Uncategorized

Professionals in a meeting room with AI holograms digitizing documents and clocks.

The Gap Is Closing: Why AI Is Breaking The Billable Hour Model

For Legal Operations professionals, the question is no longer whether AI will change the billable hour model, but whether your department is ready to manage that change.

By Ken Callander on May 18, 2026

Ed. note: This article, originally published on April 28, utilizes this LinkedIn post by Gleb Alikhver as a source and originally contained similar language because of a technology error. Portions of this article have been rewritten to remove this similarity. We regret the error. 

For decades, the legal industry has operated on a pricing model protected by a comfortable buffer: the gap between what legal work actually costs to produce and what the market has been willing to pay for it. That gap has been sustained by information asymmetry, process opacity, and institutional inertia. It is the foundation on which law firm economics have been built.

AI is collapsing that foundation, and it is doing so faster than most firms or legal departments fully appreciate.

Every industry has structural inefficiencies that sustain its economics. In legal services, the billable hour is not merely a pricing mechanism. It is the operating system of the entire business model. It determines how firms staff matters, how they evaluate associates, how they compensate partners, and how they grow revenue. It is also fundamentally misaligned with the value clients actually receive.

Consider a straightforward example. Two attorneys handle the same type of employment matter. One resolves it in 40 hours. The other takes 120 hours. Under hourly billing, the client pays three times more for the slower attorney, despite receiving the same outcome. The system does not reward efficiency. As most general counsel would acknowledge, it rewards the opposite.

This misalignment has persisted for so long that many in the industry treat it as a law of nature rather than what it actually is: a market distortion that has been too expensive, too invisible, and too entrenched to close. Until now.

Across the broader economy, AI is systematically eliminating gaps between what work costs to produce and what the market charges for it. Recent research from McKinsey & Company and Thomson Reuters has projected substantial productivity compression across knowledge work and professional services as generative AI adoption accelerates.

In financial markets, automated systems have already dismantled inefficiencies that once sustained entire trading desks. The same dynamic is now accelerating across professional services, and the legal industry is squarely in the crosshairs.

AI attacks the economics of legal services on multiple fronts. The most obvious is the production layer. Legal research that consumed hours of associate time can now be completed in minutes. Contract review, document drafting, deposition summaries, and regulatory analysis are all experiencing dramatic compression in production time. When an AI tool can generate a competent first draft of a research memo in minutes, the ten hours historically billed for that task no longer reflect an economic reality.

But the compression goes deeper than speed. AI also eliminates variance in execution quality. A brief produced by AI at 2:00 AM is no different from one produced at 10:00 AM. There is no fatigue, no distraction, no inconsistency. In an industry where variation in human performance has long been absorbed into billable hours without consequence to the provider, this is a direct challenge to the economic model.

AI further commoditizes the information synthesis layer. Law firms have historically charged a premium for the ability to aggregate information from multiple sources and apply judgment across complex fact patterns. When a corporate legal department can run a comprehensive research query across regulatory filings, case law, and internal documents in minutes, the intermediary whose value rests on assembling information loses its pricing power.

Recent updates from corporate legal departments make clear that clients are prepared to act on this trajectory. Meta has rewritten its outside counsel billing rules to treat AI-replaceable work as non-chargeable, and the company has reserved discretion to disallow any invoice entry it concludes could have been produced by a machine. Examples that fall into that category include digests of testimony, form correspondence, and case law surveys on questions that are no longer in dispute.

The pattern extends beyond Meta. Zscaler’s outside counsel guidelines instruct firms not to pass through the time or cost of work product produced by generative AI.

Sophisticated buyers are converging on the same conclusion: when a task is within reach of off-the-shelf automation, an attorney’s hourly rate is no longer the right unit of payment.

Organizations, including the Association of Corporate Counsel (ACC), have also begun publishing model AI-related guidance for outside counsel to legal departments evaluating disclosure, billing, and governance expectations regarding generative AI.

