HR Now

Communicate It!

2010-05-25T12:42:00.004-05:00

Adapting to the communication needs of others is critical in any communication - but specifically important during conflict. To resolve conflict one needs to hear, as well as be heard.

Style: Stable
They are agreeable, cooperative, team oriented, and sensitive to others feelings. They may get quiet and withdrawn during conflict. Feelings may be hurt by how you talk with them. May resist or avoid change. Their motto is, "If it ain't broke - don't fix it!"

Strategy:
Prepare them for change. Ask for input and contributions. Provide ongoing feedback. Appreciate their efforts. Encourage them to express their feelings. Be respectful and stay calm.

Style: Thorough
They are logical and analytical. They ask questions, thrive on organization and can be a task master. Often sees the downside first. Frequently stuck in "analysis paralysis". Avoids dealing with feelings. Their motto is, "If you can't do it right, don't do it at all."

Strategy:
Recognize their expertise and analytical skills - use them to your advantage. Assure quality results and heightened standards. Help them set realistic expectations with timely deadlines.

Style: Emotional
They are social butterflies, outgoing, people-oriented. Persuasive and friendly, they are the ones who get people working together and starting new projects. They may be too focused on feelings and have trouble dealing with business. Will avoid dealing with conflict because they don't want to hurt anyone's feelings. Their motto is, "Let's relax and have fun."

Strategy:
Include them in decision making - help them include facts as well as feelings into this process. Avoid personal criticism - appeal to their need to be accepted and liked. Have a system for resolving problems and conflicts. Provide opportunities for them to use their people skills.

Style: Pusher
Fast moving, sees new ideas and gets things done fast. Tend to be direct and forceful in order to get things done. May become impatient with lots of detail and questions. May appear unfriendly. Their motto is, "Just do it this way."

Strategy:
Avoid arguing - provide choices and options instead of telling them what to do. Help them to consider others feelings while being patient and supportive. Focus on the need for quick results.

Ericka Heid
HR Now
http://www.h-r-now.com/

Resolve It!

2010-05-25T12:29:00.003-05:00

Like death and taxes, conflict seems to be an inevitable part of life. Because we all see the world through our own "lenses", there is plenty of opportunity for misinterpretation, miscommunication, or just opposing opinions. I'd like to argue that conflict is wonderful. It affords us the opportunity to learn more about another person, a new idea, or a different paradigm. I hope you enjoy these tips for conflict resolution success!

1. There will always be conflict
You can not eliminate it, but you can be prepared for it. Can you think of an environment without conflict?

2. Focus on the objective
Ask yourself, “What is the objective?” When you know this, you can focus on the process, not the other way around. It is natural to go right to focusing on the process first, because we want the situation to change; but a good place to start is defining the desired outcome.

3. Focus on interests, not positions
Enlarge the scope of possibilities. You will need lots of options in order to effectively resolve conflict. In our culture (individualistic and competitive) we tend to focus on “I’m right, and you are wrong.” Ask each involved to get past that in order to start work on creating new possibilities.

4. Seek win-win, not win-lose
There should never be a “loser” in conflict. Both sides should leave feeling as though they have gained something.

5. Ask yourself: What opinions do you currently hold of each participant, their side of the story, your idea of who is “wrong” or “right”? This is the lens with which you are seeing the conflict. Become aware of this and see your opinion only for what it is – your opinion.

6. Embrace it!
It is healthy. When you resist it, it stays, grows and you're stuck with it. When you embrace it, it looses its power. Use the other person’s strengths (or their momentum) to your advantage (Martial Arts rule of thumb.)

7. Develop a process to get a desired outcome
Only do this after you have decided on the objective.

8. Always acknowledge the other
Seek first to understand. Doing so will make a “deposit” into the emotional bank account of the other party, which will increase your credibility with that person.

9. Ask yourself “What is it about my belief system that causes me to think and act the way I do?”
What lens does each party wear? What do they desire to have respected by the other? What are their expectations?

10. Approach with a positive attitude
Our attitude is the only thing we control. It is more important than status, degrees that you have, your position, or money.

Conflict is an Opportunity

2010-04-19T20:51:00.003-05:00

Conflict Is An Opportunity...

Having conflict with anyone can be terrible. It can be hurtful, disrespectful, and harm your relationships.

Having conflict can be wonderful. It can be honest, show respect, and strengthen relationships.

Lately, I have seen conflict dealt with in a less than desirable way, so let's learn from those mistakes...

Ignoring the situation
Ignoring a conflict is one of the most common responses people have when confronted with a conflict situation. Instead of actively trying to manage the conflict, we avoid the issue and desperately hope things will get better. Face it: unless we take definitive action, the situation will probably get worse.

Becoming Aggressive
This is an “in your face” approach. Some people get so energized about addressing conflict that they become aggressive. It’s open communication, but it’s brutal. An attack usually leads to a counter-attack, which is counter productive.

With both of these types of behaviors, there are bound to be negative effects. Some of which include; damaged team spirit, declining productivity, arguments, accusations, lowered job satisfaction, and - at its worst - health problems.

So, remember the Aiki Approach

Be Willing to Understand....

§ Is the gift that comes from listening
§ Is asking questions rather than having the answer
§ Allows differences to fade and similarities to come forth
§ Naturally acknowledges and appreciates the other person
§ Moves us from issue to vision
§ Creates movement from stalemate to resolution

“Learning, growing, and cooperating are goals for resolving conflict” – Thomas Crum

Ericka Heid
HR Now
www.h-r-now.com

Building Trust

2010-04-11T18:14:00.003-05:00

Building trust should be a conscious effort for managers, because boss-employee relationships often begin with disempowering assumptions and expectations that can cause staff members to distrust their managers and withhold information. For example, employees may assume, based on their past experience of managers or other authority figures, that their manager is looking for ways to judge and criticize their work. They may assume that their manager prefers to keep them at their current level so as not to challenge the manager's own job security. They may expect to keep to 'their place' and refrain from interfering in the work of their seniors, challenging the organization or learning 'too much'. They may further assume that it would work to their disadvantage to reveal any aspirations that do not relate directly to their current job. To be effective, a coaching manager must dispel such disempowering assumptions.

