Month: August 2016

I Can’t Take It Anymore!

Another update from the Jungle….

Kathy was a solid performer for her company until about a year ago.  She rarely missed work and she was always prepared for meetings.  Then she fell off a cliff.

Her clif2f had many causes. About a year ago, her mother began showing signs of dementia. Kathy’s siblings long since moved away, so Kathy’s been taking her mother to doctor’s appointments and filling out Medicare claims forms.  She’s reached the stage where she loathes the “plain English” of Medicare forms.

Her husband, Bob, is helping more after being laid off his job a few months ago. But Kathy’s mother no longer recognizes Bob and won’t leave the house with him.  That means his
biggest contribution is cooking most of their meals. Since this involved reorganizing all the kitchen cabinets, Kathy’s not convinced he’s helping her.

3Meanwhile, Kathy’s daughter moved home from college after her wine and pizza plan didn’t lead to a
viable college degree. She leaves dirty dishes in the sink and is surprised that this upsets Kathy.

1

About six months ago, Kathy began taking medication for depression and anxiety. The medication leaves her feeling like she’s underwater.  It affects her ability to concentrate. She now has the attention span of a three-year-old on a chocolate high.

Her boss is running out of patience with her sloppy work and blown deadlines. Of
course, he doesn’t know all the gory details because Kathy’s too embarrassed by her screwed up life to tell him. She always prided herself on her professional competence.

Today, her boss calls her in for another performance review. He’s angry about a blown deadline and considers firing Kathy. But that would mean finding and training a replacement. It would also mean losing Kathy’s years of knowledge of the company and its culture.

What options are available to Kathy’s boss?

  1. He can proceed to the next phase of the progressive discipline policy which is firing Kathy for poor performance.
  2. He can keep limping along and hope that Kathy’s personal life improves.
  3. He can ask the HR representative if there other options for resolving Kathy’s situation without firing her.     

The above scenario is a composite of several actual incidents.  As the population ages, more baby boomers are finding themselves caring for incapacitated parents and assisting unemployed adult children.  Businesses are not charitable organizations and they can’t fix their employees’ problems. But they can support employees by adopting flexible work schedules and creating referral lists to local organizations that provide eldercare and other social support programs.    

If your company is struggling with HR issues, Corporate Compliance Risk Advisor can help you create HR policies that are appropriate for your company’s size and then serve as a resource to your staff as the policies are implemented.

Join the HR Compliance Jungle today. Click here!

Follow us on Facebook & Twitter!

Visit us at: http://www.complianceriskadvisor.com/

Click here for a copy of my free Ebook

Advertisements

Me! Me! Me!

Another update from the Jungle….

It’s Monday morning and Christine knows that sitting in rush hour traffic will be the high point of her day.  After that, she’ll suffer a fate almost like death as she sits through the monthly staff meeting. Ms. Piggy will be holding court as usual.

1Ms. Piggy is a co-worker who pretends to be a team player. Beneath the friendly smiles lurks a self-centered prima donna. She knows her life is so much more interesting than others. For the past six months, she’s been monopolizing the staff meetings with the same tale of a product vendor who can’t deliver the quality of work she demands.  

Initially, Christine and several other managers suggested ways for Ms. Piggy to solve her vendor problem. Ms. Piggy made it clear that their solutions would work fine for idiots like them, but not for her since her work is much more technically sensitive.  

Edward, the division head, doesn’t know how to handle Ms. Piggy.  He wasn’t promoted based on his people skills and he doesn’t want to get stuck in sticky people problems.   He would rather walk across hot coals barefoot or participate again in the pie eating contest at the company picnic.

Christine arrives at work and grabs a giant mug of coffee on her way to the conference room.  Edward 2slides into the chair at the head of the table and begins asking for updates. Everyone tenses as he reaches Ms. Piggy. Ms. Piggy begins her usual quick update with the usual digressions.  

Within a minute the energy level in the room plummets deeper than the Grand Canyon. The guy sitting next to Christine begins playing a game on his phone. Two managers begin reading their emails on their iPads.  Edward opens his mouth to cut off Ms. Piggy but she raises her voice and continues.  Christine slurps her coffee and tries to keep her head from exploding.

What options are available to Christine?

  1. She can fall to the floor pretending to have a seizure so that the meeting ends.
  2. She can leap to her feet shrieking “I can’t take it anymore. Shut up!”  
  3. She can suggest that they imitate business networking groups by timing responses so that the staff meetings finish on time and they avoid Ms. Piggy moments.     

The above scenario is a composite of too many meetings at too many companies.  HR can help managers avoid these ghastly events by training them how to give effective feedback to their subordinates on appropriate office behavior and by urging senior management to pay for coaching for managers who lack people skills.   

If your company is struggling with HR issues, Corporate Compliance Risk Advisor can help you create HR policies that are appropriate for your company’s size and then serve as a resource to your staff as the policies are implemented.

Join the HR Compliance Jungle today. Click here!

Follow us on Facebook & Twitter!

Visit us at: http://www.complianceriskadvisor.com/

Click here for a copy of my free Ebook

Queen Bee

Another update from the Jungle….

Dan is a branch manager for his company and he’s coasting toward retirement.  He lost interest in his current career long ago after several major battles with his assistant. Her name is Adelaide and officially she’s the executive assistant, but unofficially she’s been running the branch office since Jimmy Carter’s administration.   

When Adelaide decides how things should be done, everyone agrees. If they don’t their careers take a nosedive, as Dan learned during his first year as branch manager. He came in full of ideas for improving efficiency but Adelaide decided the office was fine “as is”.  After months of battling, she won and Dan began planning his post-retirement career.

Dan’s boss i2sn’t happy and he’s trying to figure out how to increase profits in Dan’s office. He decides to test a new whiz-bang software program in Dan’s office to see if it helps the bottom line.  He notifies Dan that a vendor rep will arrive on Monday morning to train the staff on the new software. Dan passes the information to Adelaide.

Monday morning, the vendor rep shows up to begin the training. Adelaide sails into the conference room almost 30 minutes late and majestically informs the vendor rep to start over.

The vendor rep quickly recaps half of her scheduled 60-minute presentation. As she highlights each feature, she asks attendees to imagine how the feature can improve their efficiency.

The vendor rep soon notices that everyone is watching Adelaide. If she nods, the comments are positive. If she shakes her head, the others say they can’t use the software feature. It’s obvious that Adelaide would rather eat broken glass than adopt the new software. The vendor rep limps on to the end of her allotted time and wraps up the meeting. The vendor rep has promised to give a status report to Dan’s boss.

What kind of report could the vendor rep give to Dan’s boss?

  1. She could lie and say the training went well, knowing her company has a big contract at stake.
  2. She could say that Adelaide is determined to block the use of the new software.
  3. She could decide to not give any report since she plans to ditch the sales career in favor of ha3nging out at the airport with the Hari Krishnas.    

In the actual situation, the senior manager was angry that his pet project was shot down and he fired both the executive assistant and the branch manager.  Unfortunately, he failed to follow the company’s written HR policies when he fired them; but that’s a different story.

If your company is struggling with HR issues, Corporate Compliance Risk Advisor can help you create HR policies that are appropriate for your company’s size and then serve as a resource to your staff as the policies are implemented.

Join the HR Compliance Jungle today. Click here!

Follow us on Facebook & Twitter!

Visit us at: http://www.complianceriskadvisor.com/

Click here for a copy of my free Ebook

It Rhymes With Witch

Another update from the Jungle….

Once upon a time in a town not so far away, there lived a nice woman named Alanis. She liked her job and was always willing to learn from more experienced co-workers. Her boss loved her too and wrote embarrassingly glowing performance reviews.

2But fairy tales aren’t the only places with evil beings. A wicked witch named Wanda also works in the office.  Wanda’s not qualified to do the job Alanis was hired for but that doesn’t stop her from trying to take over.  Wanda smiles in Alanis’ face even as she secretly sharpens her talons.

Wanda’s opportunity soon arrives.  At a staff meeting, their boss, Julia, announces that the company is rolling out a new service and asks Alanis to take the lead for their department. Wanda’s death-ray glare bores into Alanis’ skull across the conference room table. After the meeting, Wanda loudly announces in the break room that the new project is doomed because Alanis is unnamed (1)incompetent.

