HR dilemma

Spring Fever

Another update from the Jungle…..

It’s been a long, hard winter at Melanie’s company, with employees stuck in snow drifts or struck down by the flu. Melanie began wondering if her company could survive as deadlines were missed due to under-staffing.

Then, the sun came out, forsythia and daffodils began blooming. Trees showed an aureole of red as they began budding. People shed their heavy winter coats. Alas! A cold snap killed the daffodils, and left everyone twitchy as spring never seemed to arrive.

Dan’s an optimist, and he’s been trying to think at work and practice his golf swing simultaneously, getting ready for spring. Two days ago, as he thought about his brilliant ideas, he swung higher and faster. Suddenly, a horrible thud echoed through the office, followed by a crash and a scream.

Melanie dashed out of her office to find Randy sprawled on the floor, clutching his bleeding face. Dan knelt beside him, trying to stop the bleeding while stuffing his golf club under his desk. Melanie hauled Randy to his feet and marched him out the door to her car to drive him to the emergency room. Hours later, she returned to report that Randy needed stitches but would be okay. She banished Dan’s golf clubs from the office unless they were locked, out of sight, in his personal vehicle.

Today, Randy returned to work and accused Dan of trying to kill him. While Melanie tried to mediate their fight, she heard Karla yelling at Teresa about stinky take-out food. Teresa retorted that her garlicky take-out was less offensive than Karla’s cheap perfume fumigating the place, and then proceeded to point out Karla’s dark roots showing because she was too cheap to pay for a salon dye job.

Melanie sailed in to separate Karla and Teresa, closely followed by Dan and Randy, hoping to see the office equivalent of a mud wrestling match. Eventually, everyone grumpily returned to their desks to sulk.

What can Melanie do to alleviate her employees’ spring fever?

  1. She can sit in her office, occasionally venting a primal scream of frustration, and hope that scares her employees into doing their jobs.
  2. She can buy cheap rum and fruit juice for her staff and tell them to pretend they’re on a beach in an island paradise.
  3. She can plan an impromptu outing to take her employees’ minds off their troubles as they wait for spring to actually arrive.

Everyone gets cabin fever waiting for sunshine and getting outdoors after months of dreariness and cold weather. HR and management can help with morale boosters to lift everyone’s spirits.

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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You Make Me Sick!

Another update from the Jungle…..

Sue likes her job except at this time of year. First, she had to listen to coworkers talk about their snow and ice adventures. Now she’s listening to many of them cough, sneeze and wheeze all day. Flu season seems worse than last year based on the disgusting noises she’s hearing in cubicle world.

In the next cubicle is Patty who has the flu although she claims it’s just a head cold. Sue’s pretty sure that Patty showed up at work while she had a fever because three coworkers quickly succumbed to the crud after getting too close to Patty.

Now coworkers run away when Patty lurches into sight. Sue can’t escape because they share a cubicle wall. She wipes down her cubicle hourly but that’s not enough. Sue’s heard less gross noises from her cat, Pixel, when he’s coughing up a hair ball.

She complained to Meg, the HR rep, who stopped by to suggest that Patty might be better off at home in bed. Patty croaked that she didn’t want to waste all her PTO days because her husband has promised her a really nice vacation this year. If she uses all her PTO, she won’t have any days left for her vacation.

Meanwhile, their supervisor, Wesley, sits in his office up the hall doing whatever bosses do all day. He can close his door, thinks Sue resentfully, and tune out their suffering. Wesley is young, and he is fixated on not screwing up his future promotional chances. So he blindly enforces the rules on attendance arguing that he has no power to change them.

The company policy sets out a limited number of PTO days a year and doesn’t allow any carry-over. The owner discourages working remotely because he’s afraid staff will goof off. Sue and others grumble quietly because they doubt the company will revise its PTO policy.

What can Meg, the HR rep, do to help the grossed-out employees?

  1. She can set up a sterilization chamber at the entrance and require all workers to hose themselves with disinfectant before entering the office.
  2. She can ramp up recruitment efforts to replace employees who leave voluntarily for better benefits or involuntarily with the EMT’s.
  3. She can suggest that the company revise its PTO policy to allow extra days during seasonal events like flu season.

Employers face a dilemma. They need to balance productivity and staffing requirements against the losses caused by sick employees who show up to work. Adapting leave policies or allowing employees to work remotely are two options.