Here are some key techniques for greatly increasing the level of trust between you as the manager, and your team members.
• Open yourself first.
Share your strengths and weaknesses. Share your mistakes and achievements. I don't mean that you have to talk a lot or reveal a lot of personal details. You must simply display your willingness to reveal what is relevant and to treat your own and other's shortcomings lightly and positively. If you can accept your own weaknesses, it is much more likely that you will be able to accept other's shortcomings as well. Your team members will feel relief that they are not the only ones to have made mistakes. They will feel much more trust for someone they can know well. They will begin to model your openness.

Have a frank conversation with each employee about how you want to relate to them and ask for their support.
This is the simplest and most direct way to initiate a more trusting relationship, regardless of the current level of trust you have. If your relationship has been rocky in the past, or if you believe your employee is resistant to opening up, you may want to prepare for a diplomatic conversation including plenty of listening. Your willingness to discuss such issues directly will impress your employees of the importance you place on your relationship.

Listen to them fully.
Give them a chance to be heard. Listen beyond their words for deeper understanding of their intentions, needs and assumptions. Deep listening builds understanding and trust. And it is something that all of us can do, as long as we give ourselves time and focus. That means we have to stop both external and internal distractions and be fully present to the other person. Although listening is a basic skill for all communicators, it is a skill that can be developed further through practice and attention.

Openly appreciate them.
Be generous with your praise. Point out the specifics of their personality and behavior that add value. Many managers feel hesitant to appreciate and assume there is a risk of appreciating 'too much'. But these managers underestimate the power of positive feedback, even though they may have benefited from it personally. Have you experienced the burst of enthusiasm and initiative that comes from effective positive feedback? This is valuable energy that can be generated easily through frequent recognition and that leads to increased trust. In my experience, appreciation and recognition is only 'over used' when it is insincere. There are many different ways to appreciate and recognize people that will help you retain full sincerity and positive effect. Nonetheless it is useful for managers to also build their proficiency in giving positive corrective feedback so that they can freely give both while further enhancing the trusting and supportive relationships they have with their people.

Do what you say you will do.
Be reliable and consistent. Of course, the basis of trust is that we abide by our agreements and contracts. And even unspoken expectations act like promises that reduce trust when they are broken. For example, if you are usually calm when you learn of poor sales results, and then one day you lose your patience and blurt out your frustrations, people will lose trust in you because they can no longer be sure that you will react they as expect.

Ericka Heid
www.h-r-now.com
HR Now

Management's Role in Employee Motivation

2010-04-11T18:04:00.004-05:00

82% of departing employees will say that the reason they started looking for another job was due to the relationship with their manager. Managers, given this statistic, can we all agree that you have a special role in retaining your employees?

It is true that managers can not "create" motivation within an employee, but what they can do is create an environment that is motivating to their employees.

Want another scary statistic? Almost 90% of employees, when surveyed, say that communication breakdown within their organization is a problem at work - and creates an unmotivating and dis-engaging phenomena at the office.

Be proactive - try a few, easy tips for creating a motivating work environment by increasing your communication strategy:

1. Give effective praise that portrays sincerity
2. Deliver criticism without creating confrontation and conflict
3. Conduct or participate in effective performance review discussions
4. Conducte or participate in an effective interview for a new job or promotion
5. Make an apology that touches the heart and convinces the mind
6. Ask effective questions to probe for facts and provoke for ideas
7. Discuss conflict without offending
8. Communicate to build rapport and create trust
9. Communicate to create collaboration and engage your staff
10. Communicate to resolve conflict and reach agreement

Ericka Heid
www.h-r-now.com
HR Now

What Not To Wear

2010-03-10T19:30:00.000-06:00

With the ever popular show, "What Not To Wear", in re-run status and showing on several networks at several different times you'd think we, as a society, would have gotten it by now. But no - sadly, we haven't. Business casual has somehow turned into jeans and a polo shirt for men, and a tank top with a short skirt for women.

So, for those of you who are looking for a policy directing your staff "What Not To Wear" - click here and mention this blog for a no charge policy that you can use to educate your employees. For those of you who are not sure what is acceptable at work, or are just needing some general guidelines, read on:

1. Ladies, no straps - no armpits - no backs. If you are exposing shoulders or your back, you are not business casual -that is summer wear. Be careful to cover bra straps. There is never a good excuse to show straps.

2. Men, no pants that have pockets at or below your knees. Cargo pants are not business casual - ever. Also, no pants that have a worn area around your wallet - throw them out and start over.

3. Ladies, no sandals. Open toed professional shoes are okay (in some office settings) - strappy sandals are for the beach.

4. Gents, if you are wearing a polo shirt - be sure it is pressed and in GREAT shape.

5. No matter who you are, your outfit should FIT. This means no tight pants, shirts or dresses. Err on the side of too big vs. too small. There is nothing worse than ill fitting clothing - everyone feels uncomfortable in that situation.

6. Men, Cosby Sweaters went out in the early '90's. Donate them and start over with some current trends.

7. There is no reason for fishnet or lacey tights at work. Please, don't do it.

8. Tattoos are personal. Keep them covered and out of site. Piercings too. Maybe it isn't fair, but others make judgements about you and your odd piercings. Take them out at work. The obvious exception - earrings.

9. Ladies, cleavage is NOT acceptable at work. As a matter of fact, there are studies that show a direct correlation between showing cleavage and a stagnated career. Move up the ladder by showing less, not more.

10. All, remember the 3 unacceptable "B's". No breasts, behinds, or bellies. Find clothing that de-accentuates your flaws and makes you look and feel great.

I've long said, "If you wouldn't wear it to an interview - you shouldn't wear it to work."

Look great - find success!

Ericka Heid
HR Now
www.h-r-now.com

Job Descriptions - To be or not to be?

2010-03-04T15:05:00.004-06:00

Because I mainly work with small and micro-businesses, I am frequently asked, "Are we big enough to need job descriptions?"

