Shaping the Future of Workplace Success

Steve Lovig, director of human resources at Homestar Financial Corporation

Steve Lovig, director of human resources at Homestar Financial Corporation

Steve Lovig, nicknamed "Captain HR," is an accomplished Human Resources Executive with a passion for improving organizational performance and promoting a positive work environment, Lovig currently serves as the director of human resources at Homestar Financial Corporation.He leads the HR team as a strategic partner, supporting executive leadership with the business processes that capitalize on the talents and values of their employees.

Please tell our readers about your journey in the industry and your current key roles and responsibilities at your organization.

My journey in the industry began at General Electric, where I started my HR career. Over time, I received a couple of promotions, but I decided to explore working in a smaller organization. That led me to join Kaplan, where I had the opportunity to establish an HR department from scratch, as they hadn't had an HR manager previously. After spending some time there, I transitioned to another career college school group. Following that, I delved into HR consulting for about three years before eventually landing the role of the first-ever Director of HR at Homestar Financial Corporation approximately seven and a half years ago.

In my current role, my responsibilities are diverse and encompass various aspects of HR management. I oversee HR managers, facilities, and a benefits specialist who report to me. Additionally, I'm proud to have helped develop a philanthropic initiative within our team, which allows us to not only focus on our employees' well-being but also actively contribute to improving our community and the world at large. We have a dedicated philanthropic specialist who works with us and reports directly to me.

What is the significance of employee recognition within an organization and how does it contribute to the overall success and employee satisfaction?

The significance of employee recognition within an organization lies in its impact on overall success and employee satisfaction. Over the years, it has been evident that employees tend to leave companies due to issues with their managers. Conversely, they are more likely to stay with a company when they have a supportive and appreciative manager. Regular check-ins and one-on-one interactions with employees play a crucial role in fostering a positive work environment.

“I strongly believe that having a formal or informal structured recognition program for employees is essential for the success of any business moving forward.”

Immediate recognition of employees’ achievements is essential. It doesn't have to be a grand gesture; a simple email, phone call, or video call can suffice. Even a handwritten thank-you note can make a significant impact. Managers should take every opportunity to highlight their employees' accomplishments to higher-ups, reinforcing their value within the organization.

To take employee recognition to the next level, organizations can build programs with input from employees and managers. Understanding individual preferences is key, as some employees may prefer private recognition, while others may appreciate public acknowledgment. Tailoring rewards to align with the organization's core values and objectives helps reinforce positive behaviors.

Implementing a recognition program can be effective, and it's essential to assess its impact over time. Regularly monitoring retention numbers before and after the program's introduction provides valuable insights. Gathering feedback from employees and managers through surveys or employee resources groups allows for continuous improvement and ensures the program aligns with their preferences.

How do you envision the future of the industry?

I believe it will heavily emphasize online presence and recognition rather than in-person interactions. The shift towards online focus will be prominent, except for businesses like hotels or manufacturing environments that inherently require physical presence. Even within manufacturing environments, there could be a blend of on-site and remote employees. By adopting an online presence and implementing rewards and recognition programs, companies can offer greater flexibility to all their employees. The significance of such programs, similar to the ones I've developed at my current employer, will persist. I strongly believe that having a formal or informal structured recognition program for employees is essential for the success of any business moving forward.