Productivity

Credit Hog

Another update from the Jungle….

Erin is a manager for her company and she’s got a problem employee named Rose.  Rose is a mediocre worker who is only good at self-promotion. She takes credit for other workers’ hard work.

There was the time that Rose did nothing on a department project. But in the meeting with Walter, the company president, Rose talked like she had run the whole show and kept everyone on task. The real project leader, Tim, had to be dragged from the room before he could strangle her.

This year Walter decides to buy a booth at a local business fair and asks for volunteers. Rose naturally volunteers. Walter publicly thanks her while her co-workers privately bet on when she’ll actually show up.

The day of the business fair arrives and Rose is nowhere. Erin and the other volunteers begin setting up their booth by spreading a special tablecloth with the company logo over the booth’s table. The tablecloth is heavy and it takes three people to wrestle it into place.

Sweating profusely, Erin and the other volunteers return to the parking lot to begin carting boxes of brochures and promotional items from Erin’s SUV. By the time the last box is lugged to their booth (far end of the hall from the entrance), everyone’s soggy with sweat.

That’s when Rose shows up. She grabs a bottle of water and announces she’s here to help. She begins helping by criticizing the table display. Tim, who did the heavy lifting and is soaked in sweat, reaches for Rose’s throat. Quickly Erin jabs him in the stomach, pushes him back and tells Rose that she can rearrange the table as she likes since she’ll be taking first shift.

Rose doesn’t hear because she’s smiling and waving. Walter appears through the crowd. Rose immediately steps forward to give him a quick summary of how the booth is set up. Her sweating co-workers glare at her as she again steals all the credit for their hard work.

What can Erin do next with Rose?

  1. She can nominate Rose to lead the first team of humans to colonize Mars.
  2. She can assign Rose to low prestige and low priority projects where she will fade into oblivion.
  3. She can explain to Rose that stealing credit for the work of others is unethical and will have dire consequences for her career.

In the actual situation, co-workers eventually refused to work on teams that included the credit hog. Coping with credit hogs may require HR and the manager to create an individualized career plan that nudges the employee toward better work habits.

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.

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Holiday Hijinks

Another update from the Jungle….

Lucy was ambivalent about returning to work after the holiday weekend. She enjoyed the long weekend, of course. But as the HR manager she expects to hear wild and weird stories from other employees about what they did during the break. She’s not disappointed.

Walter shows up on Tuesday with a broken arm. He was at his favorite sports bar on Saturday with a group of friends watching several sports events. When his favorite team took the lead, he was so excited that he jumped off his bar stool. Unfortunately, his victory dance ended further away from his bar stool than he realized. Arms flailing, Walter succumbed to gravity. His right arm broke his fall with an audible crack. He spent Saturday night at the emergency room. He tells Lucy that he needs a reduced work schedule because typing one-handed is tiring.

Sheila shows up with a scowl, from which Lucy deduces that her marriage is still headed toward divorce. Sheila’s been complaining about her husband for two years to a diminishing crowd of friends. She can clear a room faster than a barrel of snakes. Sheila told Lucy to mind her own business when Lucy suggested that her personal life should be kept out of the office.

Tom didn’t show up on Tuesday. He overindulged on beer, brats, potato salad, and other goodies at his family’s annual cookout. His wife says his stomach will be back to normal in another day or two.

Lucy looks up as a shadow falls over her desk. It’s Bob, the company CEO, and he’s looking dyspeptic and annoyed. He drops into the chair next to Lucy’s desk and takes a deep breath. He wants to know if he can kick a few people for doing dumb stuff on their own time over the weekend.

What should Lucy tell him?

  1. She can tell him that kicking might break his foot so he should try hitting people with a blunt instrument.
  2. She can offer to write a policy that outlaws fun during off hours.
  3. She can caution him about trying to regulate employee behavior outside the office.

Many companies have HR policies that cover high risk behavior, such as bungee jumping, motorcycle or car racing, and other high risk activities. However, attempting to dictate employee behavior outside of work is generally frowned on.

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.

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Wanna Know A Secret?

Another update from the Jungle….

Josh started his company with the help of several friends who are now enemies for life after a couple of business disagreements. After these mistakes, Josh intelligently concluded that his skill set didn’t include managing employees. So he hired Adele to handle employee problems.