A week later, Alanis’ project notes mysteriously disappear from the system’s shared drive. Fortunately, she a printed copy first and is able to recreate her notes. She saves a copy of the new version on a thumb drive. Sure enough, the shared drive version disappears again.

At the next staff meeting, Julia asks why Alanis she doesn’t share information with the rest of the group. Alanis reports the mysterious deletions and asks that IT investigate the deletions. Julia looks at Wanda and then abruptly ends the meeting.

The next day, Julia calls Alanis to her office. Waiting in Julia’s office is Wanda. Julia says that she’s decided to appoint Wanda as co-chair of the project because it’s obviously too much for Alanis to do alone. Wanda smirks as she demands copies of all Alanis’ notes.

After that, Wanda changes the entire strategy so that their department misses deadlines set by Julia’s bosses. Wanda blames Alanis and complains about a lack of cooperation. Alanis is again called to Julia’s office where she is criticized for disloyalty and undermining the department. Julia says Alanis can resign or be fired.

What should Alanis do next?

  1. She can continue to protest her innocence knowing she won’t win since a weak manager is as dangerous as a witch.
  2. She can booby trap Wanda’s desk with eau de skunk.
  3. She can resign and consult a lawyer about suing for constructive termination.

In the actual situation, the targeted employee resigned. Any office can develop an infestation of wicked witches if management is weak.  Fumigate your workplace with effective HR policies.  3

If your company is struggling with HR issues, Corporate Compliance Risk Advisor can help you create HR policies that are appropriate for your company’s size and then serve as a resource to your staff as the policies are implemented.

Join the HR Compliance Jungle today. Click here!

Follow us on Facebook & Twitter!

Visit us at: http://www.complianceriskadvisor.com/

Click here for a copy of my free Ebook

Paper Trails

Another update from the Jungle….


Stan’s been in business for five years. His employees are 20-somethings who like to work collaboratively and take lots of coffee breaks.  Stan doesn’t understand why they want to live on healthy junk like kale 4while slurping gallons of coffee, but they’re happy.  As long as the work is done and clients are happy, Stan is happy.  

He never paid much attention to labor laws. He pays each worker a fixed amount each week and they work at their own pace.  Ashley seems to get her best ideas at 2 a.m.  Ryan and Carson work best as a team but need supervision to stay on task. His employees work at home, in coffee shops, and occasionally even show up to work in the office.

unnamedThen he hears about the new overtime rules that are effective on December 1st.  Stan rapidly reviews his employees.  A quick estimate demonstrates that most of his workers earn below the new salary threshold. Stan’s bottom line can’t take across the board salary increases. Besides, many of his workers couldn’t meet the duties test to be exempt.

That means most of his employees will need to be paid overtime if they work more than 40 hours a week. Stan mentally reviews his staff. None of them has ever completed a time sheet. Stan calls an “all hands” meeting like he does when a client has a short deadline.

He explains to his employees that they need to begin keeping track of their time. He also says that any overtime must be pre-approved. His office manager demonstrates how to use the new time-tracking software. Everyone nods like they understand.

In the firs3t week, only two employees actually record their time each day. Ashley complains that she can’t remember to “clock in” when an idea strikes her at 2 in the morning. Ryan and Carson think they’re too valuable to the company to be penalized and they ignore the software completely.  After a few weeks, Stan is furious.

What should Stan do next?

  1. He can send a screeching email every Monday morning listing the offenders from the previous week.
  2. He can assign all the worst performers to the most annoying client where they will all flame out together.   
  3. He can follow a progressive discipline policy that inexorably clears out the people who can’t or won’t follow the rules.    

In the actual situation, the employer used a combination of the options outlined above to ensure compliance with the law. A few creative people were lost but the majority stayed and the company continued to grow successfully.    

If your company is struggling with HR issues, Corporate Compliance Risk Advisor can help you create HR policies that are appropriate for your company’s size and then serve as a resource to your staff as the policies are implemented.

Join the HR Compliance Jungle today. Click here!

Follow us on Facebook & Twitter!

Visit us at: http://www.complianceriskadvisor.com/

Click here for a copy of my free Ebook