Author: Sheri Mazurek

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What’s Your Focus for 2011?

Young lady thinking-standing-focused on a thoughtful-pose

Over the past several weeks, I have been reading a lot about predictions and strategies for 2011. The predictions and strategies have a great deal of overlap and many focus on new legislation and an increased awareness of how the legal landscape and a new focus on enforcement of laws by the Department of Labor and the EEOC will impact your business. While this is very good advice and I would always encourage that you do a “legal check” from time to time, focusing solely on this in 2011 will continue to drive failures in your talent management. Please don’t misunderstand my message; I haven’t forgotten HR’s role in mitigating legal risk and the need to keep informed and updated on legislative changes. While this is critical in our role, focus on it shouldn’t be a tactic we employ because the government is stepping up its enforcement. Following the law should be everyday business.
Focusing on your talent management strategy should also be everyday business. For 2011, the one statistic I can’t get out of my head came from an article on CNN.com. The article cited a survey conducted by Manpower that found that 84% of employees will look for a new position in 2011. Take a moment. Let that sink in. Think of your talent. Your top talent is marketable. If 84% of them seek another position, it is likely at least 20% will find a position. So here’s how it might turn out for you. The talented folks find other employment and you are left with a staff of meets expectations. OR you do a great job with you talented folks, so your meets expectations folks leave because they are ignored. Either way, who stays? That’s right, the needs improvement crowd who you’ve ignored or have been too afraid or too busy to coach.

My advice for 2011, get busy with your talent and your legal issues if you have them. Don’t let anything go one more day without attention. Be the hero and get started.

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For more resources, See the Human Resources library.

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Sheri Mazurek is training and human resource professional with over 16 years of management experience, and is skilled in all areas of employee management and human resource functions, with a specialty in learning and development. She is available to help you with your Human Resources and Training needs on a contract basis. For more information send an email to smazurek0615@gmail.com or visit www.sherimazurek.com. Follow me on twitter @Sherimaz.

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Notice Burnout- Now What?

In my last post, I discussed being able to identify signs of employee burnout. The first step is to recognize burnout; however, if you do what should you do? Below is a list of things you can do if you notice the signs. What can you add?

  • Engage your employees. Spend time each day engaging your employees. Whenever possible, spend a few minutes with them in person. Monitor for changes as described above.
  • Provide clear communication on expectations and success. Provide all employees with consistent fair feedback on performance. Thank you employees for coming to work and meeting expectations. Praise them when they exceed expectations and communicate with them when they miss expectations.
  • Give employees as much control of their work as allowed. Most people assert negative control when they feel as though they have none. They do this by choosing to not stay late and coming in early. They make choices to “show you” that they don’t have to do anymore than they have to do.
  • Communicate the importance of their role in the organization. Employees want to feel that they work is valued. Share how their work contributes to client and company success.
  • Provide opportunity for growth and learning. This doesn’t mean requiring them to go to company provided training sessions that were planned by someone else (although it may be depending on the individual and the learning topic and environment). Let the employee guide this process. Discuss development with them. Avoid the following questions:
    • “In what areas do you want to develop this year?”
    • “What kind of training would you be interested in taking this year?”

Try Theses Instead

    • “What parts of your job do you most enjoy?”
    • “If you could create your dream job, what would it be?”

Use the dialogue to help identify stretch assignments or goals you can establish for the employee.

  • Ensure the work environment is cooperative and respectful. Employees want to be treated fairly and with respect. As the supervisor you need to model this behavior and hold everyone accountable to it.
  • Look for ways to remove obstacles to proficiency. Look to see what obstacles are blocking employee’s success and find ways to remove them. Look for unnecessary duplicate processes that can be removed.
  • Engage employees in finding solutions. Operate an open door to bring concerns and questions. How you respond as a supervisor sends a key message to an employee. If an employee comes to you with a valid concern or suggestion, hear them out. Ask some of the following questions:
    • “What suggestions do you have to improve in this area?”
    • “How will this work in our department?”
    • “What benefits does it have?”
    • “What are the obstacles?”
    • “What support would you need to help implement this suggestion?
  • Set realistic work expectations. Don’t expect everyone to work at the same pace and with the same strengths. Set expectations that are reasonable and as previously mentioned remove obstacles to success. Be flexible with how work is accomplished whenever possible to meet individual differences.
  • Provide Fun. Offer ways for employees to relax for a few minutes during the work day. Host a potluck or special lunch for employees to socialize and network with one another in a relaxed setting. If you can’t find an idea, there are multiple books available with tons of ideas. Or just ask your employees what ideas they have.

