As of Sept. 30, 2009, employers in Arizona will be required—with a few exceptions—to permit employees to keep firearms in locked private vehicles or locked compartments on motorcycles in company parking lots, as long as the guns are not visible from outside the vehicle.
Theoretically, this protects individuals' rights to arm and defend themselves during their commute to and from work without the hassle of parking "off campus" at work or breaking workplace rules if their employers do not allow firearms on company property.
After writing that, I had an image from the news flash though my head. Have we really reached the point in our society where we are defending ourselves on our commute to work? Hmmmmm.
Listen, I'm neither left nor right wing on this issue. I like sport shooting, have been a gun-club member in the past and understand the concept of defending one's home, family, etc. I also understand how easy it is to obtain a weapon and that, generally, not everyone I meet strikes me as the perfect gun owner. So, let's set aside political rhetoric in this instance.
I've known someone in a position of power who kept a firearm in their vehicle even though the company's official policy stated this was not allowed. I've known several people who chose not to break the rule, but didn't like it.
The grander question here, for HR professionals, is how will this change the dynamic of the workplace? Is increased security necessary when someone is fired? If they are walked out to their vehicle, should they be accompanied by someone, or not? If an employee becomes angry at work and walks out toward the parking lot, should this raise alarm among his/her co-workers. What safeguards are in place to ensure worker safety? Are there safeguards?
On one message board I read, someone posted the following: "Those that carry are going to carry. Those that don't, don't." So, perhaps nothing has changed but a new law on the books. Perhaps behavior will continue to be the same. Violence in the workplace is nothing new. Whether this law helps, hinders or has no effect on the efforts to curb this violence remains to be seen.
ZW
http://www.azmobilehr.com/
Monday, August 24, 2009
Saturday, August 15, 2009
Sales & Consulting
Hey all (all six of you!) -
It's been a busy couple of weeks (excuse for not blogging more). The strange part is that while I've been busy, I feel that I have very little to show for it. Granted, I've had one-on-ones with a handful of very talented and gracious individuals and possibly developed a few more positive relationships that may lead to something down the road. At the end of the day, though, these relationships will need to lead somewhere if cash flow is going to improve.
If I had a nickel for every time someone with a robust consulting background told me that I'll make a great consultant, well, I'd at least be able to take the family out to dinner. Unfortnately, it would require actual clients for this theory to be tested. The end product is not the issue, it's the front end sales work.
I've never been one to enjoy or embrace the selling process (yes, I know interviewing, etc. is selling, but that is truly different than what I'm involved in now). However, I also realize that unless I drastically improve my plan and practices in this realm, I am doomed to non-existence in the consulting world.
So... off to do some reading and game planning to improve my current circumstances.
Have a good weekend!
ZW
http://www.azmobilehr.com/
It's been a busy couple of weeks (excuse for not blogging more). The strange part is that while I've been busy, I feel that I have very little to show for it. Granted, I've had one-on-ones with a handful of very talented and gracious individuals and possibly developed a few more positive relationships that may lead to something down the road. At the end of the day, though, these relationships will need to lead somewhere if cash flow is going to improve.
If I had a nickel for every time someone with a robust consulting background told me that I'll make a great consultant, well, I'd at least be able to take the family out to dinner. Unfortnately, it would require actual clients for this theory to be tested. The end product is not the issue, it's the front end sales work.
I've never been one to enjoy or embrace the selling process (yes, I know interviewing, etc. is selling, but that is truly different than what I'm involved in now). However, I also realize that unless I drastically improve my plan and practices in this realm, I am doomed to non-existence in the consulting world.
So... off to do some reading and game planning to improve my current circumstances.
Have a good weekend!
ZW
http://www.azmobilehr.com/
Monday, July 27, 2009
EFCA Logic from Congress?
True, not all (or sometimes much) of the negotiating that goes on in Congress nets a clearly more positive outcome. I mean, examine health care right now. The best thing that the health care negotiation has done is allow EFCA to hide, under the radar style, and let our legislators work for a more realistic bill that won't harm the economy further.
I am, and have been, completely against the Employee Free Choice Act (EFCA), specifically the "card check" provisions that would provide unions the ability to force themselves to be recognized by companies with little more than trickery and smoke & mirrors. I believe card check recognition for unions would irrevocably harm business in America, especially small and local businesses that operate in industries such as transportation, grocery and warehousing & distribution.
In a nutshell, the last thing the economy in America needs is another level of complexity in business expenses to make it harder for businesses to operate. I submit that we now have enough complexity in federal and state laws to protect the interests of employees.
So with all that said, it appears that the card check provision of EFCA is nearing its swan song.
http://www.jacksonlewis.com/legalupdates/article.cfm?aid=1795
However, EFCA is still on track to pass with provisions that would significantly strengthen the position of unions and weaken the position of companies to lobby and educate their workforces against them, so educate yourself now and don't be caught off guard later.
ZW
http://www.azmobilehr.com/
I am, and have been, completely against the Employee Free Choice Act (EFCA), specifically the "card check" provisions that would provide unions the ability to force themselves to be recognized by companies with little more than trickery and smoke & mirrors. I believe card check recognition for unions would irrevocably harm business in America, especially small and local businesses that operate in industries such as transportation, grocery and warehousing & distribution.
In a nutshell, the last thing the economy in America needs is another level of complexity in business expenses to make it harder for businesses to operate. I submit that we now have enough complexity in federal and state laws to protect the interests of employees.
So with all that said, it appears that the card check provision of EFCA is nearing its swan song.
http://www.jacksonlewis.com/legalupdates/article.cfm?aid=1795
However, EFCA is still on track to pass with provisions that would significantly strengthen the position of unions and weaken the position of companies to lobby and educate their workforces against them, so educate yourself now and don't be caught off guard later.
ZW
http://www.azmobilehr.com/
Thursday, July 16, 2009
Healthcare "Reform"
So, the AMA (American Medical Association) has endorsed the current House bill involving health care reform, including a government-run health care option. As recently as several weeks ago, this was considered, if not highly improbable, at least not a safe bet. So, where did the sudden reversal come from? President Obama met with them at an AMA conference and apparently in one speech garnered enough good will to get a public endorsement of his healthcare plan. (If you have an hour, here it is: http://www.youtube.com/watch?v=uG3IJazP5gk)
Pretty impressive. Whether you like him or not, he's a marvel at spending political capital.
This whole debate is fascinating to me, as I'm sure the next electoral cycle will be. Republicans are going for broke, betting against nearly every piece of legislation that comes up. Democrats are, well, spending till we're broke hoping that they can pass enough legislation to fix America's ills within a six-month time frame. I anticipate a very familiar finger-pointing based party line political fight come the mid-term election cycle. I don't know that either side has set themselves up well. I predict the general state of the economy come election-eve will be the deciding factor.
I digress, back to healthcare.....
A Potential Winner - residents of smaller and rural areas that currently have very few private insurance options available, individually or as a part of an employer's group plan. These folks will have greater options and access to coverage that is likely to be less expensive because of the market forces that spread risk over a greater pool of lives.
A Potential Loser - private insurers. The reason they are fighting a government plan is because they will lose participants to a public health care option. Greater competition will likely drive costs down, stripping additional profits from these companies.
And what about those who choose not to cover themselves who may be forced into picking up a public health care plan? That's the biggest question on my conscience. Should people be forced into health care plans? The easy answer is no. But, they do seek services when emergencies and illness happen, ultimately leaving the taxpayers to pick up most, if not all, of their bill. So, shouldn't they have to have some "skin" in the game to begin with?
Right & Wrong - I can't tell you that. There are wonderful arguments on both sides of the debate. What I do know is that the status quo hasn't worked for a long time. Private insurers can cry all they want, and a new system will likely be far from perfect, but some form of change needs to happen. And sometimes, any change can be good because it will force more decisions down the road to refine and reflect on what is working and what is not. The more I read and research, it looks like some form of reform is bound to be enacted this year. The momentum is there.
ZW
http://www.azmobilehr.com/
Pretty impressive. Whether you like him or not, he's a marvel at spending political capital.
This whole debate is fascinating to me, as I'm sure the next electoral cycle will be. Republicans are going for broke, betting against nearly every piece of legislation that comes up. Democrats are, well, spending till we're broke hoping that they can pass enough legislation to fix America's ills within a six-month time frame. I anticipate a very familiar finger-pointing based party line political fight come the mid-term election cycle. I don't know that either side has set themselves up well. I predict the general state of the economy come election-eve will be the deciding factor.
I digress, back to healthcare.....
A Potential Winner - residents of smaller and rural areas that currently have very few private insurance options available, individually or as a part of an employer's group plan. These folks will have greater options and access to coverage that is likely to be less expensive because of the market forces that spread risk over a greater pool of lives.
