Category: HR Advice (page 4 of 10)

How To Manage Redundancies Without Destroying All Staff Goodwill [Audio Interview]

HRwisdom asked one of its contributors, Jacqui Alder, what was her advice for businesses on how to manage redundancies without destroying all employ goodwill? 

How To Manage Redundancies

Jacqui Alder is a consultant with extensive and diverse experience across Human Resources, change management, organisational development and industrial relations.

Jacqui’s experience has been gained across a variety of industry sectors.

 The sectors include:

How To Manage Redundancies

  • Resources
  • Manufacturing
  • Transport
  • Government
  • Defence

Jacqui has had significant achievements across a range of areas, with projects including:

  • Organisational change
  • Culture change
  • Organisational redesign
  • Systems implementation
  • Workforce reform
  • Cost improvement

We asked Jacqui to share her expertise in different aspects of the difficult process of managing redundancies in the workplace.

How To Manage Redundancies

In the redundancies interview, we will take a look at:

  • What are the advantages and disadvantages of offering voluntary redundancies versus conducting forced redundancies/involuntary redundancies?
  • What are the steps involved in the redundancy process?
  • How to select people for involuntary redundancy?
  • How to communicate throughout the redundancy process?
  • Should you march someone out immediately when making them redundant?
  • How can you implement redundancies without destroying all employee goodwill?
  • A case study.

Log In Here To Listen To The Interview [For Free]

To listen to HRwisdom’s excellent free audio interview series on how to manage redundancies, just log in in using the following free form. 

Email My Invitation To The Interview Series:

“How To Manage Redundancies Without Destroying All Employee Goodwill.”

 

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7 Things That Set High Performing Organisations Apart

HRwisdom invites you to another free short webinar to help you and your business:

The 7 Things That Set High Performing Organisations Apart.

The 7 Things That Set High Performing Organisations Apart

The influential research firm Insync recently put out the results of a survey into what makes high performing organisations, well, high performing. High Performing Organisations

It is a highly valid survey of more than 100,000 employees in over 200 organisations conducted over 5 years.

Anne Barclay of HR Advantage will be talking us through the survey results and the learnings for your business.

The key outcome that Anne and her colleagues noticed when they looked at the results was how consistent the survey results are with other highly respected research.

Other such research includes that conducted by Jim Collins (Good to Great and Built to Last) and work done by people like Stephen Covey (7 Habits of Highly Effective People).

The survey results were also highly consistent with the consulting experience of Anne’s team when working with successful (and not so successful) firms.

High Performing Organisations

Drawing on these powerful new survey findings, Anne will share:

  1. Practical insights into the important things that set high performing organisations apart.
  2. The seven things that make them high performers.
  3. Five simple steps to take action on this powerful information.

Attend The Free On-Demand Webinar Right Now

This lively information session will run for a quick 20 minutes and is free for you to attend.

You do not need any special software or a phone line.

The briefing will be streamed through your normal internet browser.

Sound will play through your computer.

You can ask Anne questions via your keyboard (even if watching a replay).

To attend right now, just click here: free employer webinar.

HRwisdom

Interesting Workplace Management Advice – Dealing With Poverty – Part 2

Today we are following-up on the first half of Paul Mooney’s very interesting workplace management advice on dealing with poverty. Paul Mooney

Yesterday, Paul shared his thoughts on a topic that is rarely discussed in business – managing people from a low socio-economic background.

To see the first half of this article, click here: workplace management advice.

Over to Paul . . .

Interesting Workplace Management Advice – Dealing With Poverty – Part 2

This week, I want to bring you on this journey that goes back a couple of years. Picture the scene. I was about to ‘pull the trigger’ on a guy that reported into me. He had been underperforming for quite a while and had recently stepped over the line. I was meeting the Full-Time Union Official  – simply as a courtesy – to tell him what was about to happen. After he’d heard the details, he made the point: “Why don’t you give him a break. That guy was born with a rusty spoon in his mouth. ”

Poverty Explained

It was a graphic description of poverty and a timely reminder that not all of us have equal privilege.  The question around why some people are poor is one of the perennial debates in sociology. A number of structural causes are normally put forward to explain why individuals find it difficult to escape the poverty trap. These include:

To see the causes in the previous article, click here: workplace management advice.

Moral Fibre

There is an alternative right wing view that sees poverty as an outcome of the absence of moral fibre (essentially, a lack of character).