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For more resources, See the Human Resources library.

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Sheri Mazurek is a training and human resource professional with over 16 years of management experience, and is skilled in all areas of employee management and human resource functions, with a specialty in learning and development. She is available to help you with your Human Resources and Training needs on a contract basis. For more information send an email to smazurek0615@gmail.com or visit www.sherimazurek.com. Follow me on twitter @Sherimaz.

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Burnout- Can you Recognize the Signs?

Carrie walks in to your office this morning with an unfamiliar look on her face that reminds of the look your seven-year-old gives when they break a rule. The conversation goes something like this:
“Good morning Carrie! What’s going on?”
“Um, I need to talk to you.”
“Sure. What do you want to talk about?”
Carrie slides a sheet of paper in front of you. You immediately notice the word resignation. It’s there screaming at you. You take a breath.
“You are resigning. I’m surprised. Why did you decide to leave?”
How common is this scenario in your office? How often do you and your manager’s find themselves shocked by the notice? Are there signs you may have missed?
When you manage a team of high performing, high potential employees, missing the signs of an unsatisfied employee has a much greater cost to your organization than just recruiting. These are signs most managers can’t afford to miss. Below is a list of things to notice:
* Change in performance or productivity. It’s very common to dismiss a few performance misses with your top performers because most of the time because you want to give them the benefit of the doubt. That may be okay, but don’t ignore it. Monitor and address as necessary.
* Increased absences and tardiness. When the workplace becomes a source of stress for an employee, they will find reasons to avoid the environment. Look for any change in attendance. Does the employee seek ways to leave the office? Do they leave immediately at quitting time opposed to staying late as usual?
* Changes in demeanor. Have you noticed a change in mood from positive and upbeat to quiet, sullen or depressed? Does the employee seem irritated and negative? Also, look for any change that is not typical of that person including changes in focus. There may be an explanation from an outside source; engage in dialogue with them to determine this.
* Changes in break times. Is the employee taking more time than usual? Be careful of the clock watchers especially if this is a new behavior.
* Change of relationships with co-workers. Employees often form tight connections with co-workers. In times of stress those connections can be supportive or destructive. What to watch for in this case would be a change in behavior.
Now that you noticed, what can you do? Share your ideas and be sure to read my next post for more discussion on this topic.

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For more resources, See the Human Resources library.

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Sheri Mazurek is a training and human resource professional with over 16 years of management experience, and is skilled in all areas of employee management and human resource functions, with a specialty in learning and development. She is available to help you with your Human Resources and Training needs on a contract basis. For more information send an email to smazurek0615@gmail.com or visit www.sherimazurek.com. Follow me on twitter @Sherimaz.

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The New Year is Approaching- Plan it Well!

happy-new-year-beside-mandarins

As the New Year approaches in less than two weeks, it is a great time to review and reflect the previous year while preparing for the year to come. This is a ritual in which I have participated since my early career days in retail management. It was motivating to reflect on the accomplishments of the previous year, review the challenges and outcomes, and prepare for year to come with a new set of goals. As this year comes to an end, I would encourage all of you to do the same. And for you HR professionals who have not moved past determining your success on smiles sheets and the success of the holiday party, make that your first goal of the year. Here is a list I would recommend for 2011.

