Many employees have signed non-disclosure agreements or non-compete agreements, but a love contract? With all the recent news around sexual harassment in the workplace, employers are taking a new, stricter stance on romance in the office.
At the close of 2017 and the start of 2018 experts provide forecasts and data on what this year’s economy may experience. The following are some of those forecasts.
Emotional intelligence is a job skill that is quickly rising to the top of the list for top human resource officers when seeking talent. It lands above “judgement and decision making” and “negotiation” and is expected to be near or at number one on the list by 2020.
According to a survey of 2,000 Americans people are less likely to express gratitude at work than anyplace else. But why wouldn’t we thank the people we work with day in and day out?
Leaders must continually be taking the pulse of the organization they work for. A once happy workplace can turn toxic quickly if you are not paying attention. But when caught early, it can be turned around.
Succession planning is a process for identifying and developing new leaders who can replace old leaders when they leave, retire or die. It increases the likelihood of having internal, experienced and capable employees that are prepared to assume these roles as they are vacated. Succession planning is crucial in order to avoid an organizational crisis when someone in a key role leaves.
There are the obvious signs we all see when someone is job hunting…they show up in a suit when it’s a casual dress code, they suddenly have numerous appointments, they call in sick more often, etc. But a recent study shows that for months prior, there are many more subtle signs to beware of.
The first Monday in October marked the beginning of the Supreme Court’s new term year. The Court announced it will hear at least several cases that will impact the human resources, labor relations, and employment relations fields.
According to the Department of Labor nearly 60% of U.S. workers are hourly. While there may be advantages to hourly positions for organizations, they experience an extremely high turnover rate. Hourly positions tend to have lower pay, less job security, stricter schedules, no or reduced benefits, lack of bonus structures, and fewer opportunities for promotion. So how do we keep hourly employees motivated and engaged?
It’s likely fair to say that we’ve all come across a jerk or two in our work lives. In a recent survey by Connectria Hosting, 83% of respondents said they’d worked with one or more jerks during the past five years. Connectria and others have now created “No Jerks Allowed” policies for their workplaces.
All offices have conflict. As people work together to solve problems, it’s virtually unavoidable. And most importantly, it’s OK. It’s how it’s handled that can make or break the effectiveness of conflict.
School bullying is now a household term recognized widely, but what about workplace bullying? Workplace bullying has affected 27% of workers according to a survey by the Workplace Bullying Institute. The majority of workplace bullies are bosses, and 72% of employers deny, discount, defend, or rationalize the bullying. 61% of victims wind up losing their jobs as a result.
Stay interviews are the best defense against employee attrition. While exit interviews can have value, you are finding out the information too late. By conducting regular stay interviews, you’ll discover exactly what employees like and don’t like about their job and the workplace. This allows you to make changes before employees leave, resulting in reduced employee turnover.
Summer is approaching and many employers hire co-ops, interns and work study students during that time period. When employing a student and the student is the object of harassment, the question is whether the student can seek relief under Title VII of the 1964 Civil Rights Act (Act), Title IX of the Act, or both. A recent case from the federal Third Circuit Court of Appeals answered affirmatively that both could apply.
Employee appreciation is a key element to achieving high levels of employee engagement and retention. Employees that feel appreciated have increased productivity and tend to feel better about their work. But if approached the wrong way, it could backfire.
Although Alfred E. Newman is a fictional character from Mad Magazine, his approach of “What, me worry?” is one that HR professionals should emulate. Although employers and employees do some of the darnedest things, regardless of the advice and counsel of HR, there is no need to stress out over this stuff. That is…as long as some common sense is applied...
With everyone being connected 24/7, is achieving work/life balance really just a pipe dream? For most people it is more about creating a blend of the two, not necessarily creating two separate pieces in balance. So instead of continually trying to achieve balance between the two, consider integration instead. When you integrate your work with your life you are more likely to be happy and achieve success.
In an interesting case regarding employee classification, the Seventh Circuit found that a position was neither an employee, a leased employee, nor a contractor according to separate insurance policies that covered such classifications for purposes of theft and other fraud liability. So what was this “employee?”
It’s hard enough to find good employees, so when you find them make sure your managers are not making any of these common mistakes that drive employees to look elsewhere. It holds true that employees don’t leave jobs; they leave managers.
Victor Park West
19575 Victor Parkway, Suite 100
Livonia, MI 48152