And because of the experience that I have had with small and micro-businesses, I answer with a resounding, "Absolutely, you do." As a matter of fact, I am of the opinion that small businesses may need job descriptions more than a larger company needs them. Here is why:

1. Smaller organizations often don't have the expertise of an HR person on-site, so they may "guess" more than larger companies. For instance, they may be hiring a new sales person and assume they can be paid a salary versus an hourly rate of pay. Every HR person worth their salt knows that a business owner can not choose how to pay an employee - the law does that for you - there is litmus test that can be applied to any position to help determine its status under the Fair Labor Standards Act (FLSA). A current and thorough job description helps the organization to critically think through the questions asked of the FLSA, thus leading to the "right" answer about the compensation of a position.

2. Smaller companies have employees who wear many hats. Unlike large organizations, who may have individuals focused on only one thing, the employees of small companies may be asked to perform several different tasks within one position. Linking specific tasks with a specific position allows the business owner to rest assured that everything is being handled - and each employee knows precisely what they are responsible for. Nothing falls through the cracks.

3. Compensation. Now more than ever, compensation structures are becoming outdated, irrelevant, and in many cases - wrong for the company. Job descriptions help to assess the qualifications and competencies needed and desired in a particular position. In doing so, they help you compare to positions outside of the company, bringing increased clarity to how the compensation structure should be developed. Without a proper comparison - you are comparing apples to oranges.

So, while small business owners may believe that job descriptions are optional - or not needed altogether, I encourage you to reconsider their importance.

Happy Managing,
Ericka Heid
HR Now
www.h-r-now.com

Social Media - Friend or Foe?

2010-02-10T15:37:00.004-06:00

Most small business owners are becoming more and more aware of how social media outlets such as Facebook, blogs, and LinkedIn can help to grow their exposure to their target market. We have come to accept this as the new way of doing business and spend a good deal of time communicating through the social media web.

So, now you need an employee. And you decide to begin your search using social media. Hey, it's a lot cheaper than throwing down several hundred dollars on an online ad, right? Well...

The problem with using social media to recruit employees is that you, as the hiring manager, probably will learn too much about your candidates before even interviewing them. Why is this a bad thing? Because some of what you may find out - you don't need to know. Things like race, gender, disability, sexual orientation, or religion are not things that can be considered when screening candidates because they bear no information about the qualifications or competencies of an individual. As employers, we must make hiring decisions based on functions of the job - not physical characteristics or other protected classes to which individuals may belong.

If you are going to use social media for recruitment or selection, follow some simple guidelines:

1. Have a purpose in mind for looking at media content. Legal purposes include finding out more about their educational background, their on-the-job experience, or their past positions or companies. If you just go out there just to "snoop", you are probably venturing out onto thin ice.

2. Be forthcoming about your use of social media. Tell candidates that you screen their online presence. Tell them what you are looking for. Ask if there are other places you can search. For instance, some people blog and would LOVE for a potential employer to have a look at it.

3. Have the ultimate decision maker stay away from investigating the social media. Someone from HR would be a better choice. This way, they can act as a filter, communicating only competency based information.

4. Be consistent. Look up all of the candidates, not just just one.

5. Don't assume that the information you have found is accurate. The Internet is an uncensored world, and anyone can post anything they want to. Not everything is credible, so try and verify what you see.

As with any recruitment or selection process, it is important to stay focused on the functions of the job, and how the candidate is either qualified or not qualified for your position.

Happy hiring!
Ericka Heid
HR Now
http://www.h-r-now.com/

Liar, Liar, Pants on Fire

2010-02-04T14:52:00.003-06:00

Just how often do job seekers embellish their experience, their education, or their credentials? Sadly, more often than you might think. And more often now that the labor market is so competitive.

How do you know if a candidate is lying? Easy - check it out. It is common for employers to stop checking references, because most of the time we are not able to verify anything but dates of employment and title. But I would encourage you to try again, this time with some smarter techniques.

First, ask the candidate for personal references of YOUR choosing. "Barb, who can I talk to at XYZ company that could tell me more about your involvement with the ABC project?" Then call that person. Ask for at least one reference in each critical project they have been a part of. Sometimes these people are not the "typical" references, but can often provide the most meaningful information.

It is true that the list of references on a candidates resume are going to tell you good things about that person. You, as the hiring manager, don't want to hear good things - you want to hear true things. So, ask questions of that reference that would allow you to assess specific competencies. For example, you need someone who works well within teams, so when you call their reference you'll ask, "Tell me how David worked within a team at your organization. What role did he play? How effective was he at getting things done through teamwork? How was he viewed by his fellow teammates?" This will help you avoid a generic statement like, "David is a real team player" and afford you an opportunity to think critically about David's ability to work in your team environment.

Lastly, and probably most importantly - do check the facts. For each qualified candidate, be sure that you contact at least 2 professional references, call the educational institutions to verify degrees earned, and run a simple background check for criminal convictions. The time you spend on proper due diligence now will save you the headache of a poor employee later.

Happy hiring,
Ericka Heid
www.h-r-now.com

Don't Worry - Be Happy

2010-01-21T12:14:00.004-06:00

Is your work fulfilling?

Is your boss supportive?

Are your efforts recognized?

If you answer "no" to any of these questions, you may not be a very happy employee. Or worse, your happiness may be compromised outside of work due to those eight-plus hours spent each day in a less-than-desirable work situation.

You may need to take your happiness into your own hands, in order to feel the bliss and joy you deserve. Empower yourself by resolving to take a few steps in the new year:

Set one or two work-related goals that are achievable and meaningful to you. Communicate them to those around you. Post them in your workspace. As you meet each goal, be sure to celebrate in small, yet fun ways.
Dwell on the parts of your job that feed your soul. Focus on tasks that you do well and the people who bring out the best in you.
Laugh. Have you heard the saying, "either laugh or cry"? Choose to laugh. Find ways to create humor in your day. Reading the comics over lunch or buy a silly calendar. Have lunch with your "fun" co-workers. The act of laughing itself releases endorphins known to improve mood.
Ask your supervisor for feedback instead of expecting it. Ask specific questions - "What what the best part of my role in the XYZ project?" Or, "What value am I bringing to this department on a regular basis?"
Develop yourself. Learn a new skill, take a continuing education course, or volunteer to be on a committee. Giving of oneself is a great way to feel that "warm and fuzzy" feeling.