The structural consequences for firms are meaningful. Associate hours have been concentrated for years in exactly the work that commercial AI tools now perform competently: pulling provisions out of contracts, building chronologies, generating first-pass research, and producing record digests of various kinds. As clients begin removing those entries from invoices on principle, the firms that endure will be the ones whose workflows already separate routine production work from the judgment-driven layer where attorney time still belongs. Firms that have not made that separation will see their bills returned with line items struck through.

Hourly billing puts firms in a corner once AI is introduced into the workflow. Saying so transparently invites the client to deduct the time. Staying silent while continuing to bill at full rates produces a growing gap between effort and invoice, which becomes hard to justify under any meaningful scrutiny. There is no good answer available within an hourly framework because the framework itself, not the disclosure question, is what has broken.

The hourly billing model has survived previous waves of technology because those waves were incremental. E-discovery tools made document review faster, but firms adjusted staffing and rates to preserve revenue. Legal research databases reduced time in law libraries, but the billing conversation did not change.

AI is not just another incremental cycle. Capability is expanding across several dimensions of legal production simultaneously, and the cadence of model releases continues to accelerate. The more telling difference, however, is the client-side response. Previous technology cycles arrived without changing the underlying billing conventions. This one is different because corporate clients such as Meta and Zscaler are writing efficiency expectations directly into the agreements governing their relationships with firms. Private contracts between sophisticated buyers and their firms are moving the market in months in ways no regulator could plausibly achieve.

There is a useful parallel from the design and publishing industry. In the mid-1980s, the arrival of desktop publishing software fundamentally disrupted the commercial typesetting business. For decades, producing professional-quality printed materials required specialized typesetting equipment, trained operators, and a production workflow that could take days or weeks. Clients paid for access to that infrastructure because there was no alternative.

When PageMaker and then QuarkXPress arrived, desktop publishing dramatically reduced the cost and complexity of professional print production workflows. A single designer with a Macintosh could produce camera-ready output in hours. The early adopters charged traditional typesetting rates for work done at a fraction of the old cost. For a while, the margins were extraordinary. But within a few years, every design firm had the same tools. Clients realized the output was no longer scarce. Typesetting as a standalone billable service collapsed entirely. The value migrated upstream to design strategy, brand thinking, and creative direction. The production layer became table stakes.

The legal industry is in the early stage of this same arc. Firms using AI to produce deliverables at a fraction of the old cost while still billing at historical hourly rates are enjoying a temporary margin advantage. But that window is closing. As AI tools become universally available and clients develop their own capabilities and OCG enforcement mechanisms, such as Meta’s, the information asymmetry that protects hourly billing will evaporate. The firms and legal departments that recognize this trajectory and act now will be positioned for what comes next. Those that continue to operate as if hourly billing is permanent will find themselves on the wrong side of a rapid repricing.

The good news for Legal Operations professionals is that the alternative to hourly billing is not hypothetical. Value-based pricing (“VBP”) has been the standard in virtually every other major professional services industry for decades. Management consulting firms, accounting firms, and investment banks all moved away from hourly billing long ago. They price on deliverables, outcomes, and defined scopes of work. The legal industry has been the last holdout.

Under a properly structured value-based pricing model, clients pay fixed fees tied to specific tasks, phases, and deliverables. The conversation shifts from effort to outcomes. Budget predictability improves dramatically. Invoice review, which in some legal departments consumes 10 to 20 percent of in-house attorney time, is eliminated entirely. And total legal spend typically drops by 20 to 50 percent.

VBP also resolves the AI disclosure paradox that hourly billing creates. When a firm is paid a fixed fee for a defined phase of work, it does not matter whether the firm used AI, associates, or a combination of both to produce the deliverable. The client is paying for the outcome, not the input. The firm is incentivized to be efficient, to deploy AI where it adds value, and to apply attorney judgment where it matters. There is no conflict between disclosure and compensation.

The transition to VBP does not require firms to take on unlimited risk. Properly structured fixed-fee arrangements use per-occurrence pricing for unpredictable activities like depositions or motions, phased pricing that reflects the natural progression of a matter, and defined scopes that make the economics clear to both sides. This is not a capped-fee arrangement, which still requires hourly billing and invoice review. It is a fundamentally different approach to pricing legal services, based on the value delivered rather than time spent.