This includes a fear of working hard, acceptance of state handouts, using money for immediate pleasure, substance abuse and so on.

Evidence for this is often grounded around stories of individuals who started out in poor circumstances, but managed to scramble up the mountain and become successful. 

Those individuals sometimes love telling their own ‘rags to riches’ story a la Bill Cullen.

Indeed, this view of the world has some universal appeal.

It makes the rest of us feel ‘We’ve earned our success’ (better than admitting we were just lucky to be born into a particular family and social strata). 

Overall, the ‘lack of moral fibre’ argument is a minority view as an explanation for poverty.

The general consensus in the literature is that (a) there will always be exceptional individuals who can overcome adversity (b) for every career that poverty ‘supports’, it blights 100 others.

To summarize, while there are elements of truth in both perspectives, poverty can be better understood by a range of structural factors rather than being the outcome of individual underperformance.

John Lonergan was the former Governer of Mountjoy Prison in Dublin. He regularly said: “It’s not just a coincidence, that most of the inmates come from 4 or 5 postal districts”.

Tackling Underperformance

In organizations, a similar debate sometimes takes place when underperformance occurs.

When an organization  (entire business or a particular section) underperforms, the question ‘why’ is raised.  

In broad terms, underperformance occurs for one of two reasons.  A range of ‘structural reasons’ can negatively impact performance or it can be down to a lack of individual effort or talent. 

The structural elements can include changing market conditions, new regulations, key competitor moves, lack of talent in the organization (a failure of previous leadership) and so on.

Professor Charles McCarthy (RIP) in Trinity College, in his book The Decade of Upheaval declared: “Very often, the events were too great for the men”. McCarthy understood that the wave is sometimes bigger than the swimmer and people cannot always cope with this.   At other times, it’s absolutely correct to take someone off a project or take them out of the organization entirely.

Central Point:  ‘Underperformance’ is typically diagnosed as a lack of individual talent.  

However, just like the poverty example cited, there are often hidden structural elements which help to explain how performance gets derailed.

In the end, we decided not to fire the guy. It’s a couple of years ago now and he never became a star performer, but he did knuckle down. In this instance the union official was right and I was wrong.  

As a Leader, your role is to separate truth from fiction.

And, just like a surgeon in Beaumont Hospital, you have to be careful that you don’t remove the wrong organ.

Paul Mooney

Paul Mooney leads Tandem Consulting.

 

Interesting Workplace Management Advice – Dealing With Poverty

Today we are sharing some interesting workplace management advice from an HRwisdom contributor based in Ireland, Paul MooneyPaul Mooney

Paul leads the Tandem Consulting group and is a former President of the National College of Ireland.

Paul is sharing his workplace management advice on a topic that is rarely discussed in business – managing people from a low socio-economic background.

Over to Paul . . .

Workplace Management Advice – Dealing With Poverty

This week, I want to bring you on this journey that goes back a couple of years.

Picture the scene. I was about to ‘pull the trigger’ on a guy that reported into me.

He had been underperforming for quite a while and had recently stepped over the line.

I was meeting the Full-Time Union Official  – simply as a courtesy – to tell him what was about to happen. After he’d heard the details, he made the point: “Why don’t you give him a break. That guy was born with a rusty spoon in his mouth. ”

Poverty Explained

It was a graphic description of poverty and a timely reminder that not all of us have equal privilege.  Workplace Management Advice

The question around why some people are poor is one of the perennial debates in sociology.

A number of structural causes are normally put forward to explain why individuals find it difficult to escape the poverty trap.

These include:

  • Low Income: You’re one of a large number of children whose parents never finished second level school.
  • Family Support: Your parent’s work in minimum wage jobs. Your father does not support you in any way (€ or emotionally).
  • Educational Difficulties: You are gifted with average intelligence. People rarely show interest in your school work.
  • Social Capital: You don’t know anyone well who’s been to college. You’ve no real idea what you’d do in college since you don’t have any exposure to the professions.
  • Role Models: The only people around you that have money are criminals. Everyone else is poor and a lot of them manage on welfare. No one expects you to be any different.
  • Reduced Opportunities: The job you secure is 20 hours a week, pays minimum wage, has few benefits and barely pays for the petrol used to drive there.
  • Low Expectations: The goal that everyone seems to have for you is to stay off drugs and stay out of Prison.

Part 2

In the second half of this article, Paul examines the view of ‘moral fibre’ and its perceived impact on poverty.

Paul then shares his advice on how to tackle underperformance.

To find out what happened to the employee in this story, click here: workplace management advice article.

HRwisdom

How Involving Your Staff In Your Company’s Online Marketing Can Increase Sales, Decrease Costs, and Increase Staff Motivation

HRwisdom has published a special new report for HR professionals and business managers keen to make a financial difference to their company.

Download this report

The report reveals a unique opportunity for HR professionals and staff managers to be recognised as a real business partner by decreasing costs and actively growing the business.

The report is called:

How Involving Your Staff In Your Company’s Online Marketing Can Increase Sales, Decrease Costs, and Increase Staff Motivation

In the report you’ll learn: 

  • You will discover why businesses shouldn’t be distracted by social media horror stories in the workplace.
  • You will discover just how powerful online marketing can be in helping you to decrease costs and increase sales.
  • You will discover how involving your staff in your online marketing can improve business results through increased employee engagement levels.

To download the report (no registration required) click here:

How To Increase Sales, Decrease Costs, and Increase Staff Motivation

HRwisdom

Managing Work Stress – Part 2

The issue of managing work stress is an important one for employers.

Work StressApart from the financial costs to the business, there are obvious impacts on individuals and work teams.

Following on from his previous article on managing work stress, regular HRwisdom contributor Weng Chio Fan explains how innovation can help your employees to cope better with work stress.

Over to Weng . . .

Managing Work Stress. How does innovation help?

One way to think about job stress is to see it as an outcome between job demands and job resources.

Stress results when the demands exceed available resources.

Therefore, the negative consequences of demanding work conditions can be offset by increasing available resources.

In this regards, organisational support for innovation can be a resource.

This is because an innovative culture gives individuals the latitude they need to develop novel methods, processes or schedules that increase their efficiency.

These innovative working methods allow employees to better cope with the demands of their jobs and hence counteract the negative consequences of work demands.

Not only does an innovative culture increase employee efficiency, organisations are also more likely to develop new products and services. 

This helps the organisations to be more efficient, productive and flexible to the changing needs and contexts of customers and clients, helping organisations to stay in the lead of the market competition.  

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Think again

Organisations that demand a great deal from their employees often hesitate to support innovation because they have low tolerance on deviations or changes from the work processes and procedures.

Yet, it does not come cheap.

On the other hand, those that support innovation will reap the fruit of having less stressful employees. 

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Feel Free To Share This Article With Your Colleagues

How Do I Find Employees Using Word Of Mouth Recruiting?

Some business owners and HR professionals sometimes wonder: How do I find employees by using word-of-mouth recruiting?

How Do I Find EmployeesToday, we’re turning to HRwisdom contributor Dunya Carter for some advice.

Over to Dunya . . .

How Do I Find Employees Using Word Of Mouth Recruiting?

Transforming an Old Model: Word-of-Mouth Recruiting

The world may be immersed in social media, but the most satisfying interactions online are more about personal connections than they are about technology. People want to feel connected to other people. Why not use that need for connectedness to boost your recruiting strategy through word-of-mouth? 

Strategies for Word-of-Mouth Recruiting

Offer referral bonuses. Pay or otherwise reward your workers for referring qualified candidates. Gamification can make it competitive and fun. You can reward workers at the time of the referral and again when new hires have proven themselves. Engaging workers in the recruiting process increases morale and and employee loyalty. Good workers want to work with others who will do a good job, so they are likely to refer people who are a good match for your company.

Support professional networking. Encouraging employees’ memberships in professional organizations is a win-win in any organization. Employees refresh and revitalize their knowledge about your profession at professional meetings while making personal connections with possible recruits for your business.

Encourage using social media for recruitment and networking. People pay less attention to your business’s social media activities than they do to their friends’ social media postings. So reward your employees for posting job ads or company marketing on their social media pages. That might mean that information about your engineering firm is tucked between cute baby pictures and George Takei’s memes, but that might be the perfect spot to catch some interest. It’s just schmoozing in a digital age.

Transform the career fair. Don’t just send your recruiters to these events. Take your best and most positive employees along to talk to people face-to-face about what it’s really like to work in your company. Add a kiosk with employee testimonial videos and you will entice even more job-seekers to stop at your booth.

Support word-of-mouth recruiting. If you want your employees to help recruit for your company, you have to make sure that they have a positive message to spread. Your organization needs to have a positive feel, and you need to make sure that they know enough about the company–not just their own department–to talk about it knowledgeably. What people tell others about the company and the culture can’t really be controlled, so be sure that there are lots of positive things going on that you want to have spread to future recruits and give them resources like a career site to share. Your employees can post a link to the site or direct their friends to the site to help keep the message of your brand unified. 

Benefits and Drawbacks to Word-of-Mouth Recruiting

The most talented job-seekers will be comparing a variety of workplace options. People consult with their friends when learning about an organization, and word-of-mouth can make your company more attractive to highly skilled candidates. However, word-of-mouth recruiting can also backfire on you if your workplace is not a great one for employees. If your organizational culture is in a negative place right now, work on building morale before you start building a word-of-mouth recruiting program.

Relying too heavily on word-of-mouth recruiting will limit your applicant pool, which can be a problem. If you lack diversity in your company, you will find that referrals tend to merely add to the homogeneity. However, if you have some diversity in your company already, you can build on that strength through this recruiting strategy. 

Overall, building a corporate culture to support word-of-mouth recruiting is good for your company. A positive organizational culture makes employees more loyal and productive and gives them a persuasive message to share with the world. Employees that are active professionally stay up-to-date on innovations and activities outside your company, enhancing your core mission. In general, word-of-mouth recruiting is an excellent asset to add to a company’s recruiting toolbox.

Dunya Carter is a Brisbane-based marketing and HR consultant and blogger. She is currently working for Ochre Recruitment, a leading Australian medical recruitment agency. She contributed articles to many international HR industry websites and blogs including The Fordyce Letter, College Recruiter, Colleague and others. Get in touch with Dunya via Twitter.

HRwisdom

Bring Your Own Device To Work – Is It A Good Idea?

Today HRwisdom contributor Victor Daily looks at: Bring Your Own Device To Work and asks – is it a good idea?

Over to Victor . . .

Bring Your Own Device To Work (BYOD)

In the environment of IT services, change is the biggest constant. Along with the advent and growth of cloud computing, the concept of Bring Your Own Device (BYOD) is forcing all sizes of companies to deal with the many challenges and opportunities that this innovation presents.

With over 700 million smartphones and several hundred million tablets shipped in 2012, the world now has more smart devices in the market than employees.

Bring Your Own Device To WorkWith an increasingly mobile and wired working force and population, many businesses realise that their employees are working from a multitude of devices, not just company-supplied appliances.

However, these businesses are grappling with a multitude of items related to this changing environment, including:

  • Device security
  • Data privacy and security
  • Compatibility
  • Software and hardware integration
  • Network access and service levels
  • Backup and disaster recovery
  • Human resources and retention compliance issue.

In fact, the Bring Your Own Device issue has moved out of the realm of being controlled by the MIS and IT departments. The complexities, with a range of pros and cons, are involving all levels of corporate staff and planning.

The Non-Technical Issues

For example, in just the area of human resources, the BYOD discussion now includes such thing as:

  • How free is a company to monitor such dual-use devices? With a personal ownership and use, there are limits on the ability to check all the applications and data transmitted on a device.
  • The possibility of claims for compensation for use of the device and off-the-clock work time claims.
  • Potential tax and related financial consequences of a benefit of employment.
  • Work place confidentiality is a major issue, particularly in the event of voluntary or involuntary separation of the employee. Policies for retaining work records, resetting passwords and the like are all hurdles being addressed by employers.

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FREE WORKPLACE LAW BRIEFINGS: See available session times here: Free Workplace Law Briefings For Employers [/box]

The Dollar Issues

From an accounting perspective, new rules and regulations are necessary to deal with issues such as:

  • Shared cost of the device and usage fees
  • Billing issues and disputes
  • Dealing with multitudes of service providers
  • Sharing costs of convenience versus usage for business.
  • Responsibilities for maintenance and upgrades

Back to the IT Issues

In the end, however, the ultimate issue of BYOD comes down to the IT constraints. Regardless of all other benefits and advantages, any system that allows significant threats to data and the IT infrastructure requires extremely careful scrutiny and diligence.

