News stories from the last few weeks reinforces how employers must be vigilant to protect employees internationally, nationally and locally. The shootings in Paris and Mali and the violence in colleges, churches, plants and office settings, point out risks that are sad reminders that there are individuals and groups who mean to do harm in the workplace and have the means to do so.
Surveys can be wonderful tools to gauge employee perceptions about your business and their role within it. Everyone likes to give their opinion and it is even better when the boss truly wants to hear it!
Responding to the feedback you receive can lead to higher retention rates, lower absenteeism, improved productivity, better customer service and higher employee morale; all things a good leader has a vested interest in! However, misinterpreting results or failing to act on the issues identified in the survey can have the opposite effect.
We are engaging in the most multi-generational workforce ever. Statistics show us that Boomers are starting to retire and Gen X isn’t large enough to meet the leadership gap. This suggests Millennials (Gen Y) may have to step up to the plate earlier.
As George Eastman built the photographic film manufacturer Eastman Kodak into an industrial giant in the early 20th century, he thought long and hard about how to get the most out of his front-line laborers. He wound up designing a program to ensure that as corporate profits grew, so would people’s pay.
“You can talk about cooperation and good feeling and friendliness from morn to midnight,” Eastman said, “but the thing the worker appreciates is the same thing the man at the helm appreciates –dollars and cents.”
Nearly everyone has been confounded by human behavior at one point or another and guilty of allowing stressful dynamics influence their own reactions. Maintaining your confidence and composure among different personality types is essential to successful group interactions and that commitment begins with just a few key perspectives:
Odds are good that more than half of the resumes and job applications you review contain any number of misrepresentations, falsehoods, lies…whatever you want to call them.
By performing a fast and easy address search – which reviews tons of public record sources all over the U.S. –you can learn the addresses your applicants have used for the last one to 25 years, when a Social Security number was entered as part of the identifying information. This could be when they secured a loan, rented an apartment, co-signed a financial document, enrolled in school, etc.
Fifteen years ago, I asked Joe Hogan, the then-CEO of GE Fanuc, to define the difference between a manager and a leader. He responded rapidly, “A manager takes it and does it. A leader looks at it and says, ‘Why are we doing this? Could we do it better? Is there someone else who could do it so he or she would learn and grow, and so I could do something more important?’”
The Millennial generation recently became the largest generation in today’s workforce. It is time that we understood the talent we employ, to help retain them and develop deeper, more fruitful relationships in and outside of our organizations. It makes sense for the rest of us to stop, collaborate, and listen to what they need to help them thrive. Treating them this way could result in much success for everyone.
Most employers have established employment policies, either in writing or through practice, that attempt to define the relationship between the employer and employees. Employers may circulate memos as the need arises or even establish policies by word of mouth. Many employers, however, fail to compile these policies once they are issued, and many more fail to review them as often as they should, especially in light of the constant changes in employment and labor relations law.
Every year businesses deal with damaging and costly legal battles because a single question on a job application violated federal law. So, it is important that you check your job applications (paper and online) regularly to ensure they comply with federal and state laws.
You likely already know that your job application cannot ask contain questions about a person’s religion, race, sexual orientation, family, and other personal concerns. But here are a few other items you may not be aware of that you must avoid on an application and during interviews: