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
Thursday, May 28, 2009
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
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