The many opportunities for conflict with established IT protocols have many tech managers extremely concerned. It is not merely an issue of turf in this case. These individuals responsible to maintain system integrity and prevent breaches point out the near impossibility of doing so with such a variety of equipment and version, platform, configurations and incompatible features. The challenge of providing and monitoring access rights and protocols compounds the issues into a literal security nightmare.

At the heart of the issue is privacy and security. This applies to workers as well as the companies that employ them. It is a two-way street where the company may have access to personal data, and the employee opening the door to secured company applications and data.

As an example, the question becomes one of the proper actions if a personal device is lost or stolen. Will the company have the right to reach out and erase all data on the device? Will that mean automatic installation of such remote software for any personal BYOD item? What steps are to protect the individual’s private data in such a situation?

Another, more frightening situation for the individual is culpability for a major corporate security breach. With some recent security issues causing damages in the hundreds of millions of dollars, this is no small concern to any company or employee.

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The BYOD issue has already seen some companies stepping back from an early and full adoption of its advantages. There is no question, however, that the world of BYOD is here to stay in some form. The issues will absorb a lot of management attention and focus in the coming months.

About Victor Daily

Victor Daily is a business consultant and writer. He currently writes about the newest trends in business and human resources. He is also a consultant for Apply Direct in Australia.

Workplace Sexual Harassment [Powerful Video]

A major issue for any employer is how to prevent workplace bullying and sexual harassment.

Under Occupational Health and Safety and anti-discrimination law, employers have a legal responsibility to provide a safe workplace.

This short video explains:

  • What is workplace sexual harassment.
  • The social and economic effects
  • What employers should do.

Feel free to share the video with friends and colleagues using the sharing buttons below.

 

 

Get $30 and a free transfer when you use CurrencyFair to send money overseas via this special HRwisdom offer code: https://www.currencyfair.com/?channel=RCFL11

Get $30 and a free transfer when you use CurrencyFair to send money overseas via this special HRwisdom offer link.

 

Workplace Sexual Harassment Video

 

Remember, it is important to be proactive when it comes to this area.

The Australian Human Rights Commission explains:

[quote] Employers have a duty of care for employee health and well-being whilst at work. Any employer that allows bullying to occur in the workplace is not meeting this responsibility.  Workplace bullying is verbal, physical, social or psychological abuse by your employer (or manager), another person or group of people at work. Workplace bullying can happen in any type of workplace, from offices to shops, cafes, restaurants, workshops, community groups and government organisations. Workplace bullying can happen to volunteers, work experience students, interns, apprentices, casual and permanent employees. Some types of workplace bullying are criminal offences. [/quote]

For more information, click here to download a government resource for employers.

The resource aims to assist small, medium and large employers to understand and meet their legal obligations under the Sex Discrimination Act. It also provides practical guidance on how employers can prevent sexual harassment and how to respond effectively when it occurs. In addition, the resource discusses recent legal developments concerning workplace sexual harassment and canvasses some of the new and innovative approaches to addressing sexual harassment.

Managing Work Stress Through Innovation – Part 1

The issue of managing work stress is an important one for employers.

Work StressApart from the financial costs to the business, there are obvious impacts on individuals and work teams.

Regular HRwisdom contributor Weng Chio Fan is taking a look at this issue.

Over to Weng . . .

Work Stress: Can You Afford To Overload Your Employees?

A recent news report showed that, job stress accounts for at least 10% of the compensation claim across the public service, with an average $251,000 payout.

Besides, demanding work can also lead to absenteeism, performance decline, increased turnover and burn-out. All of these cost organisations millions of dollars in poor productivity performance. In fact, research shows that even an average level of work demands negatively impact on organisations’ performance.

However, with increasing globalization, rapidly shifting technologies and the ever-changing economic environment, organisations are trapped in the dilemma where their employees have to cope with numerous job demands to keep them stay in the business, yet, they have to find ways to alleviate job demands so that their workers can performance at their peak.  

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The Way Out: Innovation

Recent research by leading organisational psychologists found that supporting innovation among employees is an effective strategy to alleviate the stress of  job demands.

Innovation can mean introducing new or improved products, services or business processes into the business.

It can be a single major breakthrough or it can be a series of small, incremental changes.

In a nut shell, it involves two components: creation of new ideas and their implementation.

The study found that organisations that encourage and support the production and implementation of creative ideas perform better than those that don’t.

To find out how innovation can help your employees to cope better with their job demands, click here to see the next article in this short review of managing work stress.

HRwisdom

 

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