A Potential Loser - private insurers. The reason they are fighting a government plan is because they will lose participants to a public health care option. Greater competition will likely drive costs down, stripping additional profits from these companies.
And what about those who choose not to cover themselves who may be forced into picking up a public health care plan? That's the biggest question on my conscience. Should people be forced into health care plans? The easy answer is no. But, they do seek services when emergencies and illness happen, ultimately leaving the taxpayers to pick up most, if not all, of their bill. So, shouldn't they have to have some "skin" in the game to begin with?
Right & Wrong - I can't tell you that. There are wonderful arguments on both sides of the debate. What I do know is that the status quo hasn't worked for a long time. Private insurers can cry all they want, and a new system will likely be far from perfect, but some form of change needs to happen. And sometimes, any change can be good because it will force more decisions down the road to refine and reflect on what is working and what is not. The more I read and research, it looks like some form of reform is bound to be enacted this year. The momentum is there.
ZW
http://www.azmobilehr.com/
Thursday, July 9, 2009
Illegal Immigration Isn't Solved Yet?
It's been some time now since we've heard a lot about E-Verify compliance at the local AZ level. Since January 2008, when the "Legal AZ Workers Act" (LAWA) went into effect and expanded the demands of AZ businesses in verifying the legal status of those they hire, there has been surprisingly little said about the enforcement practices and potential penalties to businesses that don't comply with the law. Sure, Sheriff Joe has been out on the prowl, but besides that, LAWA still seems to be the red-headed step child of US illegal immigration law. It continues to be a largely unfunded mandate that sits on the books while county attorneys wait to see what happens, not wanting to be too bold and get caught up in the federal fray.
Well, today I have nothing to say about AZ's "leadership" in the immigration reform category. However, there is some news as of late on the federal level.
President Obama's new head of ICE (US Immigration and Customs Service), John Morton, has been vocal about a distinct shift in focus from high-profile raids targeted at punishing illegal workers directly to focusing on employer violations including heavy economic fines for those violators.
It turns out that good old-fashioned I-9 audits are back..... with a vengeance; or so ICE promises. In addition, ICE will be focusing on what can be described as "forensic investigating". Specifically, using the tools available, like E-Verify, to find probable violators for auditing. Not too scary if you operate your business in a state that has yet to mandate use of E-Verify. Slightly more scary if you live here in AZ.
For instance, let's say you haven't been very good at hitting the 3-day deadline after hire to verify a new employee in the E-Verify system. Guess what? E-Verify records all those missed dates and allows ICE to data-mine and find your pattern of rule-breaking. These inconsistencies and rules violations may make you a perfect target for an audit.
Just this week, Krispy Kreme was fined $40,000 for I-9 violations. Your business might not be as big as Krispy Kreme, but could you afford a $20,000 fine? How about a $10,000 fine? Ouch.
When was the last time your I-9 and hiring practices were audited? Just a thought.
ZW
http://www.azmobilehr.com/
Well, today I have nothing to say about AZ's "leadership" in the immigration reform category. However, there is some news as of late on the federal level.
President Obama's new head of ICE (US Immigration and Customs Service), John Morton, has been vocal about a distinct shift in focus from high-profile raids targeted at punishing illegal workers directly to focusing on employer violations including heavy economic fines for those violators.
It turns out that good old-fashioned I-9 audits are back..... with a vengeance; or so ICE promises. In addition, ICE will be focusing on what can be described as "forensic investigating". Specifically, using the tools available, like E-Verify, to find probable violators for auditing. Not too scary if you operate your business in a state that has yet to mandate use of E-Verify. Slightly more scary if you live here in AZ.
For instance, let's say you haven't been very good at hitting the 3-day deadline after hire to verify a new employee in the E-Verify system. Guess what? E-Verify records all those missed dates and allows ICE to data-mine and find your pattern of rule-breaking. These inconsistencies and rules violations may make you a perfect target for an audit.
Just this week, Krispy Kreme was fined $40,000 for I-9 violations. Your business might not be as big as Krispy Kreme, but could you afford a $20,000 fine? How about a $10,000 fine? Ouch.
When was the last time your I-9 and hiring practices were audited? Just a thought.
ZW
http://www.azmobilehr.com/
Tuesday, June 30, 2009
Performance Reviews in a Tough Economy
I was just wrapping up and organizing files from my contract job, getting ready to turn everything over to the full-timers that will be left behind when I leave on Thursday, and remembered an interesting conversation I had while rolling out a coaching & performance management training program last month.
Like many organizations, this one was forced to put annual performance raises on a shelf this year to control their budget. Everyone throughout the organization (the lucky group that is left after several tough rounds of layoffs) seems to have taken this fact in stride, I assume due to the effective communication campaign that the organization engages in regularly. In short, they get it; it's a tough economy and sacrifices need to be made.
However, what I found was, many managers would like the performance management process to get put on that shelf right next to the raises. One went as far as to vocalize that giving a performance review with no raise was a tedious and pointless process, a joke if you will.
What do you think? What about your managers? I subscribe to the theory that communicating with and developing your employees is essential all year round, with or without impact to pay. It's about developing your business to be more effective, more responsive, more customer-focused and ready to pounce at the first sign of a turn-around in your sector, not about whether you're giving out a 2% raise this year or not.
Be honest with your employees. They should understand the economic realities of your business. But more importantly, they should understand how they are performing against expectations, what can be improved and what they can do to grow with the Company. Grow the trust your employees have in you and they will weather the economic storm along side you.
And consider removing pay increases from the performance review cycle all together. If you give annual raises, set it apart from the performance review by 3 or 6 months. Focus on developing your employees and re-visit the pay question later on. Just a thought that bucks the current social trend.
ZW
www.azmobilehr.com
Like many organizations, this one was forced to put annual performance raises on a shelf this year to control their budget. Everyone throughout the organization (the lucky group that is left after several tough rounds of layoffs) seems to have taken this fact in stride, I assume due to the effective communication campaign that the organization engages in regularly. In short, they get it; it's a tough economy and sacrifices need to be made.
However, what I found was, many managers would like the performance management process to get put on that shelf right next to the raises. One went as far as to vocalize that giving a performance review with no raise was a tedious and pointless process, a joke if you will.
What do you think? What about your managers? I subscribe to the theory that communicating with and developing your employees is essential all year round, with or without impact to pay. It's about developing your business to be more effective, more responsive, more customer-focused and ready to pounce at the first sign of a turn-around in your sector, not about whether you're giving out a 2% raise this year or not.
Be honest with your employees. They should understand the economic realities of your business. But more importantly, they should understand how they are performing against expectations, what can be improved and what they can do to grow with the Company. Grow the trust your employees have in you and they will weather the economic storm along side you.
And consider removing pay increases from the performance review cycle all together. If you give annual raises, set it apart from the performance review by 3 or 6 months. Focus on developing your employees and re-visit the pay question later on. Just a thought that bucks the current social trend.
ZW
www.azmobilehr.com
Friday, June 26, 2009
Stress....
People close to me often ask why I do not appear more "stressed out" than I do. They are quick to point out the challenges before me and to share how they would react if faced with similar circumstances.
- I was recently out of work for 5 months (and blew through a lot of savings during that time)
- My current position, a 4-month contract, ends the first week in July
- That MBA is coming back to haunt me with student loan payments starting in July
- I'm driving a new business that is completely unproven and lacks a foundation of clients to support it
Well, that does seem daunting. Perhaps I should freak out. But, then again, what does "freaking out" really accomplish for me? I suppose I could garner some sympathy (at least for a little while) or burn some extra calories from sobbing or running around hyperventilating. That's just not me though.
The advice I'd give to anyone facing significant challenges is to get out and do something.
I found solace at the gym during my 5 months of unemployment and managed to lose 40 pounds. Perhaps not the best strategy during a time that I could not afford the new wardrobe necessary to clothe my newly sized self, but it certainly fulfilled a need for accomplishment.
I've also met a ton of great people by attending a dozen different networking events all over town. While my list of client potential is still small from these events, I've met people with supporting services (which could lead to business leads), people who provide business support (which could lead to new, low cost options to market my business), and a small group of very like-minded, positive individuals that make me believe that hard work and positivity will pay off in the long run.
We all reach challenging times in our lives. The choice we each have is to either look beyond them and begin to shape what is to come, or to focus too much in our current reality and fear the same.
I vote for the "glass half full" method.
ZW
Fix Your Water Damaged Cell Phone
This is a bit off topic for my usual posts, but I found this article to be highly intriguing and potentially helpful. I have been in this predicament at least twice and it is extremely frustrating.
http://www.fiscalgeek.com/2009/06/ff_water_damaged_cellphone/
While I do not plan to drop my phone in the toilet to try this out, I would love to hear from someone who is brave enough to do so. Let me know if it works!
ZW
http://www.azmobilehr.com/
http://www.fiscalgeek.com/2009/06/ff_water_damaged_cellphone/
While I do not plan to drop my phone in the toilet to try this out, I would love to hear from someone who is brave enough to do so. Let me know if it works!
ZW
http://www.azmobilehr.com/
Friday, June 19, 2009
Big Brother Wants to Watch You
I know, a second blog post in the same week! Amazing! I simply could not go into the weekend without sharing an article that was posted by a friend on Facebook (ironically).
There is a lot of debate and discussion about privacy; What do people have the right to engage in outside of work that is ultimately no one's business other than there own? I think there are varying degrees to this debate, mostly surrounding how "public" you choose to make your activities. Especially in this age of social media, "private" activities have a way of being posted, blogged about and/or distributed online in very public ways. However, if you choose to effectively use your privacy settings on things like Facebook, Myspace, etc., why is it your employer's business what you are doing? They are your employer, not your Facebook friend (unless you foolishly let them be)!!
Ok, check out the article so that you can feel dirty and intruded upon..............
http://www.dailytech.com/article.aspx?newsid=15465
Don't worry, this is just some crazy little town in Montana that has obviously gotten a little too big for their britches. There is a lawsuit, a settlement and a published article about how to keep your nose out of other people's business coming down the road on this one.
Word to the wise - Be careful how you use social media. Don't give your employer the excuse to use it against you by posting private business information, customer rants or other inappropriate content that can be directly traced back to you as an employee and agent of a particular organization. But in the opposite thread, don't feel that you have to bare your soul to your employer either. At least not until you start your own reality show and they start paying you for it!
ZW
http://www.azmobilehr.com/
There is a lot of debate and discussion about privacy; What do people have the right to engage in outside of work that is ultimately no one's business other than there own? I think there are varying degrees to this debate, mostly surrounding how "public" you choose to make your activities. Especially in this age of social media, "private" activities have a way of being posted, blogged about and/or distributed online in very public ways. However, if you choose to effectively use your privacy settings on things like Facebook, Myspace, etc., why is it your employer's business what you are doing? They are your employer, not your Facebook friend (unless you foolishly let them be)!!
Ok, check out the article so that you can feel dirty and intruded upon..............
http://www.dailytech.com/article.aspx?newsid=15465
Don't worry, this is just some crazy little town in Montana that has obviously gotten a little too big for their britches. There is a lawsuit, a settlement and a published article about how to keep your nose out of other people's business coming down the road on this one.
Word to the wise - Be careful how you use social media. Don't give your employer the excuse to use it against you by posting private business information, customer rants or other inappropriate content that can be directly traced back to you as an employee and agent of a particular organization. But in the opposite thread, don't feel that you have to bare your soul to your employer either. At least not until you start your own reality show and they start paying you for it!
ZW
http://www.azmobilehr.com/
Wednesday, June 17, 2009
Networking - Critical Mass
I think a lot of folks fail at networking (or simply give it up) because of society's need for instant gratification. I've been seeing it happen; If a new lead or, even better, a new client doesn't arise after one or two networking events, that event is scrapped and people look elsewhere. After experiencing this cycle with several different events, they assume that networking is useless and they abandon the medium for more antiquated methods like direct mail, cold calling or buying leads.
What I believe they are missing in their equation is the idea of critical mass. I've been on the networking map in the greater Phoenix area for most of 2009, attending a cross section of different events as regularly as possible. Here are a few observations I've made:
What I believe they are missing in their equation is the idea of critical mass. I've been on the networking map in the greater Phoenix area for most of 2009, attending a cross section of different events as regularly as possible. Here are a few observations I've made:
- Consistency creates efficiency - Attending the same events over and over again allows you to focus in on the "new" faces each time, making your networking plan more efficient at each subsequent event.
- Listening creates connections - Too many approach networking events from a hard sell perspective; "Here's what I can do for you and why you should hire me, buy from me, refer me, etc." Many forget to ask in depth questions of others, listen to responses and pose questions about other's businesses. Try being interested in someone other than yourself and others will do the same for you...... and start introducing you to their network.
- Have something interesting to say - When someone asks what you do, be original or add some flair. Instead of saying, "I'm an HR Consultant" I say "I fix people problems." This always leads to a follow up question that allows me to explain a little more in depth about what I do. It also helps take away any pre-conceived notions people may have about my services.
- Keep an open mind - If all you are looking for at a networking event is a client, you'll likely miss out on the real benefit; People that might be able to refer you to clients. I've yet to find even a small lead for a direct client through networking events. What I have found is a solid number of individuals that market to a similar clientele, people that offer supplemental services to my own and others that may have access to services that would be of value to my business. None of these are direct clients, but all are very valuable.
This list is obviously not exhaustive and there are books out there that do much more justice to the subject matter, but, it's important to have a plan when networking, even if it's just a small plan. You must meet and greet over and over again. Repetition builds trust with the people that run networking events. They start to view you as more stable, genuinely dedicated to your business and it gives them the opportunity to learn about you so they too can refer you to new people.
You have to keep at it and be genuine to reach a critical mass. Just as you shy away from Mr. Hard Sell, people shy away from you when you offer nothing more.
Have a great week!
ZW
Thursday, June 4, 2009
Note to Employees: Keep Your Customers Out of It!
Sometimes employees can back themselves into corners. Sometimes they start digging a hole and just can’t stop themselves, even when just being nice and quiet would be the best way to preserve their job.
So, you just reached the boiling point at work and need to let off some steam with your spouse? My advice would be to take that call offsite. Go for a walk, drive somewhere, but whatever you do, don’t scream profanity about your boss on your cell phone at work where others can hear you.
So, you didn’t take my advice above? When you get a call from HR investigating the incident (because it WILL come), I advise you to throw yourself on your sword and profess a love of your job and a willingness to change. I can’t guarantee it will save your job, but it puts you in a much better light than trying to deny what others have attested to seeing and hearing.
Now, if by chance you get to keep your job, the next part is really important….
Remember to contact those customers who you told you were going to be fired and request that they NOT send the e-mail to your boss lambasting the Company for firing you. It just seems to paint you in a non-professional light.
Honestly, I know that customer service is becoming less and less common throughout industry. I want to poke my eyes out every time I have to attempt to find a human at the end of an automated phone system. However, it is completely inappropriate to take your dirty laundry to your customers’ doorsteps. It does a disservice to them, a disservice to your Company and it paints you as an opportunist whose loyalty is now severely in question.
Just a word to the wise.
ZW
http://www.azmobilehr.com/
So, you just reached the boiling point at work and need to let off some steam with your spouse? My advice would be to take that call offsite. Go for a walk, drive somewhere, but whatever you do, don’t scream profanity about your boss on your cell phone at work where others can hear you.
So, you didn’t take my advice above? When you get a call from HR investigating the incident (because it WILL come), I advise you to throw yourself on your sword and profess a love of your job and a willingness to change. I can’t guarantee it will save your job, but it puts you in a much better light than trying to deny what others have attested to seeing and hearing.
Now, if by chance you get to keep your job, the next part is really important….
Remember to contact those customers who you told you were going to be fired and request that they NOT send the e-mail to your boss lambasting the Company for firing you. It just seems to paint you in a non-professional light.
Honestly, I know that customer service is becoming less and less common throughout industry. I want to poke my eyes out every time I have to attempt to find a human at the end of an automated phone system. However, it is completely inappropriate to take your dirty laundry to your customers’ doorsteps. It does a disservice to them, a disservice to your Company and it paints you as an opportunist whose loyalty is now severely in question.
Just a word to the wise.
ZW
http://www.azmobilehr.com/
Thursday, May 28, 2009
Small Business Networking
One of my loyal followers forwarded me a new group to check out so I thought I would share it with my other 4 loyal followers. The group is focused on providing connections and the resource of peer-knowledge for small business owners in the greater Phoenix area.
It's founding principles are quite simple:
1. Two Heads are Better Than One
2. Pay-It-Forward
I can get on board with that. They're new, but I believe the concept is a solid one, so I wouldn't be surprised to see a lot of growth in the future. Check the group out:
http://www.phxbusinessowners.org/
ZW
www.azmobilehr.com
It's founding principles are quite simple:
1. Two Heads are Better Than One
2. Pay-It-Forward
I can get on board with that. They're new, but I believe the concept is a solid one, so I wouldn't be surprised to see a lot of growth in the future. Check the group out:
http://www.phxbusinessowners.org/
ZW
www.azmobilehr.com
Tuesday, May 26, 2009
3 Simple Rules...
Many of my posts are timely in that they deal with a fresh new experience that came across my desk that day. Today’s post is a little like that. I’ve just concluded a pretty involved investigation into a retaliation and harassment complaint. There was one little item at the tail end that created some heartburn on my end that got me to thinking about all the investigations I’ve conducted over the years.
HR often plays that difficult middle-role during investigations, seeking to bridge the gap between management and employees as they boldly seek to find the proverbial “truth”. Sometimes this is threatening to employees and sometimes it is threatening to managers, depending on how they each view HR’s role and motivations. Today, we deal with the manager’s role and a few easy steps to keep on HR’s good side. (Only one of my rules was broken today, so it wasn’t the end of the world.)
3 Simple Investigation Rules for Operations Managers to Live By:
Rule #1: Double check your data before providing it to HR.
Nothing will irk your HR leader more than having to “eat crow” and either retract or change a statement they’ve made to an employee. This also makes the employee think that the Company is up to something, even when they’re not.
Rule #2: Play “The Good, The Bad and The Ugly” cards from the start.
Don’t try to hide something or frame yourself in a better light by leaving out details. Give ALL the necessary information for a complete investigation up front. Most mistakes that managers make in the course of their jobs are ok when dealt with openly and honestly. When the hidden facts are found, your HR leader will think you were up to something, even when you weren’t.
Rule #3: Don’t freak out.
Especially when the subject is dicey, your friendly neighborhood HR professional is going to have to ask some specific questions to get some specific answers to provide recommendations on some specific outcomes. Don’t get offended and defensive by questions about your team and your actions; that’s part of the gig when you get into management. Just refer to Rule #1 and Rule #2 and keep moving on down the road.
Have a great short holiday week!
Zach
www.azmobilehr.com
Tuesday, May 19, 2009
Traveling East......
This week, in honor of my first work-related trip in some time, I thought I would go off topic. Off HR topic that is.
I'm in sunny (actually overcast and rainy) Florida for three days this week. I flew in Monday and will fly back out Wednesday evening. While there are plenty of good HR reasons that I'm in FL, we'll leave those for another time. I really want to share one rant and one amusing story from my Monday travels.
RANT:
If you are traveling with a companion, is it really necessary to book seats "A" and "C" in a row, leaving the middle seat "B" open? Guess what happens when the flight is booked? Yes, I get to sit between the two of you as you talk to each other the entire 4-hour flight. And, just because I'm there, I suppose you think it's necessary to make me an active contributor to your conversation so I don't feel left out. Wonderful.
AMUSING:
I'm riding the shuttle to the rental car pickup and the driver announces there will be two stops once we reach the lot. The first stop is for the "Super Elite" class who get to go directly to the vehicles and take any one they want. The second stop is for the normal class people who get to go to the counter (like me). We reach stop number 1 and the driver reminds us this is for the Super Elites only. After the elites get off, he proceeds to pull the van up a full 25 feet to stop number 2 where the rest of us get off. 25 feet?? I gave the guy a questioning look as I disembarked. All he could do is say, "I know, but they make me do both stops." Someone in management actually had to think that up. I hope they didn't blow a brain gasket in the process.
All in all though, I'm enjoying 78 degrees with rain a lot more than 107 degrees.
Have a great week!
Zach
http://www.azmobilehr.com/
I'm in sunny (actually overcast and rainy) Florida for three days this week. I flew in Monday and will fly back out Wednesday evening. While there are plenty of good HR reasons that I'm in FL, we'll leave those for another time. I really want to share one rant and one amusing story from my Monday travels.
RANT:
If you are traveling with a companion, is it really necessary to book seats "A" and "C" in a row, leaving the middle seat "B" open? Guess what happens when the flight is booked? Yes, I get to sit between the two of you as you talk to each other the entire 4-hour flight. And, just because I'm there, I suppose you think it's necessary to make me an active contributor to your conversation so I don't feel left out. Wonderful.
AMUSING:
I'm riding the shuttle to the rental car pickup and the driver announces there will be two stops once we reach the lot. The first stop is for the "Super Elite" class who get to go directly to the vehicles and take any one they want. The second stop is for the normal class people who get to go to the counter (like me). We reach stop number 1 and the driver reminds us this is for the Super Elites only. After the elites get off, he proceeds to pull the van up a full 25 feet to stop number 2 where the rest of us get off. 25 feet?? I gave the guy a questioning look as I disembarked. All he could do is say, "I know, but they make me do both stops." Someone in management actually had to think that up. I hope they didn't blow a brain gasket in the process.
All in all though, I'm enjoying 78 degrees with rain a lot more than 107 degrees.
Have a great week!
Zach
http://www.azmobilehr.com/
Friday, May 15, 2009
Be Nice or Be Burned
I’m all for those employees who are missing the accountability gene to find a way out of the Company. Just remember, how they leave dictates how “rid” of them you actually are. There’s nothing like the relief of a problem employee leaving and nothing worse than the sinking feeling that you’re stuck with them anyway when you get served with their claim against your company.
Usually, how an employee is treated on the way out the door can go a long way toward their motivations after the fact. Did you create the idea in their mind that you still “owe” them something, for pain and suffering if nothing else. Be fair, haven’t you ever looked back and thought you got a raw deal and wanted someone to feel your pain? That’s what your disgruntled former employee is thinking too.
I deal with employees that make questionable claims quite a bit. The smart route is to investigate them thoroughly so you have all your backup documentation ready should a claim land on your doorstep. Even if you think it’s crazy, you need to decide what your motivation is. Do you want to go the extra mile, appease the employee’s concerns by investigating and responding and hopefully have an employee (or former employee) that feels the Company listens? Or…..do you want the employee that feels ignored, spurned and wants to get back at you? To be honest, there are no guarantees with the former, but the latter is a dangerous beast.
Even when it’s frustrating, taking the time to listen and interact with an employee is the best route to take. Make treating people nicely part of your culture. Even when the message might be, “Sorry, we can’t find anything to substantiate your claim”, you’re less likely to be burned after the fact.
Have a great weekend!
Zach
www.azmobilehr.com
Usually, how an employee is treated on the way out the door can go a long way toward their motivations after the fact. Did you create the idea in their mind that you still “owe” them something, for pain and suffering if nothing else. Be fair, haven’t you ever looked back and thought you got a raw deal and wanted someone to feel your pain? That’s what your disgruntled former employee is thinking too.
I deal with employees that make questionable claims quite a bit. The smart route is to investigate them thoroughly so you have all your backup documentation ready should a claim land on your doorstep. Even if you think it’s crazy, you need to decide what your motivation is. Do you want to go the extra mile, appease the employee’s concerns by investigating and responding and hopefully have an employee (or former employee) that feels the Company listens? Or…..do you want the employee that feels ignored, spurned and wants to get back at you? To be honest, there are no guarantees with the former, but the latter is a dangerous beast.
Even when it’s frustrating, taking the time to listen and interact with an employee is the best route to take. Make treating people nicely part of your culture. Even when the message might be, “Sorry, we can’t find anything to substantiate your claim”, you’re less likely to be burned after the fact.
Have a great weekend!
Zach
www.azmobilehr.com
Wednesday, April 22, 2009
Contracting - Good & Bad
Overall, the experience with contracting thus far (only cresting past one month now) has been very positive. I continue to marvel at the small amount of stress associated with the job in comparison with accepting a permanent position. It has been incredibly easy to leave work tasks at work at the end of the day and to remove the personal attachment feature on many of the job tasks I’m involved in.
For instance, I deal with a solid string of employee relations issues with one of the divisions I support; everything from disputes with commission payments to harassment and retaliation claims. As crazy as some of them seem or as convoluted as the investigation might get, it likes there’s a built in light at the end of the tunnel. In reality, these aren’t “my” employees and even if they continue to be unhappy, their grip on me ends with the position.
It doesn’t change the effort I give to resolve the issues or positive feeling received when resolution happens, but by mentally placing myself in an outside consultant role, the stress of “owning” the issues is gone. I come, I investigate, I recommend, I leave. It’s all very professional… and very freeing.
I should try to do this for a living from now on. Oh wait, I am trying……………..
The flip side of the coin in accepting a full-time contracting position is that you’re the “catch all”. Special project…….contractor. Audit a spreadsheet……contractor! Something I don’t like……..where’s that contractor?!
Really though, it’s not that bad; mostly amusing. My new tag line is “Here to Help.” If that spreadsheet is important, then let’s get auditing. I’m here to take the stress off those permanent HR folks that will be left in my wake when I move on. Use me while you have me, because I’m not here forever.
Have a great week!
ZW
www.azmobilehr.com
For instance, I deal with a solid string of employee relations issues with one of the divisions I support; everything from disputes with commission payments to harassment and retaliation claims. As crazy as some of them seem or as convoluted as the investigation might get, it likes there’s a built in light at the end of the tunnel. In reality, these aren’t “my” employees and even if they continue to be unhappy, their grip on me ends with the position.
It doesn’t change the effort I give to resolve the issues or positive feeling received when resolution happens, but by mentally placing myself in an outside consultant role, the stress of “owning” the issues is gone. I come, I investigate, I recommend, I leave. It’s all very professional… and very freeing.
I should try to do this for a living from now on. Oh wait, I am trying……………..
The flip side of the coin in accepting a full-time contracting position is that you’re the “catch all”. Special project…….contractor. Audit a spreadsheet……contractor! Something I don’t like……..where’s that contractor?!
Really though, it’s not that bad; mostly amusing. My new tag line is “Here to Help.” If that spreadsheet is important, then let’s get auditing. I’m here to take the stress off those permanent HR folks that will be left in my wake when I move on. Use me while you have me, because I’m not here forever.
Have a great week!
ZW
www.azmobilehr.com
Thursday, April 16, 2009
The Phantom Employee
How do you effectively address employee concerns, especially when managing a geographically diverse organization from afar, when you can’t get the employee who supposedly has a problem to call or e-mail you back?
Maybe you’ve received an e-mail or letter or “tipster” call from an employee who uses all the right buzzwords; Retaliation, age discrimination, gender discrimination, etc.
Being the good HR animals that we are, and having effectively trained our managers to raise these concerns to our attention (wink, wink), we jump on the case and begin investigating. What, when, where, who, why, how?? We start our documentation trail and then we get stuck. Joe or Jane Employee, in all their initial dramatic flair, no longer seems interested in participating in the process.
What to do?
Fall back on the age-old HR proverb, “Document, document, document.”
You can’t force an employee to give you relevant information or even to return your repeated attempts at contact. However, you certainly can document the Company’s attempts to provide support, to take concerns seriously and to create an environment that fosters communication and conflict resolution. If, at the end of the day, the employee tries to come back and claim constructive discharge (being compelled to resign due to objectively difficult or unpleasant working conditions or outrageous conduct by the employer), you have an affirmative defense to such a claim. In AZ, there are specific and restrictive requirements that must be met for an employee to claim constructive discharge:
http://www.azleg.state.az.us/ars/23/01502.htm
Don’t be afraid to hold people accountable to their job requirements, but do make sure you communicate the right things in the right way. Partner with an HR professional and document, document, document!
ZW
www.azmobilehr.com
Maybe you’ve received an e-mail or letter or “tipster” call from an employee who uses all the right buzzwords; Retaliation, age discrimination, gender discrimination, etc.
Being the good HR animals that we are, and having effectively trained our managers to raise these concerns to our attention (wink, wink), we jump on the case and begin investigating. What, when, where, who, why, how?? We start our documentation trail and then we get stuck. Joe or Jane Employee, in all their initial dramatic flair, no longer seems interested in participating in the process.
What to do?
Fall back on the age-old HR proverb, “Document, document, document.”
You can’t force an employee to give you relevant information or even to return your repeated attempts at contact. However, you certainly can document the Company’s attempts to provide support, to take concerns seriously and to create an environment that fosters communication and conflict resolution. If, at the end of the day, the employee tries to come back and claim constructive discharge (being compelled to resign due to objectively difficult or unpleasant working conditions or outrageous conduct by the employer), you have an affirmative defense to such a claim. In AZ, there are specific and restrictive requirements that must be met for an employee to claim constructive discharge:
http://www.azleg.state.az.us/ars/23/01502.htm
Don’t be afraid to hold people accountable to their job requirements, but do make sure you communicate the right things in the right way. Partner with an HR professional and document, document, document!
ZW
www.azmobilehr.com
Tuesday, April 7, 2009
Shock & Awe
For many years now, I’ve prided myself on being able to break the traditional HR mold and actually partner with operations managers to positively impact their businesses rather than just whine about not being invited to the table. Sometimes you have to settle for the “kids” table if you don’t get invited to the “adult” table, but I’m here to tell you that the kids table is usually where it’s at anyway. That’s where middle management lives and they are the key group that has to live with the day to day consequences of what gets discussed at the adult table. If you can make a difference to this group’s day-to-day struggles, you earn a reputation of trust and partnership that won’t easily be broken.
That being said, a lot of HR practitioners trudge through the day wondering where these operations managers were trained to interact with people; perhaps Mars or Venus where Men and Women are purportedly from. Unfortunately, everyone lives here on Earth now so the Mars and Venus-think doesn’t work on any of these employees. I know, I know, HR people are such snobs when it comes to people management skills. But seriously, if all you operations managers would just get it right, we’d all get along wonderfully.
As you know, I’m working a temporary contract at a local organization’s corporate offices. This is where the shock & awe comes in. Although I’ve only been here close to three weeks now, I’ve got to break out my gold stars. These folks actually get it. The majority of managers here not only “get it”, they take pride in people management and WANT to be part of the process. That’s right, I said want. In just three weeks, I’ve seen a couple of incredibly tough decisions made that had to be signed off at the highest level of the organization……… and they stepped up to the plate and did the right thing rather than the easy thing. Even in this economy, the final decision was about people (long-range financial implications), not short-term numbers.
I’m just happy that I’m still able to recognize and be impressed by these occurrences. It’s nice to know I haven’t been completely jaded by the dark side yet! If for no other reason than our own sanity, keep a look out for the good decisions that are made and try to increase their frequency.
Good day!
ZWwww.azmobilehr.com
That being said, a lot of HR practitioners trudge through the day wondering where these operations managers were trained to interact with people; perhaps Mars or Venus where Men and Women are purportedly from. Unfortunately, everyone lives here on Earth now so the Mars and Venus-think doesn’t work on any of these employees. I know, I know, HR people are such snobs when it comes to people management skills. But seriously, if all you operations managers would just get it right, we’d all get along wonderfully.
As you know, I’m working a temporary contract at a local organization’s corporate offices. This is where the shock & awe comes in. Although I’ve only been here close to three weeks now, I’ve got to break out my gold stars. These folks actually get it. The majority of managers here not only “get it”, they take pride in people management and WANT to be part of the process. That’s right, I said want. In just three weeks, I’ve seen a couple of incredibly tough decisions made that had to be signed off at the highest level of the organization……… and they stepped up to the plate and did the right thing rather than the easy thing. Even in this economy, the final decision was about people (long-range financial implications), not short-term numbers.
I’m just happy that I’m still able to recognize and be impressed by these occurrences. It’s nice to know I haven’t been completely jaded by the dark side yet! If for no other reason than our own sanity, keep a look out for the good decisions that are made and try to increase their frequency.
Good day!
ZWwww.azmobilehr.com
Friday, April 3, 2009
People Will Be People
With all the tumultuous changes going on in the world right now, it’s good to know that some things are consistent. Even though I’ve been largely out of the day-to-day HR realm of employee issues for the past 5 ½ months, it turns out that organizations still have their fair share of unreasonable, illogical and needy employees with issues that, at times, seem unbelievable to the 3rd party observer.
Now you might have thought that companies would be using these times of significant downsizing and re-structuring to ensure the talent pool at their disposal is made up of only the finest and most efficient resources. Well, I don’t have all the answers, so I’ll just let each of you look to your right and then look to your left and make up your own minds. Needless to say, there are still employee relations issues a plenty out there. 8.5% unemployment doesn’t seem to change that and unemployment may only make employees more willing to claim harassment, discrimination or other treachery in order to make a fast buck.
Businesspeople, keep your eyes peeled; be responsive to your employees’ claims; and partner with a professional so you don’t needlessly give the farm away in a settlement. Maybe even check out this great new resource I found online……..
www.azmobilehr.com
ZW
:)
Now you might have thought that companies would be using these times of significant downsizing and re-structuring to ensure the talent pool at their disposal is made up of only the finest and most efficient resources. Well, I don’t have all the answers, so I’ll just let each of you look to your right and then look to your left and make up your own minds. Needless to say, there are still employee relations issues a plenty out there. 8.5% unemployment doesn’t seem to change that and unemployment may only make employees more willing to claim harassment, discrimination or other treachery in order to make a fast buck.
Businesspeople, keep your eyes peeled; be responsive to your employees’ claims; and partner with a professional so you don’t needlessly give the farm away in a settlement. Maybe even check out this great new resource I found online……..
www.azmobilehr.com
ZW
:)
Monday, March 30, 2009
Waking Up
Good day all. I’ve come up for air after my first full week back at a “steady job”. As you know, I recently accepted a contract position with a local firm in the homebuilding field (yes, a homebuilder had some dollars to throw around for my services!). I’ll be supporting a few North American divisions of their business while a director is out on maternity leave.
Needless to say, getting back into the swing of things took some doing. I’m fairly certain my “work” muscles had atrophied after 5+ months on the sidelines. In 7 days of work, the muscle fibers have awoken and it feels almost normal having to wake up in the mornings again.