"Some pursue happiness, others create it." ~Author Unknown

http://www.h-r-now.com/

Ericka Heid
HR Now

Health care or Wellness?

2009-12-29T08:37:00.009-06:00

Throughout the battle for health care reform, I have thought a lot about whether we are focusing on the right aspects of reform and have come to the opinion that we should place more emphasis on the health of our bodies as well as the health care of our bodies.

We, as Americans, are much less healthy than our grandparents and great grandparents and I see two major behaviors contributing to the majority of our health care dollars - over-eating and smoking.

Today, almost 30% of Americans would be classified as obese, and 35% of us are overweight. We know that obesity is almost solely responsible for Type 2 Diabetes, and contributes to high blood pressure, heart disease, and failing joints.

Those who smoke have a much higher occurrence of cancers, high blood pressure, heart disease and respiratory ailments. And, through second hand smoke, contribute to these diseases in others.

Treatment of such diseases costs billions and billions of dollars each year. And, almost all of these diseases are PREVENTABLE. So, while I do believe it is important to regulate and monitor health care insurers and providers, it seems equally as beneficial to start regulating and monitoring those who are are knowingly and willingly putting themselves - and the nation - into an unhealthy situation.

We, as business owners can make a difference. After all, over 80% of Americans are employed and spend at least half of their waking hours at work. You can help to create significant change. Here is how:

1. Start a wellness program that promotes overall health including weight loss, nutrition, and disease management. Wellness programs have been proven to be an investment, with returns shown in both health care cost reductions and productivity gains. By making this investment, you'll also realize a higher level of productivity and engagement from your staff.

2. Get people MOVING. Can you bring in an aerobics instructor or personal trainer once or twice per week? Is there someone who can start and maintain a walking group? Can you commit to subsidizing a health club membership? Again, there may be an upfront cost, but this is minimal compared to the long-term savings of a healthy workforce.

3. Offer a free or subsidized smoking cessation program. There are hundreds of smoking cessation programs available (check with your health care insurer to see if they have a free one before looking around). Think of the time lost on people out on smoke breaks and absent! (Not to mention the high medical costs of a smoking related disease)

4. Lead by example. If you find yourself in one of these risky groups - start making personal changes. And let others know you are doing it. They'll help keep you motivated, and you may spark that fire of change within them.

While each of these items may have an upfront cost, when calculated with increased productivity, reduced absenteeism and lower health insurance premiums, they are shown to actually contribute to a healthy bottom line.

Here's to a healthier 2010!

Ericka Heid
HR Now
HR Now

Employee Gift Giving

2009-11-30T10:53:00.003-06:00

"Tis the season for merriment, joy, and... recognition?

Yes! Now more than ever, employees need an extra boost to help keep them happy and motivated. Your employees have been worried about economic security for more than a year now, and it's time to bring some joy and merriment back into the workplace.

So this season, take a different approach to employee gift giving. Instead of buying a one-size fits all purchase that covers the masses, invest a little time and energy into something special. I know, I know... you don't have a lot of time for shopping and wrapping. But do you have a few minutes to think about what is meaningful for each employee? I hope so. Time spent here will reap huge benefits in the long run. Here are some easy, low cost ideas for bringing the joy back to your office:

1. Decorate. Bows, wreaths, candles, and tinsel. Stay away from religious decor, but throw up some lights and garland for a fun and festive work environment.

2. Organize a "secret giver" game - with a twist. Instead of gifts, play the game with random acts of kindness. Clean a desk, organize a book shelf, scrape the ice off a windshield, deliver a cup of coffee. Make it fun without the cost.

3. Have a party. Sometime before the first of the year, get your people together and celebrate. To cut costs, have it in the afternoon with appetizers and cookies. Give everyone the rest of the afternoon off to relax.

4. When gift giving, remember to make it small and meaningful. A handwritten note of appreciation for specific contributions throughout the year will be cherished by most employees. If you want to purchase gifts, make sure you find out what the employee really wants. If you don't know, ask around. Do they love the movies and would appreciate a gift certificate to the cinema? Are they a wine connoisseur and would appreciate a wine of the month membership or basket of wine? Would they enjoy a day at Nickelodeon Universe with their children? A magazine subscription to their favorite publication? Most gifts can be purchased online and require very little running around. You can give a personalized gift without the extra effort!

If none of these options are right for you and your company this year, find something else. Make it personal, meaningful, and lasting. It is an investment into the health of your strongest asset - your people.

H1N1 Help

2009-11-06T08:34:00.002-06:00

Take Care of Employees

•Encourage workers to practice good cough etiquette and hand hygiene and to clean shared work areas—computer terminals, phones, conference rooms, etc.
•Take particular care of employees with known serious health conditions, as they are more susceptible to the H1N1 virus. Consider allowing them to work separately from others or from home during an outbreak to minimize exposure.
•Keep an eye on employees. If someone shows flu symptoms (see below), ask them to go home. Don’t pressure them to return to work before their fever has broken.
•Know who to contact if one of your employees is ill. The company may choose to inform others in your work area that they may have been exposed to the H1N1 virus.
•Be a good role model. If you are sick, stay home.
•Stay in periodic contact with ill workers who are at home.
•Don’t discriminate against people who might have H1N1 flu or have been exposed to the virus.
•Know your company’s leave policies so that you can explain them to your employees. Apply them consistently to all of your employees.

Keep Business Moving

•Identify critical functions and the skills needed to complete them.
•Inventory your employees’ skills. Who has the skills to complete critical functions?
•Cross-train workers so more employees can complete more critical functions.
•Identify which workers can serve as substitutes for others.
•Keep an eye on absentee rates. If they appear to be rising, get ready to move your employees into their cross-trained roles. If any of those roles require certification or other preparation, make sure the cross-trained employees are up-to-date before moving into their new roles.
•Consider virtual meetings instead of face-to-face gatherings. Try to limit contact among employees to halt the spread of the virus.
•If possible, allow employees to work staggered shifts to reduce the number of people in the workplace. Allowing workers to commute outside of rush hour can also help reduce contact with potentially ill people on mass transit.
•Find out if you are authorized to make decisions about activating emergency plans.

