It’s that time when we make resolutions to better ourselves for the coming year. We do some soul searching and try to find ways to be a better spouse, parent, or businessperson. It’s always a good idea to think of ways to improve. Of course, this is even more important as we face particularly challenging times at the start of 2009. My resolution is to incorporate more green initiatives into my home and business. And, if it helps any, I’d like to share a resolution I embraced years ago that has served me very well:
This is the time of year when everyone likes to predict stuff. The sportscasters are predicting who will be in the Super Bowl. The television pundits are predicting what Obama will do during his first 100 days in office. Economists are predicting what industry will be bailed out (or bridged) next.
Well, the Bartender didn’t want to be left out. So, since one of the most common things to do at bars is have a couple of drinks and start prognosticating about the future…I decided to develop my own predictions for 2009.
You may have noticed a new photo on the HR Bartender site. The title of the photo is “Wine Bottle and Bokey” and it’s by photographer and fellow HR Pro, Nancy Newell, SPHR. Nancy and I serve on SHRM’s Membership Advisory Council together.
During a recent trip, I was catching up on my reading and stumbled across an article for a wine called Wine That Loves. It’s kinda like Garanimals but for wine. The labels are identified with the food item the wine should be paired with. For example - Wine That Loves Grilled Salmon.
A few weeks ago, I mentioned that my company is in the process of buying another business. Well, I’m happy to say that closing day is approaching and I wanted to share with you my excitement about this new venture.
When I joined the world of entrepreneurship and consulting, I never imagined that I’d actually be buying a company. I figured that’s what rich people do and I certainly don’t fall into that category by any means. And I wouldn’t have thought I’d be taking this on during the worst recession in modern times.
I once read somewhere that it’s nonsense to read business books. The idea being that you can glean messages about relationship building, strategy, conflict resolution, etc. from just about any fictional work.
At first, the comment took me by surprise. To think that managers would quit handing out copies of Who Moved My Cheese?
One of the first things I learned in the world of work was the importance of customer service. I’ve always worked in industries where service defined who we were as a company. For example, there are lots of great hotels out there. But it’s the service that makes a hotel stand out from the rest.
During my hotel years, we embraced the concept that a key part of delivering good customer was to use a guests’ name. It was called the ‘rule of three’ - use the guest’s name three times in the conversation. Employees would discreetly check luggage tags or always remember to look at a guest’s name on a credit card. To this day, I always hone in on a person’s name tag and I think it truly surprises them when I say their name (and they don’t know mine!)
I was reminded of this the other day when I had a sales person leave a message on my voicemail. They were congratulating me on an award I had won and trying to sell me one of those display plaques for the article. Then they said my name - Cory. Okay, I admit I have an unusual name. I’ve been called Sheryl, Sharon, Shirley, Shar-Lynn and a whole bunch of other things. But c’mon, Cory?…not even close.
Companies need to realize that service is what defines the customer experience. We all know it’s easier (and more cost effective) to keep the customers we have rather than get new ones. So using the spaghetti theory (i.e. throwing pasta against the wall to see what sticks) isn’t a marketing strategy. Businesses have to hone in on those services their customers really want and make sure their employees provide them.
Organizations are going to heavily compete during this period of economic recovery. Having low prices isn’t going to be the sure-fire way to success. Consumers will gravitate toward businesses that give them good service. It’s time for management to ask themselves, “how do we treat our customers?”
A better question might be “would I spend my money here and why?” And, maybe more importantly, “why not?” Cheers!
There’s currently a lot of speculation in the media about whether or not the Employee Free Choice Act (EFCA) will become law. If you haven’t heard of this piece of legislation, I suggest you brush up on it.
In a nutshell, the EFCA will allow employees to become unionized if a majority of employees in a work group sign a union authorization card. That’s it…no need for an election.
Many companies fear that the EFCA will increase union activity. While I’m not advocating passage of the EFCA, I’d like to toss out a slightly different viewpoint about union organizing activity. Because I honestly don’t believe that passage of the EFCA will suddenly open the flood gates to union organizing beyond our wildest dreams.