AI does not eliminate the need for lawyers. It eliminates the need for a particular type of legal work to be performed by lawyers as it has always been done. The value does not disappear. It migrates upstream.

When AI collapses the cost of legal research, the value shifts to judgment, strategy, and client counseling. When AI automates contract drafting, the value shifts to deal structuring, negotiation, and risk assessment. When AI handles the production layer of litigation, the value shifts to case strategy, courtroom advocacy, and settlement judgment. This pattern is predictable and consistent: the new value is always closer to judgment, taste, and relationships, and further from production, execution, and information retrieval.

The economics of that migration only work if the pricing model changes along with the work. You cannot price upstream judgment on an hourly basis and expect the market to function rationally. The attorney who resolves a matter with a single well-placed phone call delivers enormous value. Under hourly billing, that value generates a fraction of the revenue that a drawn-out process would. VBP corrects this by paying for the outcome, not the clock.

The growing tension between generative AI and the traditional leverage-based law firm model has also been increasingly discussed across the legal industry and academic literature.

The pace of AI development is accelerating. Major model releases are now quarterly, with each release expanding the frontier of what can be automated. The gap between firms that have adopted AI and those that have not is growing. Meanwhile, the gap between legal departments that have moved to VBP and those still mired in hourly billing is growing even faster.

More importantly, corporate clients are not waiting for firms to adapt. Meta’s OCG update is not an isolated event. It is the leading edge of a wave. As more legal departments adopt their own AI-specific billing provisions, firms that have not restructured their economics will face a choice between disclosing AI use and accepting reduced revenue or remaining silent and hoping clients do not notice. Neither option is sustainable under the hourly model.

For Legal Operations professionals, this is not a future problem. It is a present-tense strategic decision. Every month spent reviewing hourly invoices for work that could be priced on a fixed fee basis is a month of wasted in-house attorney productivity. Every engagement structured on an hourly rate is one where the client bears all the risk, absorbs all inefficiency, and has no budget predictability. The firms that will thrive over the next five years are the ones that embrace both AI-driven efficiency and value-based pricing. The firms that cling to the billable hour will find their economics hollowed out as clients like Meta simply stop paying for the work that AI can do.


Ken Callander is Managing Principal of Value Strategies LLC, a consulting practice that advises corporate legal departments on outside counsel pricing strategy. He previously served as Head of Legal Operations at Uber Technologies. He is a Certified Pricing Professional and holds a degree in Physics from Stanford University.

Back to the Office So Soon?

Rebecca has been busy since the COVID-19 pandemic turned the world upside down.  As an experienced HR manager, she thought she’d seen and heard it all but recent events are providing new frontiers to fascinate a student of human behavior.

Zoom meetings are an excellent lab for studying humans. Debbie’s co-workers have doubled down on hating her for taking over meetings with rambling updates and for her clothes. Who the heck puts on a professional suit for a video meeting when there’s not a customer in sight? 

Dark rumblings are bubbling up to Rebecca’s ear about brown-nose Debbie trying to make the rest of the team look bad.

Mike and Emmy, who Rebecca privately calls the Evil Twins because they work together when causing trouble, are again complaining that Alice is a rotten manager who is taking all the joy out of working from home.  Rebecca suppresses her overwhelming urge to tune them out as white noise.  When you’re the HR manager, you have to listen to all the whining because there may be an actual violation of the law buried in there somewhere.

Worse, since the work-from-home initiative began, the company has split into two factions. Lower paid employees visibly sour as higher income employees casually chatter about their on-line buying habits and the difficulties of doing business while the cleaning lady is running the vacuum.   Rebecca’s bracing for a corporate version of Les Miserables if the higher paid employees ignore her hints about empathy.  

Mack, the company owner, recently asked Rebecca to redesign the office space so that the staff can return.  Mack is struggling to renegotiate the contract of a key vendor.  He thinks the negotiations would be easier if he could yell across the hallway of the office when he needs help instead of wasting time sending emails and attending Zoom meetings.  