  1. Determine how to measure your HR programs in terms of business impact. This doesn’t mean you have to have a long drawn out ROI on every single program. However, you should know the expected results to any program and how it can be measured in business terms prior to its launch.
  2. Know the organization’s priorities and plan your time and programs around those. You should be spending your time on developing, measuring, and implementing programs that are aligned with business needs and priorities. Failing to align in this way, will keep your seat at the table taken by other departments that get this very point.
  3. Keep updated and informed on pending legislation and its effects on your business. Not only do you need to keep up to date on federal legislation, make sure you are missing changes in local and state laws. Also, find reliable sources for pending legislation as well. A good example for background screening is the website of EmployeeScreenIQ who recently released the 2011 List of Background Screening Trends. You may also find a lawyer in your state who blogs about changes and as always consult your own attorneys.
  4. Review your policies to ensure they are compliant with EEOC guidelines and Wage and Hour laws. In 2010, the EEOC and the Department of Labor have increased focus on employee discrimination and wage and hour violations. Don’t assume the policies you have had for years, are compliant. Have an attorney review your policies and conduct an audit to ensure you are not in violation.
  5. Plan your Professional Development. Learning, developing and growing is a lifelong process. Don’t wait for your boss to tell you in what areas your need development. Review yourself, pick an opportunity for growth and develop it!

 

What can you add to the list? Your thoughts are always encouraged!

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For more resources, See the Human Resources library.

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Sheri Mazurek is a training and human resource professional with over 16 years of management experience, and is skilled in all areas of employee management and human resource functions, with a specialty in learning and development. She is available to help you with your Human Resources and Training needs on a contract basis. For more information send an email to smazurek0615@gmail.com or visit www.sherimazurek.com. Follow me on twitter @Sherimaz.

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Follow the Rules and Save the Tears

Similar cubes with RULES inscription on windowsill in building

My family and I spent the weekend at an indoor water park. It ended up being a great weekend that everyone enjoyed. However, it was not without tears and frustration for my youngest son when he was advised on the last day of our stay that in order to go down a certain slide, he had to sit up straight and hold on the handles on the front of the raft. Now my son is definitely not the type to cry when he doesn’t get his way. In fact, he is the rule follower in the family and gets upset when others break the rules. The problem with this situation was that he had been going down that same slide without having to sit up straight the entire day before. When we explained this to the lifeguard on duty, she responded that she had to follow the rules and that failing to go down the slide in the proper way could result in injury. There was a similar situation at our local pool in the summer when midway through the summer, a lifeguard said that he wasn’t tall enough to go down a slide he had going down for two months already. Apparently, there was an inspection during which it was found that the measuring stick was mislabeled and he actually didn’t meet the height requirement. Luckily, he passed the swim test and the summer was saved, but not without some tears.

The problem in both situations come down to rule following. There were lifeguards who bent the rules and lifeguards who followed the rules. Unfortunately, the rule followers got stuck with the tears and apologies, while the rule benders got smiles. The same situation happens so often in the workplace. As an HR professional, you know the scenario. One manager lets their employees wear jeans to work even though the handbook states that they are prohibited. The manager may see it as a perk and thank you to his employees or he may just like jeans himself. Either way, it makes the manager who follows the rules the bad guy. They (or the HR pro) get the tears and complaining and statements about fairness. Further it sets the stage for larger issues. Not following rules consistently can be an attorney’s greatest advantage in his suit against you.

If you make the rules, follow them. If they are strict or don’t make sense, change them. If you don’t love them but can’t change them, follow them anyway.

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For more resources, See the Human Resources library.

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Sheri Mazurek is a training and human resource professional with over 16 years of management experience, and is skilled in all areas of employee management and human resource functions, with a specialty in learning and development. She is available to help you with your Human Resources and Training needs on a contract basis. For more information send an email to smazurek0615@gmail.com or visit www.sherimazurek.com. Follow me on twitter @Sherimaz.

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The Employee Handbook- Is There an Update Needed?

Two-employees-going-through-their-company-employee-handbook

So what do you say when an employee asks, “What’s the policy regarding [insert any random employee concern here]? If the answer starts with, “Well, the handbook says […], but we usually we just do it this way. Then you may be in trouble. Or, have you ever given the answer that you believed to be correct just to have the employee state, “well, the handbook says I am entitled to […].” And as soon as it is out of their mouth, you say, “well, that is not how we do things.” Or, instead of saying a word, you pull out the handbook and frantically search to find the source of their comment certain that you are going to prove them wrong. If any of the above scenarios sound familiar to you, your handbook or your handbook compliance may need a tune-up.