But I would suggest that some of the recent headlines on corporate decision-making will:
- More Firms Quit the 401(k) Match Game
- Using Chapter 11 to Avoid Severance Payouts
- Crisis Forces Companies to Cut Raises, Bonuses and Benefits
Union activity starts because employees are insecure about their working conditions. Employees who don’t have fair and consistent interactions with their supervisor. They don’t know from one minute to the next if benefits are going to be cut. Or even if they will still have a job. When employees are insecure about basic aspects of their jobs, they look for someone to help them gain that security vis-à-vis a third party representative (read: union).
And, I’m not begrudging any of the companies that are making tough decisions during trying economic times. Stuff happens. But what sets the future-non-union companies apart is how decisions are made and how they’re communicated.
There’s certainly a perfect storm brewing in Corporate America right now over the EFCA. What’s your organizational mantra? If you don’t feel that your employees need a union to represent them, then now is the time to take a good hard look at your practices to make sure your actions and words align perfectly.
Yep, we’re knee deep into the holiday season and that means (1) trying to figure out if you should give gifts to your clients/colleagues/etc. and then (2) deciding what to give.
I’m totally convinced that gift giving is an art form. And, something at which a lot of people do not excel. Mostly because people don’t take time to really think about the person they’re buying for.
I just read a post from the Three Star Leadership Blog on why bad supervisors are bad for you. Now, we all know that bad managers have a negative impact on employee morale and productivity. But Wally’s post referred to a study in Sweden that says there’s a link between leadership quality and employee health.
And, we aren’t talking about health issues like “my boss is a pain in the ass”. We’re talking serious stuff like heart disease and high blood pressure.
Since no one who manages people wants to be responsible for an employee’s heart attack or a lifetime prescription of Levatol, it might be a good idea for companies to make sure their management teams have all the tools necessary to properly manage the workforce.
No one wants to be a bad manager. There are several things companies can do to set their managers up for success. For those people currently in management:
- Find out if they want to be a manager. Believe it or not - I’ve seen a lot of people pressured into management who never wanted to be there in the first place. You don’t have to be a manager to be a valuable employee.
- Make sure that managers know what is expected of them. And, make sure they want to deliver.
- If they need resources or training, give it to them. Training is not an expense…it’s an investment.
When you identify someone who has the desire and potential to be a manager:
- Tell them. Don’t keep this information to yourself hoping you can surprise them someday with a promotion.
- Give them opportunities to learn and grow. They can lead a project or a committee.
Right now, our management teams are being asked to do more with less. If our managers don’t have the skills and support to manage their teams, how can a company expect them to keep the operation going?
Last week, the Labor Department reported that productivity slowed over the summer months. While the overall indicator did increase (1.3%), the increase was smaller than Q2 (3.6%).
So what does this mean? Productivity is an important measurement - the more productive employees are, the more companies can provide in terms of wages (because the company’s sales will cover the payroll expense.) Simply put, the more employees produce, the more the company can sell, then the more a company can pay. As Homer Simpson would say, “D’oh!”
Anywho, we’ve got ourselves in a vicious cycle right now. Times are tough and companies are laying people off. So what are employees doing as a result? Could it be they’re hanging around the water cooler wondering if they’ve got a job next week or surfing the net to see who they can connect with on LinkedIn?
And, what does that do to employee productivity? Well if people aren’t giving work 100% of their attention then, of course, productivity will be down. That translates into companies producing less…which means they are selling less…which means they don’t have the money to make payroll. Bingo…you see where this is going.
As a result, it’s time we dust off that old cliché “doing more with less”. Now I know, some folks might say you can’t do more with less. But, the sad truth is we aren’t operating at 100%. Five employees operating at 100% can do more than six operating at 80% . . just do the math. Simply put, that’s doing more with less.
And since we’re all tightening our budget belts…then the statistical probability exists that, whatever we do, it will be with fewer resources. We just need to get creative.