When rumors leaked of a possible return to the office, several employees offered Rebecca bribes to think of clever reasons why returning to the office is “bad”.  For parents, there are obvious childcare challenges with the school year beginning on-line only.  But Rebecca has also noticed that productivity is up since everyone went home.  Even micro-manager Ron’s subordinates have settled into a level of contentment leaving Rebecca free to deal with the Evil Twins.

How should Rebecca advise Mack on requiring employees to return to the office?

 

  1. She can point out that during a Zoom meeting Mack can turn off the video allowing him to do other work during the boring bits of the meeting.
  2. She can show him the stats that employees are happier and more productive working from home.
  3. She can hint that parents will bring their children to work until schools reopen for in-person teaching.

Government guidelines on safely reopening are just one aspect of the myriad issues a company should consider before calling employees back to the office.

 

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

 

Ebook Link

Join the HR Compliance Jungle today. Click here!

Follow us on Facebook & Twitter!

 

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

I Want a New Plan

Back in the 1980’s Huey Lewis sang about wanting a new drug.  Small business owners want a new plan for coping with the pandemic.  Instead of slowly re-opening, they are facing a new partial lockdown as covid-19 infection rates increase again.

Small companies that survived the initial lockdown are wondering whether they can survive a second lockdown.  The owners face hard decisions, like telling employees who were laid off during the initial lockdown period that their jobs are gone permanently or laying off more workers. 

Meanwhile, their employees are also facing hard choices.  The ones still on the job wonder if they’ll be the next to go.  The ones receiving unemployment are wondering how they’ll survive when the extra $600 federal government top up goes away on July 31st.  It isn’t easy trying to find a new job in the middle of a pandemic with a stalling economy.

There are no right answers to any of these problems. There never are. It’s about assessing the risks based on the information available and then moving forward with a decision. For employers planning their next steps, consider the following.

  1.   If the employee’s old job is gone to never-never land, can the employee be re-trained to do a different job that still exists at the company?
  2.   If a lack of customers means termination is the only option, what do the soon-to-be former employees look like?  If only older folks, brown-skinned folks, women and other “protected classes” are let go, the EEOC may become overly interested in the company’s employment practices. 
  3.   Is the company financially able to soften the blow of a termination?  For example, Tennessee’s “mini-COBRA” law which applies to companies with less than 20 employees, allows an employee to stay on the employer’s group health plan for three months after the date of termination. Paying the employee’s portion of the premium during those three months can ease the transition for the employee.

Whatever the final decision, it will be hard on everyone. No one likes layoffs or terminations, but the company has to be able to survive so that it can provide a living to those still employed.  If the final decision is to reduce the workforce permanently, I’d like to suggest an approach that is not required by any employment law. 

Be kind to the employees who will no longer have a job.  Everyone is experiencing financial distress at the moment and that increases emotional distress.  Employers can’t be a substitute for mental health counselors or go bankrupt trying to fix employees’ financial problems.  But employers should think about how to soften the blow, beginning with how the news is delivered and when feasible, offering severance packages.   

If your company has questions about how to deal with employment issues related to covid-19, Corporate Compliance Risk Advisor can help.  Whether it means answering HR questions, revising policies, or being a sounding board for ideas on getting through the pandemic, we’re here as a resource for your team.

Ebook Link

Join the HR Compliance Jungle today. Click here!

Follow us on Facebook & Twitter!

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

Opportunities in the Covid Carnage

We’re going through economic carnage due to the closures required to slow the COVID-19 infection rate.  Unfortunately, many small businesses were financially unable to survive the shutdown. More businesses will close when customers fail to return either because they are too afraid of risking infection or because they have changed how they buy things.

But it’s not all doom and gloom.  A long list of “essential” businesses continued to operate during the shutdown. Aside from the obvious, such as hospitals and emergency responders, essential businesses include IT support companies, construction companies, waste management companies, grocery stores, and banks.  Non-essential businesses offering internet-based sales and services have also done well during the closures. 

As the economy re-opens, there are opportunities for employers and employees.  For unemployed workers, this is an opportunity to change the trajectory of their careers.  Many skills transfer across industries so this could be a chance to restart a career with a new employer.  There will be opportunities because laid off workers may have found other jobs. In other instances, employees who have been working reduced work schedules may decide to stay part-time.  

Whatever the reason, unemployed workers should step up their job searches now because competition will heat up quickly.  At the end of July, unemployed workers receiving unemployment are scheduled to lose the federally funded $600 top-up of unemployment benefits.  That top-up has allowed some lower income workers to make more money from unemployment than they did in their old low-paying jobs.  When the extra money goes away, unemployed workers will need to look for jobs.

Meanwhile, businesses have an opportunity to pick up top-notch employees among the vast swathes of currently unemployed workers.  Of course, for employers to capitalize, a few tasks must be done now. 

  1.   Rethink the back-to-the-office notion. If productivity and employee morale are good, maybe most employees should continue to work remotely.
  2.   For those who most return to the office, create a safety policy that follows CDC guidelines for reducing the chances that employees will be exposed to the COVID-19 virus in the workplace. 
  3.   Demonstrate to current employees (and everyone they tell on social media) that the company takes safety seriously.  That means senior managers need to wear a mask, use hand sanitizer and maintain social distance just like everyone else in the office.
  4.   Ensure the company’s leave policies comply with federal law which allows employees to take paid sick leave for their own or a family member’s COVID-19 illness or when there is no child care available due to COVID-19.   
  5.   Be willing to prove to employees that they really are the company’s “talent” by investing in them. Training programs allow current employees to brush up on their skills and help new hires understand the company’s processes.

If your company has questions about how to complete all these tasks while keeping up with daily operations, Corporate Compliance Risk Advisor can help.  Whether it means answering HR questions or revising policies, we’re here as a resource for your team.

Ebook Link

Join the HR Compliance Jungle today. Click here!

Follow us on Facebook & Twitter!

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

Back to the Office

Becky is actually looking forward to getting back to the office now that the Covid-19 lockdown has eased.  If she reads one more e-book downloaded from the public library or binge watches one more show on Netflix, her head may explode.  Whatever lurks at the office doesn’t seem as dreadful as continuing to stay at home.

Not that she has been living a life of leisure, of course. As the HR manager for the company, she is now an experienced organizer of Zoom meetings with Bob the owner and with employees.  She even visited the office a couple of times to track the progress of the cleaning crew as they deep cleaned the office.

So this morning, Becky awoke to the alarm for the first time in two months.  Then she had to dig an old pair of stretchy slacks out of the bag destined for Goodwill donations.  Who knew that reading books and binge watching TV could be so detrimental to the waistline? A quick look in the mirror revealed limp hair with dark roots. She briefly cursed the government men who thought gun shops were an essential service, but not hair salons. What kind of idiot believes that, she wondered as she wrapped her hair in a scarf and grabbed a homemade mask on her way out the door?   

The commute felt odd after two months at home. She arrived at the parking lot and pulled into a space near Paula’s SUV.  Paula wore a face mask and plastic gloves. She was busy donning a homemade hazmat suit consisting of garbage bags held together with duct tape.

As Becky emerged from her car and waved, Paula shrieked at her to maintain social distance.  Becky lowered her head and trotted toward the building.  In the lobby, a nurse ordered her to stop at the blue tape line for a temperature reading and to answer a couple of questions. After a short delay, the nurse waved her through with a reminder to avoid crowded elevators.

Becky dumped her purse at her desk and strolled around the office.  She had spent hours of Zoom meetings with Bob the owner and the IT guy rejigging the office layout in the hopes of keeping everyone six feet apart.  Every workstation had a box of tissues and hand sanitizer.

A quick check of the bathrooms showed they were well-stocked with toilet paper, soap and hand sanitizers, and paper towels. 

Employees began sidling into the office, like bears emerging from hibernation, unsure what awaited them.  Becky returned to her desk to find several messages from employees who were too afraid to come to the office. Sighing, Becky sat down and started her work day. 

If your company has questions about bringing staff back to the office, Corporate Compliance Risk Advisor can help.  Whether it means reassuring employees that it is safe to return or revising policies to allow continued telecommuting, we’re here as a resource for your staff.