Keep Your Best!

2009-11-05T19:31:00.001-06:00

Byam, who is managing partner at the employee recognition firm The Terryberry Company, offers eight keys to successful retention:

1. Start Retaining on Day One
The first week of a new job is an extremely impressionable time, and it represents an important opportunity to build a productive and fulfilling relationship between the new employee and the business. (At Founders Bank & Trust, President Laurie Beard personally meets with every new employee and presents him or her with a Welcome Aboard award.)

2. Exhibit Continuing Confidence
Remember, says Byam, that one of the best and most motivating forms of recognition you can provide is your continuing confidence in your employees' ability to meet new challenges. Dare to believe in them fully and keep raising the bar by coming up with new assignments that test their skills and their creativity.

3. Try to Include Significant Others
Whenever possible, involve co-workers' significant others in recognition events and other important career moments. Byam says that you'll be sending a powerful message: "We value you and your family, and we want to keep you with us."

4. Keep Asking About Goals and Aspirations
How can you know what will motivate and inspire employees if you don't ask? From time to time, take a valued employee to lunch and use the time to pose several key questions. What do you like most about your job? What is your most exciting and thrilling challenge? If you could go anywhere you wanted in this organization, where would it be?

5. Encourage and Reward Career Growth
Support your employees' desires to acquire new skill sets and don't miss the opportunity to acknowledge those achievements, suggests Byam. A more highly trained workforce stands a better chance of succeeding in the global marketplace.

6. Blow the Trumpet for Your People
Get the word out about successful workers and their accomplishments. Imagine how proud your employees will feel when a neighbor or buddy comments about seeing their accomplishments highlighted in the newspaper, Byam says.

7. Find Interesting and Entertaining New Ways of Saying Thanks
Make sure everybody in your organization gets to participate in the recognition experience, Byam says. In North Andover, Massachusetts, a large retirement community recently came up with a fun bingo-based recognition game. When one of their employee teams reaches a production or service goal, they reward the entire staff by launching a day-long bingo game.

8. You Get What You Reward
Want your employees to stay with your organization? Show them that their service is valued and appreciated by recognizing it, says Byam. Successful organizations build employee relationships that are fulfilling for their people and for the business.

Give

2009-11-05T08:47:00.002-06:00

Maybe its the fact that the holidays are coming, or perhaps it is prompted by the fact that money is tight. But I'm thinking a lot about how I can give without buying anything.

Today, I join my business networking group at Feed My Starving Children to pack meals for children who would otherwise go hungry. Last week, I collected and donated over 20 coats to People Serving People. I don't say this to congratulate myself, instead I am recognizing that, while each of these things might be important - they are small acts and make me hungry to serve more. I find myself continuing to search out opportunities to give.

I hope the beginning of a chilly season stirs a warm feeling of giving in you. And whether you give monetarily, of your time, or by being a friend to someone - it is all important.

Ericka Heid
HR Now
www.h-r-now.com

Wake Up Your Luck

2009-10-30T20:16:00.005-05:00

This morning, I heard an old Persian Proverb, "Go and wake up your luck". For some reason, this really stuck with me and I have found myself thinking about it at various times today and how it might apply to me, and my business.

I am a fairly motivated person, and spend little time waiting for things to happen. I'd like to think that I am pretty action-oriented. But the proverb doesn't talk about finding "action", it's about finding luck.

Last night my husband and I went out to dinner with some good friends. At the bistro, it was BINGO night, so of course, we played. Wouldn't you know that we had no luck? Not one BINGO was called at our table, despite our concerted efforts to wake up that luck.

This afternoon, I met with a potential client. They are a small company who has experienced the sting of downsizing, financial hardships, and overall lack of business. Throughout our conversation, I realized that, despite thier "bad luck", they remain extremely optimistic, and actually want to invest in the people processes that will help them rebound quickly when the economic opportunity arises. A perfect example of a group of dedicated individuals "waking up thier luck."

I am standing at Luck's door, ready to help the sleeping giant awake. I know that my ability to remain optimistic, seek out and sieze opportunities, and ready myself for the ensuing upswing will result in success.

Best of luck to you.

Ericka Heid
www.h-r-now.com

Bliss

2009-10-27T20:31:00.003-05:00

Today, I was involved in a discussion with other business owners about following our bliss. Our path to bliss was described as a highway - a fairly straight path with little resistance - that will end in a place of complete happiness, passion, paradise, haven, calmness, etc. Along this highway, though, there are off-ramps, backroads, detours, rest-stops, and the like which distract us from actually getting to bliss.

How often have we taken those off-ramps, thinking that they would end up in bliss - only to find they were a dead end? Perhaps too often. Now, rather than think that each off-ramp is a bad and bliss-less place, I'd like to think of it as an opportunity to learn something. It is a way for us to decide that that place is not bliss at all and, in fact, this place helps us better understand where bliss is or define how to get there more efficiently.

All we have to do now is get back on the highway. Thank goodness for on-ramps.

Today, I will study my map for the location of bliss - but I will be open to what those off-ramps might have in store for me.

HR Pitfalls...

2009-10-15T16:11:00.004-05:00

In today's workforce, business owners really struggle to keep their heads above water. They are asked to be more productive with less resources, and often times take on the responsibilities of too many areas of their business.

Our external environment affects business owners as well. A new congress and administration in Washington, Supreme Court rulings, and now - healthcare reform. What does it all mean to business owners?

There are several HR pitfalls to avoid. Read on.

Sloppy I-9 procedures - 2007 marked a new record in arrests made by the Department of Homeland Security. Almost 5,000 people were arrested during worksite enforcement activities, and the message was loud and clear - Employers who knowingly employ illegal aliens will pay for it. To stay compliant, make sure that you: 1. Stay within established timelines. 2. Accept only documents that are genuine. 3. Know which documents are acceptable, and reject expired documents. 4. Let the employee decide which documents to give you.