While I had interviewed quite a lot during 2009, I’m happy that this contract gig worked out. This provides the benefit of steady income, which cannot be underappreciated in this economy, and a degree of flexibility to network the consulting business. So everyone (all five of you!) keep your ears peeled for future contracting opportunities for Mr. AZ Mobile HR.
I’m sure my re-introduction into the daily HR realm will lend some positive and interesting blogging opportunities as well……. so stay tuned!
ZW
www.azmobilehr.com
Needless to say, getting back into the swing of things took some doing. I’m fairly certain my “work” muscles had atrophied after 5+ months on the sidelines. In 7 days of work, the muscle fibers have awoken and it feels almost normal having to wake up in the mornings again.
While I had interviewed quite a lot during 2009, I’m happy that this contract gig worked out. This provides the benefit of steady income, which cannot be underappreciated in this economy, and a degree of flexibility to network the consulting business. So everyone (all five of you!) keep your ears peeled for future contracting opportunities for Mr. AZ Mobile HR.
I’m sure my re-introduction into the daily HR realm will lend some positive and interesting blogging opportunities as well……. so stay tuned!
ZW
www.azmobilehr.com
Friday, March 13, 2009
A Week of Choices
This past week has been intense. I've had a significant number of new interviews coupled with some conclusion to a few interview slates I've been in for a while. In the end, I was offered a short-term (3-5 mo.) contract with a homebuilder corporately based in Scottsdale and found that I had a chance to make a run for a full time position with the insurance company I've interviewed with for 10 years (oops, I mean months).
Being put to a decision and made to move forward has been the most stressful work-related experience I've had to deal with since October 1st. I hadn't realized how normal my current situation had become. But the fact is that I need to choose one of two paths:
1) Run toward the comfy security of the corporate world with all its benefit and retirement plans. The world I've called home for the last decade.
2) Take the temp job and and get real serious about coming out on the other end with a solid marketing plan to be self-employed through my AZ Mobile HR business.
Well, after some soul searching and increased heart rates, I've opted to accept the temp contract. Don't feel all bad for me, the hourly rate that I've agreed to is going to make the transition from permanent to temp work really easy.
I've been towing the fence ever since starting this blog and beginning the process of building my consulting business; arranging interviews for full time positions while still networking my personal business to the community. This decision feels good now that it's been made because it brings focus and accountability to my future actions. I'll be working 40 hours a week, which will give me less personal time to play with. It also provides a semi-concrete time frame for me to be up and running on my own. No more willy-nilly, only focus and action. It also provides a much needed influx of cash to support the family and the new business in the short term.
I'm excited to share this with you all and appreciate all the support I've received during this transition stage. I'm also excited to be mentally dedicating myself to the goal of self-employment. Feeling assured of my path in some ways makes it easier to move forward.
I'll talk to you soon to update you on my new contract job and the steps I'm taking to develop my business!
ZW
www.azmobilehr.com
Being put to a decision and made to move forward has been the most stressful work-related experience I've had to deal with since October 1st. I hadn't realized how normal my current situation had become. But the fact is that I need to choose one of two paths:
1) Run toward the comfy security of the corporate world with all its benefit and retirement plans. The world I've called home for the last decade.
2) Take the temp job and and get real serious about coming out on the other end with a solid marketing plan to be self-employed through my AZ Mobile HR business.
Well, after some soul searching and increased heart rates, I've opted to accept the temp contract. Don't feel all bad for me, the hourly rate that I've agreed to is going to make the transition from permanent to temp work really easy.
I've been towing the fence ever since starting this blog and beginning the process of building my consulting business; arranging interviews for full time positions while still networking my personal business to the community. This decision feels good now that it's been made because it brings focus and accountability to my future actions. I'll be working 40 hours a week, which will give me less personal time to play with. It also provides a semi-concrete time frame for me to be up and running on my own. No more willy-nilly, only focus and action. It also provides a much needed influx of cash to support the family and the new business in the short term.
I'm excited to share this with you all and appreciate all the support I've received during this transition stage. I'm also excited to be mentally dedicating myself to the goal of self-employment. Feeling assured of my path in some ways makes it easier to move forward.
I'll talk to you soon to update you on my new contract job and the steps I'm taking to develop my business!
ZW
www.azmobilehr.com
Thursday, March 5, 2009
COBRA - Your stimulus package
Hey all......... after receiving some grief for my inconsistent blogging schedule I'm back to wow you with my HR prowess. Today we're going to delve into serious HR territory that could have a HUGE impact on you or someone you know.
With all the job loss going on as companies struggle to stay in business and turn a profit, individuals and families are finding themselves in difficult positions when layoffs occur..... should they keep their health insurance benefits through COBRA or let their insurance coverage lapse. Often, the cost of COBRA can be similar to a mortgage payment if covering both a spouse and children and these days, keeping a roof over their family's head is a larger concern to many.
I'm really surprised that this topic didn't get more coverage a few week's back when President Obama signed the economic stimulus package into law. Hidden away in the stimulus package is a provision that cuts the cost of COBRA for employees who have been involuntarily terminated to only 35% of the total premium for up to 9 months. THIS IS HUGE!
Using the coverage premiums from my last company, a family that normally would have had to pay about $900 for total family coverage would now only have to pay $315 per month. An individual plan of around $300 a month would now only have to pay $105. WOW! This is so important, especially for all those folks who have children or a family member engaged in ongoing treatment for a medical condition.
This benefit is immediately available for employees who have lost their jobs and is even available retroactively for individuals that lost their jobs as far back as 9/1/2008. The company has to pay the remainder of the COBRA cost, but they are able to take this expense off of their payroll tax burden that otherwise would be paid to the federal government. What this means is that it is completely invisible to the employee and their is no extra paperwork or hoops to jump through. You still send your check into your former company, it's just a smaller check!
Here is a link to a newsletter I subscribe to that discusses the new regulation in more detail:
http://www.ballardspahr.com/press/article.asp?ID=2385
If you know someone that this applies to, please notify them of their rights. I would be happy to assist in any way I can. Don't wait to see this on the news; they don't focus on GOOD news that people can agree on!
See you soon.
ZW
http://www.azmobilehr.com
With all the job loss going on as companies struggle to stay in business and turn a profit, individuals and families are finding themselves in difficult positions when layoffs occur..... should they keep their health insurance benefits through COBRA or let their insurance coverage lapse. Often, the cost of COBRA can be similar to a mortgage payment if covering both a spouse and children and these days, keeping a roof over their family's head is a larger concern to many.
I'm really surprised that this topic didn't get more coverage a few week's back when President Obama signed the economic stimulus package into law. Hidden away in the stimulus package is a provision that cuts the cost of COBRA for employees who have been involuntarily terminated to only 35% of the total premium for up to 9 months. THIS IS HUGE!
Using the coverage premiums from my last company, a family that normally would have had to pay about $900 for total family coverage would now only have to pay $315 per month. An individual plan of around $300 a month would now only have to pay $105. WOW! This is so important, especially for all those folks who have children or a family member engaged in ongoing treatment for a medical condition.
This benefit is immediately available for employees who have lost their jobs and is even available retroactively for individuals that lost their jobs as far back as 9/1/2008. The company has to pay the remainder of the COBRA cost, but they are able to take this expense off of their payroll tax burden that otherwise would be paid to the federal government. What this means is that it is completely invisible to the employee and their is no extra paperwork or hoops to jump through. You still send your check into your former company, it's just a smaller check!
Here is a link to a newsletter I subscribe to that discusses the new regulation in more detail:
http://www.ballardspahr.com/press/article.asp?ID=2385
If you know someone that this applies to, please notify them of their rights. I would be happy to assist in any way I can. Don't wait to see this on the news; they don't focus on GOOD news that people can agree on!
See you soon.
ZW
http://www.azmobilehr.com
Monday, February 16, 2009
Be Courageous!
Happy President's Day all. I had originally planned to take the day off in honor of our glorious leaders, but then realized that I have neglected my blog this past week and then further realized that this isn't a real holiday anyway. I think most folks are working today (unemployed like me aside), if not in corporate jobs, then staffing the latest in the unending excuses for retail sales days. Perhaps I'm just bitter at my lack of expendable cash. I digress.....
The past week has brought me into the third round of interviews for one position and to the discovery that the position that I was offered back in November that was cut out of the budget is now being recruited for again (without me, apparently). It's funny what you find out when you're networking.
So this brings me to my pet peeve for the day........ Honesty. I pride myself for treating people well, especially candidates that I am interviewing for a position. While this may be a particularly empathetic thing to do these days with all the newly unemployed out there, I've always believed that people deserve more than they typically get, especially in the recruitment phase.