Ebook Link

Join the HR Compliance Jungle today. Click here!

Follow us on Facebook & Twitter!

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

Beyond Covid-19

At the moment, the covid-19 crisis rages on.  Almost every day there is a new directive telling us to stay at home or extending the length of time to remain at home, but the covid-19 pandemic will eventually recede and a new normal will be established. 

Whatever the new normal brings now is a good time to think about how to cope with the next crisis.  There’s always a next crisis as any HR professional or business owner will attest. To jumpstart your modeling of how to handle a future crisis, here’s a couple of case studies.

 Hershey’s bittersweet chocolate

Many years ago, Hershey decided to upgrade their technology to link their chocolate factories to their suppliers and to the retail locations selling Hershey’s candy.  Here’s how it was supposed to work. When a customer bought a bag of Hershey’s Kisses, an electronic message would be sent to the factory so that more candy could be made. Simultaneously, the factory would electronically notify the suppliers to deliver more sugar and cocoa to the factory.

Hershey decided to flip the switch on their new integrated supply chain system as stores were preparing for Valentine’s Day and Easter chocolate sales.  The system crashed. Store shelves quickly emptied of Hershey’s chocolates without being replenished. Hershey had no backup plan or workarounds because no one expected such a colossal failure.  Hershey’s dominance of U.S. chocolate sales has never fully recovered.

ZFS insurance fail

In the 1990’s, Zurich Financial Services (ZFS) decided to buy an insurance company based in the U.K.  During the due diligence phase of the acquisition, the IT staff noted that the English and Swiss companies used very different computer technology. In plain terms, the two IT systems couldn’t “talk” to each other.  For a variety of reasons, the business leaders plowed ahead anyway, apparently expecting IT to overcome the programming issues by the date of the merger.

The deal closed on time and the management team uncorked champagne to celebrate.  But IT was still nowhere close to finding a technology solution. The system crashed.  English customers received multiple monthly invoices or no invoices or random cancellation notices.  The ZFS bottom line took a huge hit as the company endured regulatory investigations, its English subsidiary lost market share leading to staff reductions, and the company paid for a massive IT upgrade.

The moral of the (case study) story:  Disaster planning depends less on the size of the company than on the willingness to imagine the worst case scenario.  Effective disaster planning begins with the recognition that an epic fail is always an option.

If your company is struggling with all the changes required by the new normal, Corporate Compliance Risk Advisor can help you adapt your HR policies for telecommuting workers and to prepare for the next disaster.

Ebook Link

Join the HR Compliance Jungle today. Click here!

Follow us on Facebook & Twitter!

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

Commuting to the Kitchen  

I’ve worked from a home office for years and enjoyed it.  The business overhead is low and the commute is fantastic. I can be in the office within a minute. 

Of course, the quick commute has its perils. My commute takes me through the kitchen and I love to cook.  It’s too easy to avoid work projects that may take hours to complete in order to begin working on a recipe that will take hours to complete. 

But working from home feels different at the moment.  The internet is slowing to a crawl as more people work from home or binge watch TV while they can still afford subscription fees.  The panic buying at the grocery store feels like a disaster movie.  Buy toilet paper before the shark shows up and the avalanche crashes down the mountain!

If you’re new to telecommuting, take a little break with your favorite beverage to consider a few survival tips.

  1. Do the work that pays the bills first.  That means practicing self-discipline by setting regular work hours.  If you don’t, you’ll be up at 2 am feverishly working on that big project before the boss figures out that you’ve spent the week sprawled on the couch drinking beer and eating nachos while binge watching movies.    
  2. Pretend there’s a timed lock, like on a bank’s vault, on the fridge and the pantry.  Let’s be honest. Self-discipline only works for so long and the kitchen is right there and it’s full of good stuff.  The weighty truth about the freedom of working remotely is that it may take weeks to shed the results of commuting through the kitchen.
  3. Don’t despair parents. The government will eventually take pity on you and reopen the schools.  Show your gratitude with a gift for the little darling’s teacher. 
  4. Turn off the news. Credible news sources are giving us fact-based reports about the coronavirus, but the news biz is a for-profit industry. Even credible news sources engage in sensationalist headlines, like barkers at a circus side show, to attract an audience.  Or to put it another way, too much news will have you reaching for an extra helping of mashed potatoes or another six-pack.   
  5. Telecommuters are darned lucky to have jobs that can be done from home.  Many low wage jobs from hospitality to nursing homes to gas stations and grocery stores can’t be done remotely.  These workers are facing either no income or a higher risk of infection for themselves and their families.