Inconsistent classification of positions under the FLSA - Remember that, in order for you to classify an employee as exempt, the employee's position must meet every criteria under the Fair Labor Standards Act (FLSA). Connect with the Department of Labor

Tripping over service members' rights - Most employers are not aware of USERRA and how that act might impact their business. There are notification, reinstatement, promotion, and benefit rights that employers should know and understand. Link here for more information.

And of course, contact HR Now for any assistance you might need.

Ericka Heid
HR Now
www.h-r-now.com

Business Opportunity!

2009-10-09T13:21:00.002-05:00

I am working with Matt Courts, of Carpet Direct. Matt is looking for experienced sales agents to join his growing team.

A supreme opportunity to join a growing and profitable organization. Start a career in sales, build a business to last a lifetime.

Carpet Direct Corp. is a national organization that places customer orders directly to the nation's leading flooring manufacturers on behalf of homeowners, builders, and realtors; people just like you. We are expanding, adding professional sales agents to represent Carpet Direct across the Twin Cities.

If you are an experienced sales person with enthusiam and tenacity, we'd like to meet you. Motivated agents earn $80K-$150 per year, without any start up costs - and lots of support.

Requirements:
-Clean white van or SUV
-Experience as floor sales person, or in retail sales
-Database experience
-A desire to deliver excellent customer service,
-and success!

For more information, please contact Ericka at 763.634.8600

www.h-r-now.com

Are You An Employer of Choice?

2009-09-08T07:05:00.002-05:00

Employers of Choice – be one!

Despite the economic rumbles and tumbles of 2008 and 2009, many small companies have found a way to stay focused on being a great place to work. Read on for some of the ways these companies are keeping their head above water, and excelling as an employer at the same time.

Cross training – these employers know that expanding the knowledge and abilities of their workforce is a win-win. They get added expertise and resources, and employees are allowed to grow and develop within the organization.

Layoffs as last resort – most of these companies have had to reduce staff. They did so with open communication, strategic thought, and foresight. In one case, an organization found increased productivity because they laid off the right position, the right people - at the right time.

Employee input on cost reductions – bringing employees into the loop and asking for their ideas on cost reduction allows employers to solve budget problems, and employees to feel as though they have a say in how reductions will be handled.

Leadership development – Is leadership a core value? These small businesses put their money where their mouth is – developing the leadership qualities in all employees. This strategy develops their employees in ways that positively affect their bottom line.

Fun work environment – All work and no play makes everyone dull. Laughter and playfulness are motivators in the workplace. Having a fun environment also encourages a higher level of teamwork, resulting in better ideas and programs. Highly effective organizations find the fun in what they do, and reap the benefits of increased comraderie and productivity.

“Culture” orientation – These companies know that “job fit” is not the only predictor of employee performance and retention. Fitting into the culture of the organization is equally, or maybe even more important. Organizations that pay attention to what makes them special…and successful -are better able to articulate that to new employees, bringing them into the folds of company culture and effectiveness much quicker.

Customer service and communication training – Every organization has customers to be served. Every organization needs better communication. The best workplaces know this, and invest in a higher degree of each. Training programs focused on the expectations surrounding customer service and communication have shown to not only increase customer retention levels, but employee retention as well.

Always scouting top talent – Not hiring?? Bad move. Smart organizations are always on the look out for top talent, even if there isn’t a position to be filled. Especially in today’s job market, where so much talent is out there – be on the lookout for the next super star for your organization.

Collaboration – A “we is better than me” mentality helps successful organizations be even better. Bringing teams together, people together, and departments together – working towards a common goal can be the key to increased profits, employee retention, and organizational effectiveness.

www.h-r-now.com

On the Rebound

2009-09-08T07:00:00.002-05:00

On the Rebound

Taken from Inc. Magazine July/Aug 2009

Companies that start planning for an economic recovery now will have an edge on the competition when the recession ends. Here are some strategies to prepare your business for a brighter future.

Invest in technology. Technological improvements – new billing software, for example, or an online ordering system – will allow you to add new customers with little additional cost when business picks up.

Snap up talent on the cheap. Because of record layoffs, the job market is flooded with qualified candidates. Take this opportunity to hire talented employees at a discount.

Ramp up training. Identify employees strengths and weaknesses and invest in targeted training and development programs to prepare them for the upswing.

Form strategic partnerships. Make the most of the business slowdown by striking up partnerships that will pay off down the road.

Get to know prospective customers. Build relationships with potential customers and learn more about their needs, then tailor your offerings accordingly to position your company for the future.

Cut costs strategically. Instead of making across the board cuts analyze costs carefully and reduce spending in ways that are unlikely to impair future growth. Be sure to put controls in place so spending stays in check after the rebound.

www.h-r-now.com

Independent Contractor or Employee?

2009-07-22T21:05:00.000-05:00

Q. If hiring an employee as an Independent Contractor, how long can you employ them (full time) without it becoming an "avoiding having an employee/benefits issue"?

A. Great question - Determining whether or not an Independent Contractor (IC) is really an employee can be one of the hardest determinations that a manager can make. Here are some guidelines that must be met in order for an IC to not be considered an employee:

1. An IC has total control over how the work gets done. They do not need to adhere to a certain work schedule, and they make determinations about the tools and training required to complete the work.

2. An IC has the opportunity to realize a profit or incur a loss. Normally, the IC peforms similar functions for other companies as well (or has the ability to do so.)

3. Both the IC and the employer view their relationship as independent of one another. For example, in most IC/employer relationships, there is a contract with expressed statements regarding the independence of the contractor.

There is no "magical" length of time at which point an IC becomes an employee, but generally, if the work is temporary then the employer is fine to keep them at an IC status. Once the work becomes permanent, a good practice is to transition them from IC to employee status.

Thanks for your question!!

Please visit HR Now at www.h-r-now.com

On Demand

2009-07-21T22:42:00.000-05:00

We live in a world of immediate gratification. We want what we want, when we want it. Nothing more, nothing less.