Does this sound familiar to anyone?: "I'm sorry, we've selected another candidate that more closely aligns to our business objectives." Has there ever been a situation in which this information was helpful to anyone?? I can't think of one. I have also recently received this message after a phone interview that I felt went very well. Not to be pushy, but I responded to the email with a request for more information, a la "How can I improve myself if I don't know why I wasn't selected." In this case, I was told it was years of experience that screened me out, but how many others get no answer at all and continue on their way ignorant of what may be holding them back. I think the HR profession can do better than that.
Then there is the mystery position I referred to earlier. Considering I routinely network in the same circles as the individual responsible for sourcing candidates for the position, you'd think the business leader in charge of this small start up would have at least stopped short of telling me I was the only candidate and that if the budget dollars were found, I'd get the first phone call. I'm neither shy nor so egotistical that I couldn't handle the conversation that they were moving a different direction. Others might become angered with this situation and perhaps that's why I'm hearing second hand that the position is now open again. I simply don't have the time or energy to spare on anger. I find it sad and very educational. Sad that a professional relationship I cultivated for over 6 months turned out to be the "same stuff, different day" scenario. Educational in that if I value a degree of transparency and courage in business, perhaps I've misjudged that this organization was deserving of my talents.
I won't tell you I've never sold the "alignment with business objectives" line before. I used to have postcards with that same verbiage emblazoned on them to send out to candidates who were not selected for consideration. In those days I was working high volume recruiting for technical tradespeople and simply couldn't touch base with every candidate that send in a resume. What I can tell you is that if I interviewed them, I wasn't scared to speak to them directly to provide the bad news if they ultimately were not selected for the position, especially if it were down to 2 or 3 candidates. You do more for your company's reputation and your personal reputation by having tough conversations than you do by having the easy ones.
Go forth and be courageous! Don't hide and always follow the easy path. What do candidates say about you and your organization when they are out networking? I can tell you they are recounting their good and bad experiences and creating a reputation for you whether you know it or not. Everyone wants to be the "Employer of Choice", but very few show the courage to claim such a lofty title.
In honor of President's Day.........go lead.
ZW
http://azmobilehr.com
The past week has brought me into the third round of interviews for one position and to the discovery that the position that I was offered back in November that was cut out of the budget is now being recruited for again (without me, apparently). It's funny what you find out when you're networking.
So this brings me to my pet peeve for the day........ Honesty. I pride myself for treating people well, especially candidates that I am interviewing for a position. While this may be a particularly empathetic thing to do these days with all the newly unemployed out there, I've always believed that people deserve more than they typically get, especially in the recruitment phase.
Does this sound familiar to anyone?: "I'm sorry, we've selected another candidate that more closely aligns to our business objectives." Has there ever been a situation in which this information was helpful to anyone?? I can't think of one. I have also recently received this message after a phone interview that I felt went very well. Not to be pushy, but I responded to the email with a request for more information, a la "How can I improve myself if I don't know why I wasn't selected." In this case, I was told it was years of experience that screened me out, but how many others get no answer at all and continue on their way ignorant of what may be holding them back. I think the HR profession can do better than that.
Then there is the mystery position I referred to earlier. Considering I routinely network in the same circles as the individual responsible for sourcing candidates for the position, you'd think the business leader in charge of this small start up would have at least stopped short of telling me I was the only candidate and that if the budget dollars were found, I'd get the first phone call. I'm neither shy nor so egotistical that I couldn't handle the conversation that they were moving a different direction. Others might become angered with this situation and perhaps that's why I'm hearing second hand that the position is now open again. I simply don't have the time or energy to spare on anger. I find it sad and very educational. Sad that a professional relationship I cultivated for over 6 months turned out to be the "same stuff, different day" scenario. Educational in that if I value a degree of transparency and courage in business, perhaps I've misjudged that this organization was deserving of my talents.
I won't tell you I've never sold the "alignment with business objectives" line before. I used to have postcards with that same verbiage emblazoned on them to send out to candidates who were not selected for consideration. In those days I was working high volume recruiting for technical tradespeople and simply couldn't touch base with every candidate that send in a resume. What I can tell you is that if I interviewed them, I wasn't scared to speak to them directly to provide the bad news if they ultimately were not selected for the position, especially if it were down to 2 or 3 candidates. You do more for your company's reputation and your personal reputation by having tough conversations than you do by having the easy ones.
Go forth and be courageous! Don't hide and always follow the easy path. What do candidates say about you and your organization when they are out networking? I can tell you they are recounting their good and bad experiences and creating a reputation for you whether you know it or not. Everyone wants to be the "Employer of Choice", but very few show the courage to claim such a lofty title.
In honor of President's Day.........go lead.
ZW
http://azmobilehr.com
Friday, February 6, 2009
Moving On Up
It took one whole email, but I've doubled my readership this week. I suppose the move from 2 to 4 may not be as impressive as I make it out to be, but if I just double readership every two weeks, I should be in line for world domination shortly.
My "announcement" email was received extremely well by my network. Thank you to all for your well wishes, networking suggestions and forwarding my information to your contacts. In just a few short days I have received offers to brainstorm over lunch, to accompany individuals to chamber of commerce meetings and a ton of positive vibes to keep my energy high.
To keep things fun at the end of the week, here are my top 5 observations from starting my own business thus far:
My "announcement" email was received extremely well by my network. Thank you to all for your well wishes, networking suggestions and forwarding my information to your contacts. In just a few short days I have received offers to brainstorm over lunch, to accompany individuals to chamber of commerce meetings and a ton of positive vibes to keep my energy high.
To keep things fun at the end of the week, here are my top 5 observations from starting my own business thus far:
- A guy with no job can still get way too high a limit on his new business credit card pretty easily. What banking crisis??
- Once you buy your domain name, organize your business and publish your web page, you'll think of a way better company name that is still available.
- The number of children running around your house is inversely proportionate to the amount of time you can focus on business. (I only have two so that Nadya Suleman lady has no hope!)
- Network, network, network.................seriously, it's your only hope!
- Now that all the legwork is done, here comes the scary part of doing something........
In the spirit of doing something, I've posted the following outreach event I am taking part in on my website and my cohorts are doing some marketing through the Peoria Chamber of Commerce and the UPS Store.
Saturday - February 21, 2009 - The UPS Store @ 75th Ave. & Thunderbird
Resume Writing Clinic - 10am to 2pm
I will be on hand along with other business managers to provide critique and education about resume writing and online application strategies. It is FREE of charge and special discounts will be available on printing services at The UPS Store.
Thanks again everyone! Hopefully these are only humble beginnings!
ZW
Monday, February 2, 2009
Up and running...
I'm happy to say that the new business is now up and running. After much time and coordination last week, AZ Mobile HR, LLC is online, has its own bank account and is ready for business. Please come visit at:
http://azmobilehr.com/
For those who may consider consulting now or in the future, the setup costs are not expensive and the time required to establish a web presence is not long if you go with a full service vendor (I'm using GoDaddy.com and the cost comparative to what I received is very reasonable).
The easy part is done. Now comes the difficult part........marketing and sales. I'll keep you up to date on what works and what doesn't. Feel free to provide me with your creative suggestions. Or even better, referrals!
Have a great week! Chat at you soon....
ZW
http://azmobilehr.com/
http://azmobilehr.com/
For those who may consider consulting now or in the future, the setup costs are not expensive and the time required to establish a web presence is not long if you go with a full service vendor (I'm using GoDaddy.com and the cost comparative to what I received is very reasonable).
The easy part is done. Now comes the difficult part........marketing and sales. I'll keep you up to date on what works and what doesn't. Feel free to provide me with your creative suggestions. Or even better, referrals!
Have a great week! Chat at you soon....
ZW
http://azmobilehr.com/
Monday, January 26, 2009
Starting Businesses and Educating Oneself
Happy Monday everyone! We're now less than one week away until Arizona's own Cardinals win their first Superbowl. Positive thinking has won out the past three games, so I'm not stopping now!
First, a quick update on my entrepreneurial endeavor - I successfully applied for my LLC status with the state's Corporation Commission on Friday and am nearly complete with my web site. As soon as I have confirmation of the LLC's establishment, I'll post my web address and start the process of marketing. Thanks to Brad Cea for walking me through this process and assisting with a variety of tax related questions over the past week. We'll give Brad's LLC, AZ Biz Kit some more press down the road.
Here's a link to a wonderful article that is close to my heart right now...........
http://encarta.msn.com/encnet/Features/Columns/?article=CanMBADown>1=27001
This deals with the question of whether an MBA is worth the total investment necessary to obtain it. Now, I was not in a position to obtain my degree through the distinguished Wharton School of Business, but Arizona State University has a very strong business program, so I feel that I can still hold my head high for my achievements. Here are my thoughts:
First, a quick update on my entrepreneurial endeavor - I successfully applied for my LLC status with the state's Corporation Commission on Friday and am nearly complete with my web site. As soon as I have confirmation of the LLC's establishment, I'll post my web address and start the process of marketing. Thanks to Brad Cea for walking me through this process and assisting with a variety of tax related questions over the past week. We'll give Brad's LLC, AZ Biz Kit some more press down the road.