Having an accurate, up to date handbook has many advantages in the workplace. It provides employees and supervisors with guidance on how to handle situations as they arise. However, compliance with the policies contained within consistently across the organization can be even more important to mitigate risk to the organization. And while mitigation of risk shouldn’t be the only priority of HR professionals, it is a necessary part of the job. And even if you are not concerned with risk mitigation, just having the consistent compliance with policies provides a better workplace for employees. They like knowing what is expected and what consequences will occur for not meeting those expectations.

Below is a list of things to consider when creating, updating and communicating your employee handbook or Standard Operating Procedures. What can you add to the list?

  1. Have it reviewed by an attorney.
  2. Review it at regular intervals to ensure policies are current and up to date.
  3. Have a plan in place to address updates to policies. How will the updates be communicated to the organization?
  4. Ensure the communication of all policies to everyone in the organization.
  5. Provide training to supervisors and company leaders on the importance of consistently following all policies.
  6. Keep a log of all updates and changes to all policies.
  7. Don’t lock yourself into consequences you don’t want to enforce. Doing so, will encourage non-compliance and get you into trouble.

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For more resources, See the Human Resources library.

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Sheri Mazurek is a training and human resource professional with over 16 years of management experience, and is skilled in all areas of employee management and human resource functions, with a specialty in learning and development. She is available to help you with your Human Resources and Training needs on a contract basis. For more information send an email to smazurek0615@gmail.com or visit www.sherimazurek.com. Follow me on twitter @Sherimaz.

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Gratitude- Make it a Practice

business-man-showing-respect-and-gratitude-to-each-other-with-a-handshake

In honor of the Thanksgiving holiday, this post will be dedicated to gratitude. Research has shown that practicing gratitude can make you happier. Take a moment and test the theory. Stop reading and spend the next few minutes naming things (out loud is ok) for which you are grateful. How many of you smiled at just the thought of those things? If your thoughts turned to people for whom you are grateful, how have you expressed this to them? If you answered yes, then how long ago? Are you saying to yourself, “they know I am thankful for them and can’t live without them.” Are you sure?

There seems to be a question that I hear regularly asked and debated regarding thanking employees for doing their job. I mean that is why you pay them, right? If they are simply coming to work every day and doing exactly what you ask, they are meeting their end of the deal and by paying them, you are meeting your end of the deal.

Now, why not take another moment to think about the employees who don’t fulfill their end of the deal. You know the ones, they that take your time, energy and other resources to try to correct their behavior or improve their performance. They are expensive and costly and often they end up leaving the organization anyway. And when they leave, you say “thank goodness!” They are giving you the opportunity to practice that gratitude! Do you feel better?

Why not take the opportunity to create a win-win with the employees that just do their job. Show them gratitude and by doing so, you will create happiness for you (win) and happiness for them (win-win).

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For more resources, See the Human Resources library.

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Sheri Mazurek is a training and human resource professional with over 16 years of management experience, and is skilled in all areas of employee management and human resource functions, with a specialty in learning and development. She is available to help you with your Human Resources and Training needs on a contract basis. For more information send an email to smazurek0615@gmail.com or visit www.sherimazurek.com. Follow me on twitter @Sherimaz.

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Do we Need Innovation in Talent Management?

Talent-written-on-a-yellow-paper

A recent survey conducted by SHRM indicated that human capital is one of the biggest challenges in the next ten years for business. Recruiting and retaining top talent should already be a number one priority of your talent management strategy; however, the challenge will be in adjusting the strategy to accommodate changes in the workforce. The real challenge for the HR professionals and business will be in developing innovative strategy to meet the new normal of the business world. Unfortunately, in HR innovation seems to be a missing skill. And questioning long held beliefs in talent management seems to be an even less common skill or practice found in today’s HR departments.