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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My Boss Hates Me!

Another update from the Jungle….

Teresa works at a major corporation, and she’s grown steadily more pessimistic about her job and career. She’s convinced that her boss, Barbara, has discriminated against her, and she complains to HR. Her discrimination complaint is investigated by Audrey, the HR rep.

Audrey invites Teresa to a confidential meeting to get her side of the story. Teresa shows up at the meeting, toting a giant 3-ring binder stuffed full of copies of emails between Teresa and Barbara and copies of performance appraisals.  Teresa says the binder contains proof that Barbara is out to get her.

Audrey has an awful sinking feeling, familiar to any experienced HR person, as she stares at the 3-ring binder. She will eventually have to read it as part of her investigation. She sighs heavily and delays the inevitable by continuing her interview of Teresa.

Teresa spins a tale of slights, oversights, and harsh words that she says add up to discrimination. She claims that Barbara cuts her off in mid-sentence every time she tries to talk during staff meetings. Barbara is rude to her and makes negative comments in front of co-workers. Barbara gives pay raises to younger, less experienced co-workers while telling Teresa that she’s not eligible for any pay increases.  Barbara ignores her and dislikes her while being nice to everyone else in the department.

The next day, Audrey begins reading the 3-ring binder.  After an hour, she has a raging headache but has reached a few conclusions. The emails indicate that Teresa has become increasingly defensive, responding to sometimes non-existent criticism. The performance appraisals completed by Barbara move from neutral (“works well with others”) assessments to mildly negative (“attitude needs improvement”) in the most recent appraisal.

Audrey knows that Barbara has a history of managerial issues. Audrey had opposed Barbara’s promotion to manager because of her lack of “people” skills.  Now Audrey’s sitting at her desk trying to decide what to do next.

What should she do?

  1. She can recommend that nothing be done due to a lack of clear proof of discrimination.
  2. She can arrange Teresa’s transfer to a different manager and hope for the best.
  3. She can tell Teresa and Barbara to stop acting like whiny children and then go have a glass (or a bottle) of wine to wash away the effects of their feud.

In the actual situation, a department reorganization lead to the reassignment of the disgruntled employee. That resolved the immediate conflict but not the long term issue of poor training for new managers.

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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Totally Sozzled

Another update from the Jungle….

pic-6Addy graduated from college and went to work for the government agency where she had interned as a student.  Of course, there’s a big difference between being an intern and becoming an employee.  As an intern, Addy was excluded from most office social events because she was underage.

pic-7A few months after accepting the job offer, the big bosses decided representatives of each branch office of the agency should receive intensive training away from the usual office distractions. They decided that the perfect spot for learning is New Orleans. Addy prepared for her first business trip.

Nick, the head of Addy’s office, got into the spirit of learning before they left town. He distributed the bosses’ agenda at a staff meeting. Then he told the attendees that he knew a great place in the French Quarter and that he would play tour guide as soon as they checked in at the hotel.

pic-3Two hours after the airplane landed, Addy followed her co-workers down a dark alley in the French Quarter to Nick’s “great place.” The fun began. As a recent college graduate, Addy considered herself a seasoned drinker. She soon realized she was an amateur.

Addy doesn’t remember many details after the first bar, but she knows she had a good time. She later saw how good a time when she was invited to the HR manager’s office to view cell phone video of what she didn’t remember doing in the French Quarter.

pic-1The video shows a gaggle of staggering zombies in a karaoke bar, all dancing to a different beat as they belt out the same song.  In the background, Addy recognizes her supervisor in a passionate embrace with a co-worker.  Front and center in the video is Nick gyrating madly, his hand waving through his unzipped fly.  Nick is totally sozzled, barely able to stand.

The HR manager says she invited Addy in for a chat as part of the usual on-boarding process for new hires.  How should Addy respond to the HR manager?

  1. pic-2She can say that she’s enjoying learning from her more experienced co-workers.
  2. She can ask for copies of the video in case she needs to blackmail her bosses later. (Addy’s a quick learner of office politics.)
  3. She can stare blankly like a little lost waif and wait for the HR manager to give her a clue about how to respond appropriately.

The antics outlined in this scenario have been changed to protect innocent waifs like your author. Surely, no government employees near you would ever misbehave during a training seminar.

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!

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