Adele was wonderful. She created processes for hiring which allowed the company to hire better qualified people. She created work flows for tracking employee performance which improved the bottom line. Even her nifty termination process came in handy when employees began whizzing in, then back out, the door.

Josh noticed the company’s bottom line was sagging due to the high cost of employee turnover. When he asked Adele, she replied that employees were dissatisfied but couldn’t explain why. So he did what any concerned business owner does in such a situation. He hired a consultant to tell him what he already knew but didn’t want to believe.

Josh’s problem is Adele. She loves gossiping. Any confidential information she hears is liable to be repeated to other employees. She’s been feeding the feud between Chloe and Tammy by sympathetically listening to their grievances and then repeating their nastier comments.

She tells Chloe that Steve hates working with her after he complains that Chloe is always late to meetings. She tells Steve that Josh is planning to promote Sue to the job Steve wants because the company’s demographics will look better with a woman in management.

Josh is aware of Adele’s inability to keep secrets. After all, she’s repeated some of the juicier bits to him, like the rumor that Rob and Pam are having an affair. Actually, they both leave work at the same time because their daughters play on the same soccer team.

All the gossiping is causing widespread paranoia as everyone wonders what unfortunate “truth” will leak out on the office grapevine next. Josh is so shocked he accidentally dumps a cup of coffee in his lap. He feels betrayed by Adele because he was relying on her to take care of the people problems; not make them worse.

What are Josh’s options?

  1. He can give Adele a free trip into orbit without a rocket booster or parachute.
  2. He can accept the status quo because Adele updates him on what employees are saying about him and the company.
  3. He can reprimand Adele for gossiping but give her a second chance.

In the actual situation, the dysfunctional company simply muddled along from one crisis to the next until it was bought out by a competitor.

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.

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I Want My Dream Job!

Another update from the Jungle….

Ashleigh is one of the newest employees of the company and she’s making waves.  Some co-workers think she’s arrogant and rude; others think she’s got some great ideas but lacks communication skills.  Everyone has an opinion of Ashleigh.

Susan, the HR rep, hears all these conflicting opinions and wonders if she ought to step in to do some quick counseling with Ashleigh.  Susan is the mother of several millennials and thinks she knows how to talk to them. While she’s trying to decide, Ashleigh’s manager stomps into her office, breathing hard through clenched teeth.

Tom says he’s had it with Ashleigh.  He asks Susan if there is an exception in the HR policies that would allow him to punt Ashleigh into outer space.  What has happened, she asks.  His knuckles whiten as he grips the arm rests of his chair, citing examples of Ashleigh’s unacceptable behavior.

Ashleigh refuses to stop fiddling with her smart phone or tablet during staff meetings. he is apparently incapable of typing in any format except text messaging.  She has a short attention span and often interrupts discussions to ask about irrelevant details.  But what really pushes Tom’s buttons is Ashleigh’s inability to solve problems.

Last week, she showed Tom her stapler and said it was out of staples.  When he told her to go to the supply closest to get a refill, she stared blankly as if she’d never heard of the concept of resupply.

Yesterday, he found Ashleigh standing at the copier staring at the flashing lights with a puzzled frown.  She said the copier wasn’t working.  The copier was out of paper, and Ashleigh didn’t know how to add more paper.  That’s when Tom decided she needs to go.

Susan invites Ashleigh to a follow up meeting as part of the on-boarding process.  Ashleigh admits she’s having trouble because the job is “hard” and Tom is “mean” to her.  Ashleigh says she wishes she had followed her college professor’s advice and held out for her dream job.

What should Susan do next?

  1. She can explain to Ashleigh that finding your “dream job” at 21 is a fantasy because she lacks the life experience to recognize her dream job.
  2. She can write off Ashleigh as a pampered princess and begin searching for a replacement.
  3. She can encourage Ashleigh to persevere and learn practical skills, such as how to reload the copier’s paper tray.

Every employer with millennials has noticed that their attitude to work is different from baby boomers.  HR can smooth the learning curve with training and mentoring 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.

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I’m Mad as Heck about the Election!

