This is the first e-zine that I have created in the last few months. I have spent the intervening time contemplating how I can better focus the e-zine as a HR tool. There are a number of changes that I have decided to implement. The most obvious of these is the look of the e-zine. A second objective is to make the e-zine more interactive. The addition of a reader question section is my response to this objective.
Perhaps the most significant change in focus, however, is my intention to tailor the e-zine towards my primary research and consulting interest: the creation of workplaces desirable to employees. You’ll notice that I have titled this e-zine Making Work a
- The different HR functions have to work together as a system. Recruiting, training, compensation, evaluation, and promotion all need to be in alignment with each other. All too often the different functions have different managers which result in a lack of alignment.
- The primary determinant of the employee satisfaction with the workplace is undoubtedly the organizational culture. A lot has been written about how to build a high performance, positive culture. The problem is that in all too many organizations very little has been done to consciously work on creating the culture. As a result the organizational culture is a product of the informal interactions of employees.
- I am convinced that the work we do with new employees during the first three months of their employment is a critical factor in shaping a positive workplace. This honeymoon period is the best time to shape positive attitudes and to ensure that the new employee is appropriately integrated into the culture.
- If you read the book, First Break all the Rules, you will find the empirical evidence to establish that one of the most significant factors in retaining high performing employees is the relationship between the employee and his or her immediate supervisor. Supervisor training needs to stress this fact above all others.
- There is an old adage, “I am professional; I do not need to like you in order to be able to work with you.” While in too many cases that adage needs to be true in order for work to be completed, the other side of the coin is that high performance is most certainly a product of alignment and collaboration. More importantly, working under the stress of unhappy relationships clearly does not create a positive workplace.
- Workplace conflict is important and necessary because it is the stimulus to needed change. Feuding and disputing are all too often an unfortunate side product of conflict. There is no positive benefit to feuding and disputing. Every organization needs to adopt methods by which to encourage constructive conflict without the feuding and disputing.
- Recognizing the contributions of each employee is one of the most powerful tools management has to encourage high performance and positive change. Not all recognition programs, however, work. Designing and implementing a recognition program that accomplishes its objectives is critical to organizational effectiveness. Additionally, the employee recognition program is a critical tool towards building a positive workplace.
- Employee recognition, high levels of collaboration, positive supervisor and subordinate relationships, all of these are wonderful. Unfortunately, there are times when management must demonstrate the ability to have a “hard edge” in order to ensure that these positive expressions will dominate the workplace. Disrespect, dishonesty, maliciousness our all cancers in the workplace and must be stamped out. Thus, where positive steps fail to resolve the problem, firm, fair, effective, formal discipline must be administered which includes the right/responsibility to remove the cancer from the workplace.
As you have probably surmised, each of the above bullet points is destined to become the focus of a future e-zine. My intention is to provide both concept and action steps. My hope is that you will find this material helpful to you.
Reader Question
Due to illness and vacation, I was left short-staffed. I had to have two of my employees work nine days in a row in order to maintain minimal staffing. Was I in violation of any laws by scheduling such a long stretch of work?
Federal legislation is silent on the topic of maximum weekly working hours for most non-minor employees, as long as minimum wage and overtime laws are observed. State laws frequently add some restrictions, however. For example, both
Books of the Month
Professional Growth Are you tired of the ditty, ‘think outside the box?” Then, you will find value in reading this month’s fast paced selection which encourages us to get back to the basics.
Get Back in the Box – Douglas Rushkoff
Personal Growth Parker Palmer is one of my favorite authors and his most recent book explores in a very meaningful way the path to being a whole person
Quote of the Month
Character cannot be developed in ease and quiet. Only through experiences of trial and suffering can the soul be strengthened, vision cleared, ambition inspired, and success achieved.
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