Category Archives: HR

#4 on the top 10 ways to avoid employment law issues

hammer-719066_1920#4: Watch out for concerted activity

Did you know that employee handbook rules, even “well-intentioned” ones, are unlawful if they would inhibit employees (whether union or non-union) from engaging in activities protected by the National Labor Relations Board (NLRB)? Continue reading →

Do This Before You Roll Out Your Flexible Work Policy

Telecommuting_feet on deskThink through these things before you implement a flexible work policy.

  1. Have a strategy. Which departments and individuals can successfully work remotely or on different schedules? What kind of flex work will you offer, and who has the final say? What metrics will you use to measure productivity for those on a flex work schedule? Make sure everyone is aware of the rules.
  2. Test the program. Try it out on a test group before you adopt it. Assess the program at regular intervals. What works? What doesn’t work? Adjust as needed.
  3. Train all of your managers. Help your managers do the right thing, apply the rules equally, and know at what point they have to escalate requests to HR. Maintain contact with your flex work staff.
  4. Have the infrastructure in place. Time tracking software for non-exempt staff. Encryption for sensitive data, and protocols and company policies that speak to accessing and disseminating that data. Metrics for tracking productivity. A go-to person who can field flex work questions or concerns.

Source: Seattle Chapter SDA business practice dinner. Presenter Aaron D. Goldstein, Associate at Dorsey & Whitney, LLP; 10/15/15

Gen Z still in the news

Just when you thought you heard all you need to know about the workplace and Generation Z, along comes Robert Half (yes, that Robert Half—the one with the specialized staffing departments) with an interesting piece based on a survey of over 770 college and university student-members who are . . . Gen Z-ers. Continue reading →

If you’re looking to destroy employee morale, give this a try

angry workers

“Fortunately, most of the leaders I work with are keenly focused on keeping their people committed and loyal because they know that engaged and empowered employees perform to their highest abilities and produce exceptional results.  But every so often, I come across managers who seem hell bent on doing just the opposite.”

Continue reading →

Is it okay to ignore feedback?

feedback ballIsn’t feedback—some might call it constructive criticism—supposed to be good for you? Supposed to help you look inward and adjust or grow your ways in order to become a better person or do something better? What about who is giving you the feedback? What if it was your manager (a person of authority) versus your co-worker in the next cubicle? Continue reading →

Tips for Coping with Communication Styles

We all have them—managers whose styles differ greatly from yours. If you find yourself getting frustrated because you don’t feel like you are communicating well with your manager, here are some things you can do.

But, don’t expect your manager to change his/her way. You’ll have to change the way you approach your manager, by adjusting to his/her style. Once you can recognize and understand your manager’s style, you just need to know how to respond and act in a complementary way.

Typical characteristics:

The Controller has a direct, authoritarian style. Controllers value efficiency and productivity, and set clear, specific goals. They tend to micromanage their employees for maximum control. They don’t tend to listen or take advice well.

The Open Manager values a democratic and team-oriented system. Open managers have general goals and don’t give specific directions. They value relationships and enjoy chatting and getting together socially with employees.

The Bureaucrat values processes and rules. Bureaucrats resist new and innovative ideas, preferring to base decisions on what’s been done in the past. They have high respect for the chain of command within organizations.

The Entrepreneur has new ideas, is energetic, and can be fun to work for. Entrepreneurs are hard workers and often expect employees to go above and beyond their stated duties. They’re visionaries who don’t always use good business sense.

Watch how your manager acts when under pressure; that’s a good indication of their dominant style. Be aware that a manager’s style may at times overlap between the four.

So how do you deal with each type?

Your manager's styleYour best approach
ControllerLet them be the boss by yielding to authority.
Be easygoing and flexible.
Be brief and to the point.
EntrepreneurEnforce personal limits.
Act as the voice of reason.
Develop strong business principles.
OpenEncourage manager to take a strong leadership position.
Encourage manager to make undemocratic decisions when necessary.
Encourage manager to be more specific with instructions and goals.
BureaucratFollow rules and procedures.
Be gentle, yet persistent when introducing new ideas.

(Excerpt from PBU online course “Maximizing Your Relationship With Your Boss”)

Adding value to your HR role

HR practitioners, how can you add more strategic value to your firm?  By taking at look at the potential risks in your department and having the ability to evaluate and mitigate those risks.

What might some of those risks be? They could be wage and hour issues, or contractor versus employee status, or hiring and firing. Whatever your HR role, or whatever HR situation you get involved in, Michelle Blomberg, JD, MBA (Equinox Business Law Group) has some general advice for you.

Continue reading →

Planning to take the PHR exam?

Ben Eubanks blogs about the HR business. According to his About page, “I started writing because I wanted to help make the HR profession better, one HR pro at a time.”

He has a free ebook on how to manage your time while prepping to take the Professional in Human Resources (PHR®) certification exam.