Another update from the Jungle….
unnamed-4Dawn, the Chief Talent Officer for her company, is slogging through the remaining weeks of the political campaign. She hates what it’s done to her job. This week she’s thinking of changing her title to Chief Tortured Officer

Helen, the Voice of Doom, didn’t take the hint a couple of weeks ago when Dawn tried to politely tell her to get lost. Helen continues unnamed-6to show up every morning to depress Dawn with her worries that the election will degenerate into violence and mayhem.

After Helen leaves Allen, the Philosopher King, drifts in the door.  His garbled theories on democracy in America sound profound until you listen closely. Then you realize he’s just fogging up the room with BS. Besides Dawn couldn’t care less.

She has a real political crisis this week. She’s been summoned to the President’s office. Rory, the Prez, also wants to discuss the election and what it means for the office.  Rory’s channeling Jack Nicholson’s “Colonel Jessup” from “A Few Good Men” pacing the office and growling.

unnamed-15The workforce is as divided as the nation and it’s getting ugly. Yesterday Rory broke up a fight in the employee parking lot. The Trump and Clinton supporters were trying to rip the opposing candidate’s stickers off car bumpers.  Rory waded in, knocked a few heads together and ordered everyone back to work.

He’s not worried about a little fight in the parking lot. He’s mad as heck that no one seems to be working.  The company’s internet connections are smoking hot as workers visit “news” sites to hear the latest salacious details abouunnamed-14t the candidates and their families. Then they stand around arguing about what they’ve read.

Rory glares at Dawn and asks if he can fire a few people to set an example for everyone else. Dawn begins to explain (again) about the progressive discipline policy. Rory cuts her off.  If he can’t fire anyone, can he ban politics from he workplace?

What advice should Dawn give the Prez?

  1. She can give him a quick civics lesson about free speech.
  2. She can draft an email for him to send to all employees reminding them to do their jobs while on the clock.
  3. She can suggest that he should visit the gym more often to work off his aggression and grit his teeth for one more week.

The good news is that presidential elections happen every four years and we’ve got one more week to go.  Then we’ll all go back to arguing about sports.

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.

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Act Your Age!

Another update from the Jungle….

Jerry feels besieged and overloaded. He’s the CEO and he ought to be bragging about his business. Instead, he’s hiding in his office while he decides what to do next.

2It all started a couple of months ago when two supervisors had a misunderstanding. Brown nosing Bette and motormouth Mike thought the other was responsible for losing a key customer.  Their last face to face meeting degenerated into a yelling, name-calling mess where coffee cups were hurled across the table and a cheese Danish was smashed into the face of Bette’s assistant. Now they communicate strictly by email.

Since they’re supervisors, they’ve managed to drag their respective subordinates into the fight.  Soon 1everyone is communicating via emails that are full of adjectives more appropriate to the schoolyard or a political campaign. Their subordinates don’t even use the same bathrooms anymore to avoid talking face to face.

Jerry doesn’t notice any of the fighting. He’s busy talking to investors that he needs to finance a new product. Besides, he’s the CEO and people talk differently to him. His first inkling that all is not well is when several customers switch to competitors rather than renewing their contracts.

Jerry asks brown nosing Bette why the heck her team of salespeople let the customers get away. She blames motor mouth Mike’s technical team for not answering questions about the products which meant her team couldn’t answer customer questions. Jerry asks Mike what’s going on and he blames Bette’s team of dunces.

Jerry asks the HR manager, Liz, if she’s heard any complaints from co-workers about Bette and Mike.  Liz admits she has. Jerry asks why the heck she didn’t tell him. Liz is hurt; she’s doing her best.

3Liz shows him a series of email exchanges and that’s when Jerry learns the awful truth about Bette and Mike. He can feel the top of his skull popping off as his blood pressure rises. Now he’s sitting in his office trying to decide what to do.

What options are available to Jerry?

  1. He can fire Bette and Mike for showing the emotional development of pre-teens.
  2. He can empty the corporate bank account and “retire” to the Cayman Islands to drink rum.
  3. He can counsel Bette and Mike to act like grownups and work together for the company.     

In the actual situation, the employer chose the third option. The employer’s decision was based on an assessment of the supervisors’ capabilities and skills. The employer also needed to follow the company’s progressive discipline policy before firing employees.