Here's a link to a wonderful article that is close to my heart right now...........
http://encarta.msn.com/encnet/Features/Columns/?article=CanMBADown>1=27001
This deals with the question of whether an MBA is worth the total investment necessary to obtain it. Now, I was not in a position to obtain my degree through the distinguished Wharton School of Business, but Arizona State University has a very strong business program, so I feel that I can still hold my head high for my achievements. Here are my thoughts:
- I did not pay anything near the costs listed in this article. Had I, there is a good chance you could find me huddled in the back of my closet crying on most days. On the flip side, I did not have a guaranteed job waiting for me either, so take your pick. In any event, with a family and two kids, I can't imagine how long it would take to pay that tab even if the mid-six-figure job was waiting for me post graduation.
- The reality in my mind is that a graduate level degree is the new differentiator when it comes to candidate evaluation. In my field, an MBA and SPHR certification is more likely to get you a look for a department-head level HR position these days. It's an incredibly tough market for applicants and any way to differentiate yourself from the pack is a good thing.
- If you work for a company that will pay most or all of your education expenses, stop finding excuses why not, and take advantage! I made the mistake of starting my graduate degree after I left the company that would have covered my costs. I got a little bit of help, but not what I would have if I had been more on the ball.
- When you go back to to school, network the heck out of your program. The professors, your classmates, the school's administrative staff, etc. Not only will you have more resources while you're in school, you'll have more resources for your job search or personal business contacts afterwards. The fact is, most of your business professors are doing research to write articles to get published to move up the ranks. The way a lot of them do this is through consulting with companies. Put two and two together and those are the individuals you want to know.
- If you are going back to school full-time, investigate the option of becoming a teaching assistant (TA). I recently learned that some schools will not only waive tuition for these positions, but also cover medical and provide a monthly stipend. You may have to assist two or three professors with test grading and class organization, but this is a great way to reduce or even eliminate the most dramatic costs associated with obtaining your degree.
I have a community outreach project coming up in February where several of my MBA classmates and I are going to be conducting a free resume writing clinic at a local business. Once the ads are up online, I'll post them. Those in the AZ area, please share with your friends as anyone is welcome.
Go Cardinals!
Thursday, January 22, 2009
The Job Hunt
For my current one follower and the millions to come! First, my endeavors into self-employment are moving at a brisk pace. I've been able to secure my domain name and am well into the process of developing my web site. I hope to have these ready to share with the world within a week. One the other side, I have actually been contacted by several companies, four to be exact, for job interviews as of the first of the year.
I stumbled upon an article at Jobing.com about the frustrations of the online application process. Check it out.
http://phoenix.jobing.com/blog_post.asp?post=15498&j=18821099&e
The comments listed after the article are what really surprised me. Maybe they shouldn't have. I've heard similar comments through many of the networking groups I've attended in the past 4 months, but I've also learned a lot about how these Applicant Tracking Systems work and I think this author did a dis-service by not expanding on a few items. The answers listed do little to re-tool candidates to conduct an effective modern job search.
Here are a few additions I would have listed as a part of this article:
I stumbled upon an article at Jobing.com about the frustrations of the online application process. Check it out.
http://phoenix.jobing.com/blog_post.asp?post=15498&j=18821099&e
The comments listed after the article are what really surprised me. Maybe they shouldn't have. I've heard similar comments through many of the networking groups I've attended in the past 4 months, but I've also learned a lot about how these Applicant Tracking Systems work and I think this author did a dis-service by not expanding on a few items. The answers listed do little to re-tool candidates to conduct an effective modern job search.
Here are a few additions I would have listed as a part of this article:
- Key Word Searches - This can be the single most important variable in an Applicant Tracking System. These systems typically disqualify applicants if they do not meet a high percentage of key work matches that the recruiter has established for the position. For example, a position might require a particular accounting or HRIS system experience. If you only list "accounting system" or "HRIS" experience and not "Peachtree" and/or "SAP", be prepared to be left off the list of qualified candidates. Don't just be thorough, be REALLY REALLY thorough when it comes to your experience. It is now commonplace for a resume to have a dedicated section for key words. Feel free to have a paragraph of specific skills, software and capabilities that you possess. You can label this section "Technical Knowledge & Experience" or some other variation.
- Networking - Most of the respondents mention a familiar cycle......... Blindly apply for a posted position.......wait.......hear nothing........get frustrated. Here's what I've learned through a lot of in depth HR networking over the past several months; 1) A lot of the positions posted on the job boards may not even exist! Some are posted by agency recruiters just trying to enhance their database of candidates. If a posting is confidential, there is a great chance this is the case. 2) The economy has not only caused companies to be extra-cautious when hiring, it has also swelled the applicant pool. Don't be surprised if you are 1 of 300 or 400 applicants for a single posting. 3) The one sure fire way to distinguish yourself from other candidates, or maybe even to get a courtesy look, is NETWORKING! Use the various resources like LinkedIn on the web as well as good old fashion talking to those you know and those you meet. I've heard a lot of figures quoted, but somewhere around 70%+ of those who find employment have done so through some form of networking. Use church, industry groups, the grocery store, the PTA, and talking to neighbors be a part of your networking activities. Find an in with a company and then target your efforts at making contact through your source.
Certainly, be thorough on your application, but don't leave your chances in the hands of a recruiter who doesn't know you from Adam (or Eve). Network hard and be positive. Complaining won't improve the situation and often will keep you from being the best job seeker you can be.
BTW, I love the folks over at Jobing.com (they're the best in the business).
Monday, January 19, 2009
The Start
What better time to start this endeavor than on the eve of a historic inauguration? By now, my situation is but one of many "statistics" in the current economic mess. A small business in the home building subcontractor sector that after 30 years of mostly prosperous dealings has been driven out of business after being squeezed dry between the home builders who stopped paying and the creditors that wanted their money.
I was the HR Manager and found myself the mouthpiece of this news for a large portion of the employee base on September 30, 2008. My check was the last one in the stack, so I packed my box once I had ushered so many others out the door that day. With only 24 hours notice, there was little preparation and support for these employees, many of whom received these words with an almost anti-climatic "I knew this day would arrive" blasé look while others reacted with incredible shock.
At first, the time off was rewarding, healing even. I worked with several of the administrative staff to write resumes in preparation for their job searches. As the holidays fast approached, a bit uncomfortable at the lack of action in the market. I was offered an HR Manager position in the insurance field only to have the economy (poor Q4 earnings) erase this position from the budget. By now, I've realized that I need to take destiny by the hand and start leading rather than continuing to dwell in the assumption that the traditional job market will swoop in to save me yet again. So here I begin, establishing a blog, forming an LLC to operate under and off we go. (I say "we" in hopes that a few souls with too much time on their hands will come along with me!)
While I think that our new president will help bring balance and optimism to our country, I also believe that recovery is still a ways off. I'm hoping that by taking an active role in my future, I can use these down times to make a difference for those in the community who have also been displaced from their employment and to use my expertise to partner with small businesses that need direction and assistance in the Human Resources realm. I plan to share some of these endeavors through this blog and introduce you to some of the individuals that I partner with and others I meet along the way.
Here's hoping for a brighter tomorrow.................
I was the HR Manager and found myself the mouthpiece of this news for a large portion of the employee base on September 30, 2008. My check was the last one in the stack, so I packed my box once I had ushered so many others out the door that day. With only 24 hours notice, there was little preparation and support for these employees, many of whom received these words with an almost anti-climatic "I knew this day would arrive" blasé look while others reacted with incredible shock.
At first, the time off was rewarding, healing even. I worked with several of the administrative staff to write resumes in preparation for their job searches. As the holidays fast approached, a bit uncomfortable at the lack of action in the market. I was offered an HR Manager position in the insurance field only to have the economy (poor Q4 earnings) erase this position from the budget. By now, I've realized that I need to take destiny by the hand and start leading rather than continuing to dwell in the assumption that the traditional job market will swoop in to save me yet again. So here I begin, establishing a blog, forming an LLC to operate under and off we go. (I say "we" in hopes that a few souls with too much time on their hands will come along with me!)
While I think that our new president will help bring balance and optimism to our country, I also believe that recovery is still a ways off. I'm hoping that by taking an active role in my future, I can use these down times to make a difference for those in the community who have also been displaced from their employment and to use my expertise to partner with small businesses that need direction and assistance in the Human Resources realm. I plan to share some of these endeavors through this blog and introduce you to some of the individuals that I partner with and others I meet along the way.
Here's hoping for a brighter tomorrow.................
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