If your company is struggling with all the changes required by our rather scary new world, Corporate Compliance Risk Advisor can help you adapt your HR policies for telecommuting workers and continuing work during a disaster. We will be a resource for your staff as the policies are implemented.

Ebook Link

Join the HR Compliance Jungle today. Click here!

Follow us on Facebook & Twitter!

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

The Sky Is Falling!

Carla dreads going to work these days because her co-workers have gone crazy.  She hears the shark music as she nears the office door.   Everyone is in a tizzy about the coronavirus or the stock market meltdown or both.

Last week, Reba breathlessly announced that everyone was doomed because the coronavirus had invaded America.  Rick claimed the coronavirus is a myth made up by shadowy deep state operators aiming to replace the government with a socialist system that will outlaw fantasy football. Everyone ignored Rick because it’s common knowledge he often forgets to take his meds.    

Last Thursday Reba and Caroline went to lunch and disappeared for half a day.   They triumphantly returned at quitting time to gloat about fighting off other shoppers to nab the last ten packages of toilet paper on the store shelf.  On Friday, Teresa bragged of snagging ten pounds of dried beans and five gallons of milk at the grocery store on the way home the night before.  Teresa’s lactose intolerant and she sheepishly admitted that her husband profanely refuses to drink a gallon a day to avoid spoilage.

A new week has brought fresh hysteria. This morning Reba dashed through the office announcing that Rick had the coronavirus.  Co-workers shrieked and ran away as Rick approached making him wonder if he had forgotten to use deodorant that morning.  Caroline ran into Scott’s office sobbing and demanding to go home because she didn’t want to die. 

That’s when Scott blew a gasket. Scott’s the owner of the company.  He’s been so busy running the company he wasn’t paying attention to what was going on outside his office door.  Scott privately believes he spends too much of his managerial time wondering what the heck is going on. 

He yelled at Caroline to stop being a baby. Then he demanded to know what the heck had happened. The answer left him apoplectic.  It turns out that Rick was eating his usual donuts for breakfast when some of the powdered sugar blew up his nose.  Reba heard him sneezing and coughing and leaped to the conclusion that he had shown up sick with covid-19.

What options are available to Scott to deal with this crisis?

  1. He can brain Reba for starting unfounded rumors that caused a panic.
  2. He can tell everyone to get back to work because if the company shuts down, so do their paychecks.
  3. He can distribute the CDC’s guidelines for reducing the risk of infection.

Covid-19 is a serious public health threat, but hysteria is the enemy of common sense.  Companies can reduce hysteria by providing credible information on safety guidelines and adding flexibility to their paid leave policies for employees who need time away from the office. Company leaders can set an example by remaining calm.    

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.

Ebook Link

Join the HR Compliance Jungle today. Click here!

Follow us on Facebook & Twitter!

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

I Need a Change

Brittney is finding her first job since leaving college to be scarier than she expected.  The company has been in perpetual chaos as the senior management team feuds.  Her supervisor, Christy, says the feud started when Weldon got a promotion that should have gone to Randy.  Christy calls Weldon a weasel and encourages her subordinates to push back against any requests from his staff.

Brittney unwittingly supported Christy’s “don’t cooperate” policy a month after she was hired, when she received an email from Weldon’s assistant, Sue, asking for the “bullet point” guide. Brittney searched diligently, but couldn’t find anything labeled as a guide.  She didn’t want to admit her ignorance, so she told Sue that she was unable to find the requested guide.  The following day, Christy congratulated her for being a team player.