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.

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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.

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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.

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Falling to Pieces

Another update from the Jungle….

Patsy was named for Patsy Cline and she has a pretty good singing voice. So she moved to Nashville with visions of international fame dancing through the lyrics in her head.  She took the first job she could find while she pounded the pavement seeking a record contract.

4She never landed a record contract and her last three employment gigs were as abbreviated as her open mic gigs. But her luck is about to change. She just got a job with a regional company that is distantly connected to the music business. Sure it involves doing boring stuff that she did at several of her previous jobs but she enters the new employer’s offices with a smile on her face and a spring in her step.  

After a day with HR, filling out paperwork and learning about all the things that can get her fired, Patsy’s enthusiasm wavers. But she arrives early the next day determined to do well. The HR rep shows her where the bathroom is located and guides to her a rabbit-hutch sized cubicle. Then the HR rep abandons her to go deal with an HR crisis.

Patsy leans around the cubicle corner to ask Doris for a little assistance. Doris is on the phone. Rebecca, on 1her other side, clues Patsy in to a few basic procedures, such as which database takes which customer information.  Patsy realizes from prior experiences that she’s just gone through “orientation” and she sets to work.

In the first week, almost all her work is rejected for a variety of reasons. Patsy tries to explain to co-workers that in her last job they did it this way. Her supervisor says in front of co-workers that she doesn’t care how the company’s main competitor does business.

Before her first paycheck, Patsy’s demoralized. As her probationary period ends, the HR rep tells Patsy that she’s being dropped because she “just doesn’t get it” and her co-workers think she’s whiny.  

What should Patsy do next?

  1. She can reach across the desk and slap the HR rep for not ensuring she received proper training.
  2. She can leave quietly and bad-mouth the company on her Facebook page.     
  3. She can find a friend like Merle Haggard’s “Leonard” to help her until her singing career takes off.    

The above scenario is a composite of many employers who expect to find ideal employees without investing in training. It’s a doomed process similar to seeking your life’s soulmate in a 2nd Avenue bar on Saturday night.2

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!

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Beating the Odds

Another update from the Jungle…

Imagine that you are invited to join a company where virtually all your colleagues are misfits.  Imagine also that the old boss is fired for exhibiting poor judgment and your new boss has been fired multiple times for poor results. When you are asked to join, the company has just escaped rock bottom and is expected to fail within the next year.

That’s the Leicester City Football Club (LCFC) story.

soccer field

LCFC spent most of the prior season in last place and barely escaped relegation (demotion) to the second tier of English football (what we call soccer). Then… their manager was fired.

In came Claudio Ranieri as the new manager. He had been fired by five of his last six teams due to poor results. He resigned from the sixth team. He was expected to lose games and get fired by Christmas. Analysts said the players weren’t good enough for the league because most of them had been dropped by more prestigious teams.  They entered the 2015 – 2016 season with a 5000 – 1 chance of winning the title.

impossible

But something truly magical happened. LCFC was top of the league by Christmas and never looked back. On May 2, they were confirmed as the champions two weeks before the season ended. How did they win the 2015 -2016 English Premier League title?

The Leicester players had been through so many hard times together that they were a tight-knit group. During games, every player knew that if he missed a tackle, a teammate would be there to cover for him. Half a dozen players could be counted on to score goals needed to win games.

Ranieri also created an environment that supported the players’ togetherness. During games, he encouraged his players to stay calm and focused.  He created incentives, such as promising them a pizza party if they kept a clean sheet, not allowing the other team to score. (They took over a local pizzeria for a day.) He sent them on a mini-vacation halfway through the season to keep them fresh.  It all worked.

What are the HR lessons from the Leicester City FC story?

  1. Money doesn’t guarantee results. Leicester’s starting squad cost about $30 million and they beat teams that spent over $100 million for their starting lineups.
  2. Team spirit matters. Each player could count on his teammates for help.
  3. The right manager is critical. Claudio Ranieri proved he has great people skills by getting the best from each player.

 

The Leicester City FC story is inspiring because it demonstrates what the right corporate culture can achieve for an employer.

 

 

kicking

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.

 

 

 

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