It’s time for all of us to get 100% in the game of doing more with less. We’re asking our government to take action to improve the economy. We want businesses to do their share. Everyone needs to contribute. As employees, our contribution is productivity.
On Monday, I came across a tweet from @hoovers about the incredible amount of negativity in the world right now. And the challenge to go an entire day without saying something negative.
I mean, come on folks, just because our stock portfolios have tanked and we can’t visit a Wal-Mart without risk of mortal injury, it doesn’t mean we should be negative all the time. I say that very tongue and cheek but there is some truth to it.
Last night, the blogosphere witnessed the 2nd annual Talent Management Blog Power Rankings hosted by Fistful of Talent and The HR Capitalist. It was the Oscars of the human resources/talent/recruiting blog world.
And, the Bartender was there. Coming in at #17 - an impressive showing for my first time in the polls.
(ed. note - I had written this post the day after Thanksgiving with the intention of running it today. Yesterday, Mark Stelzner over at Inflexion Advisors posted this little gem which pretty much says the same thing. I decided to post mine anyway because it’s a point that bears repeating . . and I love the YouTube clip!)
Mr. Bartender and I are getting into the holiday spirit which includes watching our favorite Christmas movies. The latest blast from the past was National Lampoon’s Christmas Vacation.
Tomorrow is Thanksgiving Day. I enjoy Thanksgiving for several reasons:
The Food. A couple weeks ago, I found a yummy looking recipe for pumpkin oatmeal. It’s low fat and looks like a scrumptious way to start the holiday.
Next semester, I’ll be teaching human resources at a local university. Very excited about it. I enjoy teaching. The interaction with students is terrific.
The university where I’ll be teaching has implemented a new policy that adjunct professors must be paid on the payroll…not via an independent contractor invoice. So, for the first time in a long time, I find myself filling out new-hire paperwork. I had forgotten all about this corporate rite of passage until I received the package…all 31 pages of it.
You heard right, 31 pages. I do think it’s important to point out that pages 7 and 15 are duplicates but I need to sign them anyway. Same with pages 13 and 14.
Your first reaction is probably “Good grief!” This is a fresh employee’s first impression of the organization. They shouldn’t be spending hours filling out 31 pages of forms. They should be meeting their co-workers, learning about the mission of the organization, touring the facilities, etc.
And, you’re absolutely right…new hire employees should be doing all of those things.
There’s also another side to ponder. Have we become a marketplace where we need new employees to sign 31 pieces of paper to protect our butts in a court of law? Not all HR Pro’s are into killing trees and filing paperwork. But part of our job is to mitigate potential liability.
Now’s the time to pursue that elusive ‘paperless office’ and research transitioning to electronic solutions. Not only can it speed up the process for the organization and make it a breeze for your employees…think of all the trees you could be saving.
I’m delighted to tell you that today’s HR Bartender post can be found on top ranked business blog Business Pundit. Thanks to Drea and the Business Pundit team for inviting me to join a small group of very talented guest bloggers.
Lots of talk these days about the Corporate Holiday Party…should companies have one or cut it out? There are lots of different schools of thought on this one.
- On one hand, I completely understand the financial reality that, if a company isn’t making the numbers, they shouldn’t spend money on a holiday party.
- Then there’s the thinking that, if a company is making money and their employees have worked their butts off all year during these trying times…they deserve a little recognition (i.e. a holiday party.)
- And yet another school of thought feels that, when there are people hurting in your community, you should help them first…even if it means giving up a holiday party.
The question is “Are people willing to take them?”
I’m sure we all saw last week’s news reports that our nation’s unemployment rate jumped to a 14-year high of 6.5%. For most of us, the statistic alone represents the largest number of unemployed people we’ve ever seen in our careers.
Normally, I try to provide more lighthearted posts on Fridays to help ease us into the weekend. But, since we played tag yesterday, I thought I’d get back to business . . but still rather lightheartedly.
So, I stumbled across an old (2006) post from a student at Florida A&M about how tattoos can tarnish your chances of getting a job. And, then I re-read a post from The HR Capitalist about tattoos cutting earning potential.
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