those with good marriages provide us a blueprint on how to successfully manage legally binding partnerships like the traditional employer-and-employee relationship. Assuming your company is interested in attracting great candidates for long-term relationships (employment), here are a few ideas that might increase the probability that your “marriage” with them won’t end in a nasty “divorce”:

• Online “Dating” — Today, having your company’s job openings easily accessible online is a must. People of all ages are going to your organization’s website and social media presence to research your workplace, learn about corporate culture, compensation and benefit programs.

If you want good candidates to find you, ensure that your online presence is impressive, otherwise they will simply move on to the next attractive company.

• The Courtship — It is vitally important to get to know candidates prior to making a commitment of employment if you are really serious about hiring top people with the intention of being with them long term.

Your selection process plays a critical role with this endeavor and includes a timely interview process, clarifying job expectations, a thorough background investigation and assessment testing.

In addition, make sure candidates see where they will be “living” (working) most of their waking hours and, most importantly, ensure they get to meet the “family” (the employees/management team).

Last but not least, keep candidates in the loop regarding the process and timing. Their interests can stray for a more attractive opportunity if you don’t pay attention to them.

• The “Wedding Day” — The big day is approaching when candidates become your employees and arrive for their first day on the job.

Some planning needs to take place to ensure that new employees feel welcome and also have the necessary tools and information to perform their jobs. Have their email addresses, phone extension, business cards (if applicable), office supplies and/ or other basic workplace necessities ready for their arrival.

Your new employees will truly appreciate the planning and preparation on behalf of the organization to welcome them to their new job.

• The “Honeymoon” — Depending upon the organization, the “honeymoon” period with employees can last from a day to a few weeks. Typically, new employees enjoy a little time getting formally and informally oriented to the organization.

The orientation and onboarding program should be personalized, consistent and well-rounded, providing opportunities for existing and new employees to warm up to each other.

Hopefully this is a pleasant experience for all parties and reinforces that a good decision was made by the new employee to accept an offer of employment.

• Reality — Once the excitement of the first few weeks of employment has worn off, it will be critical to keep new employees engaged and interested. Like marriage, this can be challenging at times.

Careers are filled with lots of bumps along the way. There may be disagreements and/or concerns over compensation, budgets, and the direction of the company, job security, travel, expectations, and workplace policies during employees’ tenure.

Open lines of communication will be critical to manage through these issues. In addition, keep the work challenging, fun and intellectually stimulating especially for top performing people. Last but not least, understand your top performers’ needs and be willing to address these along the way.

• Show appreciation — As time goes on, it may become easy to take top performers for granted. That is dangerous territory, because top people are difficult to find and keep.

Beyond your core recognition programs, consider surprising your top people now and then with recognition and rewards. They will appreciate the effort, and it will remind them that their partnership with you is a solid one.

Last but not least, don’t forget their employment anniversary!

Marriage is hard work at times and so is the employer/employee relationship. Many of your employees spend more time at your company than with their significant others.

Consider the elements of a successful marriage as you manage your workforce and chances are you’ll have long-term employment relationships with some exceptional people.

Given the business challenges these days, having “cold feet” to commit to this strategy will just get you in hot water. For those of you who are married, you know that is the last place you want to find yourself.