As a profession, we tend to get wrapped up in the compliance piece of the job and forget about what it means to recruit and retain talent. In the most recent issue of SHRM magazine, there is a great article on the biggest missteps in performance management. The information is solid and the article is filled with great advice. It lists information that seems to be often forgotten by managers in the workplace le reminding HR folks of all the little things managers do that drive us crazy. By being written from the vain of legal compliance, it reinforces that our job is so filled with compliance that we might not even realize that we have a greater responsibility in our roles as the drivers of talent management.

We owe it to our organizations to focus on innovative and creative strategies that will attract and retain the talent needed to meet the needs of the organization. We have to start by questioning everything we do in our current strategy and see if it actually yields the results that you have been taught that it does. And for all of you in HR who believe our mission is about the people, you should realize that by taking care of the people in your strategy, you will retain them and that is the win-win we always strive for in this profession.

If you want a place to start, look outside of the HR department. Start with the talent.

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For more resources, See the Human Resources library.

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Sheri Mazurek is a training and human resource professional with over 16 years of management experience, and is skilled in all areas of employee management and human resource functions, with a specialty in learning and development. She is available to help you with your Human Resources and Training needs on a contract basis. For more information send an email to smazurek0615@gmail.com or visit www.sherimazurek.com. Follow me on twitter @Sherimaz.

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Myths about Background Screening

HR-in-an-organization-doing-a-screening-program.

In the newest edition of the EmployeeScreenIQ Verifier, Kevin Bachman discusses a few background screening “urban legends.

  • ” Below is a list what is discussed: “I hear everyone uses credit reports to make hiring decisions. I should too.”
  • “These new database products I hear about are great!”
  • “My applicant’s data is secure. Right?”
  • “I don’t bother with employment verifications. Everyone says companies don’t provide anything!”
  • “I called his references. He sounds great!”

These myths are assumptions made many in HR departments. I have previously written about some of the things that I wish I knew about background screening prior to being employed by a leader in the industry. With background screening being such a vital part of employment screening, it is important that HR Pros and Recruiters understand the truth around them. Check out both my previous post and the Bachman’s legends to see how much you know. If you need more information visit www.employeescreen.com.

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For more resources, See the Human Resources library.

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Sheri Mazurek is a training and human resource professional with over 16 years of management experience, and is skilled in all areas of employee management and human resource functions, with a specialty in learning and development. She is available to help you with your Human Resources and Training needs on a contract basis. For more information send an email to smazurek0615@gmail.com or visit www.sherimazurek.com. Follow me on twitter @Sherimaz.

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HR on the Offense

An-employee-in-an-organization-discussing-with-a-HR-staff

In a recent post over at the Fistful of Talent blog, Paul Herbert discusses the need for HR to play more offense. In the blog, Herbert describes a workplace situation in which an employee made a request and the then got the typical HR blah blah blah about why it couldn’t be done. This is the very reason why HR can be so hated by other employees and departments. We are so often perceived as the roadblock to getting things in other departments. The reason, we don’t play enough offense.

Don’t get me wrong, we are charged with being really good at the defense. Our job descriptions are probably filled with terms like risk mitigation, compliance, and some may swear box checking can be found in there somewhere too. It’s true; we are responsible to protect the company and its “human capital” from risk. But in order to win the game, we have to score a few points once in a while. We have to find a way to say yes. We have to be able to question traditional ways of thinking about our jobs and our defensive roles. We have to consider other options. And it is ok, if the option didn’t come from HR.

Are you the HR person who already has the list of reasons why we can’t formulating in your mind before the question is completely uttered out of the mouth of that manager who is always questioning HR? If you are, try just listening and asking more questions next time before you decide if the answer is no. Help them find a yes and you will take the first step to changing their perception of HR. If you’re not interested in a win and you like being hated, keep doing what you’re doing.

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For more resources, See the Human Resources library.

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Sheri Mazurek is a training and human resource professional with over 16 years of management experience, and is skilled in all areas of employee management and human resource functions, with a specialty in learning and development. She is available to help you with your Human Resources and Training needs on a contract basis. For more information send an email to smazurek0615@gmail.com or visit www.sherimazurek.com. Follow me on twitter @Sherimaz.