The challenge:
You have been hired by the CNN Board of Directors to be an HR consultant because the company is still dealing with the aftermath of it's troubled year under the leadership of former CEO Chris Licht.
The year he worked for CNN included layoffs, declining profits, historically low ratings, poor performance of its streaming service CNN+ and controversial issues with two prominent anchors (Chris Cuomo and Don Lemon) who have been fired. Employee morale is rock bottom. Your advice to the Board of Directors needs to address the following:
- From a strategic HR perspective - what should happen in the near term (next 6 months). Keep your strategy focused on tasks that are within the purview of an HR department.
- In terms of recruitment & selection of employees (from writers and camera crews to producers and anchors ), which roles are you most in need of and what do you do to attract a diverse talent pool that will help keep CNN in the mix as a strong player in television news?
- What about compensation & benefits? Are employees paid appropriately? What might a new compensation/motivation/incentive program look like for CNN? Should it vary by role?
- What should change regarding training & development and performance management to improve the retention of employees?
- CNN is one of a few news agencies whose writers haven't unionized, but the threat is there. What should management consider doing for their writers to help ensure they stay non-union?
- What other suggestions do you have to improve the overall well-being of CNN as a global company from an HR perspective?
REMEMBER - this is about your HR advice to the Board - not a summary of what happened under Chris Licht's leadership. They already know all of that
Title: HR Strategies to Revitalize CNN: Rebuilding Trust and Performance
Introduction: As an HR consultant, I understand the challenges CNN has faced under the leadership of former CEO Chris Licht. To help rebuild the organization and improve employee morale, I present a comprehensive HR strategy that focuses on key areas such as recruitment and selection, compensation and benefits, training and development, performance management, and fostering a positive work environment.
Near-Term Strategic HR Perspective:
Conduct an organization-wide assessment to understand the current state of employee morale and identify areas of concern.
Implement open and transparent communication channels to rebuild trust and engage employees in the company’s vision and goals.
Develop an employee recognition program to acknowledge and appreciate outstanding contributions, boosting motivation and morale.
Establish regular town hall meetings and feedback mechanisms to allow employees to voice their concerns and provide suggestions for improvement.
Recruitment & Selection for Diverse Talent:
Develop a robust diversity and inclusion strategy to attract a diverse talent pool. Implement bias-free recruitment practices and actively seek candidates from underrepresented groups.
Emphasize the importance of diversity in leadership roles and create mentorship programs to support career advancement for employees from diverse backgrounds.
Collaborate with educational institutions and industry associations to create pipelines for future talent, offering internships and apprenticeship programs.
Compensation & Benefits:
Conduct a comprehensive market analysis to ensure employees are paid competitively. Implement a fair and transparent compensation structure that rewards performance, skills, and experience.
Offer a comprehensive benefits package that includes health insurance, retirement plans, flexible work arrangements, and professional development opportunities.
Consider a variable compensation program that aligns with individual and team performance, encouraging employees to go above and beyond their regular responsibilities.
Training & Development and Performance Management:
Implement a robust training program to enhance the skills and competencies of employees at all levels. This includes technical training for camera crews, producers, and anchors, as well as leadership development programs.
Establish a performance management system that sets clear expectations, provides regular feedback, and recognizes achievements. Employee growth plans should be created to identify career paths and development opportunities.
Writers’ Unionization Threat:
Conduct an in-depth analysis of the concerns that might lead writers to consider unionization.
Develop a proactive communication strategy to address these concerns, emphasizing CNN’s commitment to fair treatment, competitive compensation, and career growth opportunities.
Create a platform for writers to voice their concerns and suggestions through regular meetings or focus groups, fostering an inclusive work environment.
Improving Overall Well-being:
Establish employee wellness programs that promote physical, mental, and emotional well-being.
Foster a culture of work-life balance by encouraging flexible work arrangements and providing resources for managing stress.
Enhance diversity and inclusion initiatives by creating employee resource groups that enable employees from different backgrounds to connect, share experiences, and contribute to the organization’s success.
Conclusion:
By implementing these HR strategies, CNN can rebuild trust among employees, attract diverse talent, improve compensation and benefits programs, enhance training and development initiatives, address the writers’ unionization threat, and foster an overall positive work environment. Through these efforts, CNN can regain its position as a strong player in television news while nurturing a committed and engaged workforce.