A couple of months ago, the board of directors panicked when they saw the downward slope of revenue and announced that they were hiring a new CEO, Tom.  Tom’s first act as CEO was to stop all production so that he could hold a company-wide meeting to introduce himself.

He announced that big changes were coming and only those absolutely loyal to him could expect to keep their jobs.  He blamed falling sales on Weldon’s horrible management skills and announced that Weldon had resigned, even though Weldon was at the meeting.

Tom hired his son to replace Weldon.  Tom junior browbeats the sales staff like a Soviet apparatchik demanding higher wheat production from farm collectives.  The sales staff thinks he’s a dud and the marketable ones are fleeing to competitors.

Next Tom pushed out Trish, the CFO, after she said there was no money in the budget for Tom to hire his wife’s consulting business to redecorate the CEO’s office.  In revenge for Tom’s insulting personal remarks, Trish leaked a few of the choicer details of Tom’s platinum plated compensation package to the largest shareholders who are now suing the board of directors for fiduciary lapses.     

As senior managers whiz out the door to be replaced by Tom’s family and friends, no one feels safe.  Brittney watches as Christy is effectively demoted despite her sycophantic support for Tom.  Christy is still a senior manager but all her decisions must be approved by Tom’s daughter, the new VP.

Brittney is sick of it all. What options are available to her?

  1. She can move home to her parents where their nagging will seem restful after the goings-on at her job.
  2. She can practice acting like Tom since that seems to be the way to the top.
  3. She can send her resume to everyone she knows in hopes of finding a better job quickly.

Companies that fail to create a good work environment for their employees tend to underperform against their competitors. 

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.

Ebook Link

Join the HR Compliance Jungle today. Click here!

Follow us on Facebook & Twitter!

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

She’s So Yesterday

Another update from the Jungle….

Shelly owns a small company that is growing rapidly. She’s hired four new employees in the past year, including Anna and Zach.  They are ambitious and full of energy.  Zach is now Shelly’s right hand helper, replacing Shelly’s former right hand, Claudia.

Claudia was the first employee Shelly hired. She’s not ambitious or energetic; she moves at a pace akin to a sloth needing a nap.  But in many ways, Claudia is responsible for Shelly’s success because she did all the tedious, time-consuming administrative work while Shelly was busy beating the bushes looking for clients.  Best of all, Claudia was willing to be flexible about her pay when cash flow nose-dived.

Unfortunately, what worked back then isn’t working now.  Last week Claudia spent hours obsessing over a simple task until Anna told her to shut up because she (Anna) would handle it. Five minutes later, Anna was done and stomped out of the office in search of another double espresso.  Shelly emerged from a client meeting to find Claudia waiting to complain about Anna’s rudeness. 

Claudia also feels threatened by Zach who is now making decisions that she and Shelly used to make together.  Claudia shuffles around with a woebegone smile, feeling unappreciated and scared that she’ll be replaced.   The more she worries about being replaced, the more she gums up everything.

Shelly feels guilty because she knows what she owes to Claudia, but she also sees Claudia’s limitations. Claudia’s sluggardly pace is causing permanent grumpiness.  Zach and Anna are in favor of tossing Claudia out on her ear.  Shelly is also growing tired of the drama.  She no longer has time to spend hours helping Claudia agonize over every decision or listening to her complain about Zach and Anna.

Shelly’s been struggling for months to figure out what to do about Claudia.  What are her options?

  1. She can promise Claudia a huge severance package as an enticement to leave. 
  2. She can hire an HR manager and delegate responsibility to listen to whiny employees, like Claudia. After all, why else hire an HR manager?
  3. She can create a new role for Claudia in recognition of her contribution to the success of the company, but that shunts her aside so that she doesn’t slow down co-workers.

Different skill sets are needed at different times in the development of a company.  Small business owners often struggle with accepting that early hires may no longer have the necessary skills and need to be transitioned into new roles or moved out the door.  Having clearly defined roles and tasks makes it easier to complete these types of transitions.

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.

Ebook Link

Join the HR Compliance Jungle today. Click here!

Follow us on Facebook & Twitter!

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