If we need a hamburger, it is easy to find a drive through where we can have our burger - just the way we like it - at any time of the day or night. If we also require an order of onion rings or a chocolate-banana shake, we can quickly add those items onto our order. When our car breaks down, we bring it to our local auto repair expert and expect repair only on what is broken. We don't want our tie-rods replaced when the shocks are bad. We expect to have the ability to ask for and receive precisely what we have asked for or need.

Why then, do we give up this ability when we become business people? We tend to let others tell us what we want or need and accept what is offered without voicing our desires, requirements, or needs. Maybe we don't know exactly what we need, or have trouble articulating all of the details around it. Maybe we don't have time to pay attention. Maybe we don't have the expertise and prefer to rely on others. Maybe its all of those things. While these may be perfectly good excuses, the result can be too much or too little service.

The next time you find yourself wanting or needing something from your business partners, I challenge you to spend some time thinking about what you may need. And ask for more. Or less. Ask them to offer suggestions, ask questions about the value of their product or service, and then tailor a request that matches exactly what you need.

Ericka Heid
HR Now
www.h-r-now.com

Driving Excellence

2009-07-21T21:06:00.000-05:00

"Commit yourself to quality from day one ... it's better to do nothing at all than to do something badly." Mark McCormack

I have always argued that 98% of employees come to work to do well. They strive for excellence in what they do, and desire to have pride in a job well done. Bringing out the best in your employees - setting the stage for outstanding performance - begins with you. And the expectations you establish and communicate to employees.

Establishing expectations surrounding a position takes some time and analysis. Expectations are not linear, they are multi-dimensional. So looking at a position from many angles is a must. What are the logistical expectations? The postional expectations? The team expectations? The client/customer expectations? Take note of the different interactions, the tasks, the location, and any other aspect of the position and think about what excellent means from that perspective.

Communicating these expectations becomes the most critical component of any managers position. And, when done well, greatly eases the "pains" of being a manager. At this point, managers should communicate as directly and succinctly as possible. A good rule of thumb when communicating is this: 1. Tell them what you are going to tell them. 2. Tell them. 3. Tell them what you told them. Find various avenues and reasons to talk about expectations. Share everything - share often.

In every case of performance coaching I have been involved in, the employee expressed a desire to know more about what is expected and more about how the manager views their performance compared with their expectations.

Bottom line, managers - over-analyze your expectations. And over-communicate these expectations. This will help you drive excellence in your organization.

Visit HR Now at www.h-r-now.com

Momentum

2009-07-16T15:13:00.000-05:00

Isn't it the greatest when the stars seem to be in alignment, and everything is going well? Today was like that.

I had an idea for my marketing collateral, and I could see it in my mind, but didn't think that I could pull it off without some hiring both an expert marketing guru and a printer. Instead, I pulled off some great looking peices and didn't have to spend a dime. It's so energizing to have a vision, work hard and problem solve to find a way, and then end up with something you are proud of.

I will let today's success carry me into tomorrow, with the hope that tomorrow brings another. Enjoy today.

Ericka Heid
www.h-r-now.com

Keep Going

2009-07-14T13:04:00.000-05:00

"Success seems to be largely a matter of hanging on after others have let go."
~ William Feather ~

"Keep going" has become my motto. I use it in a lot of situations, both work and personal to focus on a goal or just to keep my head in the game. I say it when I am lifting weights, I say it when I am running, and I say it when I look upon my desk and feel overwhelmed by the amount of irons I have in the fire. It is easy to be distracted, and forget where my focus is.

A few months ago, when I started HR Now, a friend of mine said this, "Now you must only look ahead. Ericka - never look back. Your future is ahead of you." I smiled and nodded my head when he said this, but have found myself returning to this conversation as a way to keep going.

I have heard the saying, Success is not a destiny, it is the journey. I am determined to live the journey, not anticipate the destination.

So today is another day. It is a good one, full of promise and hope. Get on the road, begin your journey, and keep going.

Ericka Heid
HR Now
www.h-r-now.com

"Your work is to discover your world and then with all your heart give yourself to it."
~ Buddha ~

Brainstorm

2009-07-02T09:05:00.000-05:00

There is a wonderful side to brainstorming. The ideas, the creativity, the freedom, the energy, the enthusiasm. It just feels good to unload every idea that you can muster in a few minutes. It feels great to be able to unabashedly yell out ideas, never fearful of being shot down. It is energizing to come up with endless possibilities for what could be. A few weeks ago, someone told me to brainstorm at least once per month to continuously come up with creative and exciting new ideas for my business.

There is a downside to brainstorming as well. The ideas can seem somewhat overwhelming. What to implement? What goes by the wayside? If you are anything like I am, you may find that all of the ideas seem like good ones. Then what? A list of 20 ideas to start... and not enough hours in the day to actually make it all happen.

So the happy medium goes something like this. Everything gets a number according to priority. Then, one at a time, I get moving on the list. Seems elementary, but following up on the small creative things keeps me inspired.

The next time you find yourself in a rut - brainstorm. And then put those ideas into action.

Happy 4th everyone.

Ericka Heid, SPHR

HR Now
JUST WHAT YOU NEED. JUST WHEN YOU NEED IT.

5905 Golden Valley Road
Golden Valley, MN 55422
T: 763.634.8600 F: 763.634.8580
C: 763.360.9712 W: www.h-r-now.com

Listen

2009-06-29T22:31:00.000-05:00

Listen and you just might hear something that will help you connect to a potential client, friend, or fellow human being. So often, we spend too much time waiting for our turn to talk, we forget that LISTENING, really listening, is critical to building relationships.

This... coming from the girl who wore tape on her mouth for most of kindergarten because I couldn't keep my mouth shut.

You know the saying, "you have two ears and one mouth, so you should be listening twice as much as you talk?" It is true - try it. Here are some ideas and observations:

When interviewing: Write down your questions ahead of time, so you are not thinking of the next question as the candidate is answering. Listen for the story behind each answer. Listen for truth. Then, ask questions that help you link their answer to a job qualification or competency.

When meeting people: Ask about them first - and then listen for the answer. I know, you have a great story to tell. You'll have time. In new situations, listening becomes a trust builder. You will earn the respect of the other party by simply listening to what they have to say.

With employees: Guess what? Your employees have opinions, ideas and information. Why not take a few minutes each day and ask what their opinion is on a hot topic you are struggling with. Ask them what ideas they have for a problem you are trying to solve. Ask what their experience has been with a situation you might be stuck on. Employees want to feel as though they are being heard. Even if you don't take their advice - ask the question and listen to what comes next.

The next time you are in a conversation, I challenge you to fold your hands, look into the eyes of your counterpart, and listen. You'll be surprised at the peace you feel, and the trust you build.

Ericka Heid, SPHR

JUST WHAT YOU NEED. JUST WHEN YOU NEED IT.

5905 Golden Valley Road
Golden Valley, MN 55422
T: 763.634.8600 F: 763.634.8580
C: 763.360.9712 W: www.h-r-now.com

Fear

2009-06-25T16:04:00.001-05:00

The better part of yesterday was spent procrastinating a task that scares me to death - cold calling.

My dear friend, Brenda, gave me a great book about selling. The best gift I could have received when starting my business, as I am not an expert seller. In the book are tons of ideas to put to use when calling upon potential customers. Many of them, I have incorporated into my calling technique. Still, it is not my strength and I remained terrified.

So I picked up the phone and called someone.

Isn't that just the best way to deal with fear? Look it in the face, say "what the heck?" and just do it. It reminds me of my 2007 climb on Mount Rainier. We were traversing a huge crevasse, which required a giant step (about 3 feet) along with about a 12 inch rise. I stopped - frozen in my tracks. The only thing running through my head was, "I am not going to cross that". It took a little coaxing from the guide and my fellow rope-mates, but I sucked it up and crossed that thing. As hard and scary as it was, I did it. I remember that after that specific crevasse, I was no longer scared to cross the rest of them. As a matter of fact, during each subsequent crossing, I hooted and hollared, celebrating each successful step.

Yesterday, I had the same feeling. Each call got easier, and I finished my day on a high - celebrating each successful step.

Keep putting one foot in front of the other.

People

2009-06-25T16:02:00.000-05:00

I find it so interesting that being with people, or without them, can have such an impact on your outlook and demeanor.

With people:
Today, I met someone who I had never met before and had a wonderful and enlightening conversation about networking, client searching, revenue streams, passion, and small businesses. It was such a great meeting, not because either of us made any money or got work - but because we connected. I went to this meeting without an agenda or any expectations, and found myself wonderfully fulfilled because of that ability to connect.

Immediately following that meeting, I had another - this time with a group of complete strangers, but the experience was exactly the same. I sought out and made several personal connections which may or may not ever result in any business or money, but successful nonetheless.

With each new connection, I learned something - gave something - took something that will make me a better person/leader/business person.

I feel great when I am with people. Great confidence, great energy, great attitude.

Without people:
Each day, at least a hundred times, I look up to share something with someone. Each day, I look to an empty desk. I vastly underestimated how valueable it was/is to be able to connect with someone on a daily basis at work. Now that I am an office of one, I experience a sense of loss everytime I look up, only to find no one.

I feel diminished with I am not with people. Diminished confidence, diminished energy, diminished attitude.

Here is the motivator - Do well. Find clients. Make, and take, every opportunity to connect with people.

Motivation

2009-06-25T16:01:00.000-05:00

I have spent a good amount of time studying and training on the topic of motivation. It is particularly interesting, though, when I have an experience that either motivates or de-motivates me. It is a real-life example that I always try and incorporate into a training session - in one way or another.

My new office was white. White walls - all of them. Several months ago, when I looked at the space, I had a grandeous plan for how I would paint and decorate. As time went on and expenses grew, I decided I would wait until I secured a client before I spent the money on making my space wonderful. So last week, I worked in a white office. This space was so uninspriring and unmotivating that by Friday, I had enough. On Sunday, I bought the paint. And today I painted.

Everything I know about motivation says that one person can not motivate another. What they can do is create an environment in which a person can find their own motivation. So that is what I did - created an environment where I can achieve motivation at work. Pretty good idea (and investment for that matter) for a new business person who needs to stay on the top of her game all of the time.

So today's challenge to you is this: what can you do to your space - your environment, that makes you feel better and more motivated in it? Then - do it! You won't be sorry.

Science

2009-06-25T16:00:00.000-05:00

Over the past few weeks, I have heard a lot of references to the "science" of things.

The science of design
The science of printing
The science of keywords
The science of selling
The science of finance

The list could go on. But I started thinking this: I didn't do very well in science class. As a matter of fact, I did just about average and had to work pretty hard to be average (this explains why I am not a doctor.)

Prior to starting a company, I would have said that list was an insignificant list anyway. I had a firm grasp on what I needed to know - employment law, recruitment, safety, training, and the complete menu of HR services. It didnt' bother me that I may not know these other things. Until now.

Now, I am irked by every "science" question that I don't have an immediate answer for. For 15 years in HR, I have been the one with the answers. Now - only questions. And more questions. Then, I think - "For 15 years, you have always had the answers. How boring."

A wise man once told me, "Ericka, learning happens outside of your comfort zone." And I have spent a good amount of time in the comfort zone. Starting this business has taken me right out of it.

Instead of being irked by not knowing the science of something, I will choose to learn. Maybe I'll only be an average student in those areas of science, but I'll have learned something.

HR Now - What Do We Do?

2009-06-25T15:56:00.000-05:00

Employment Law Compliance
Services to implement legally mandated policies, train supervisors on their responsibilities, and maintain compliance throughout your organization. Compliance package includes new FMLA coverage, ADAAA, Harassment, and I-9. Ongoing support means that you’ll never wonder if you are compliant—you are.

Management and Leadership Training
With dozens of topics to choose from, you design the management training that best fits your organizational needs. Delivered by experts, your team is sure to walk away with hands-on skills that will take your company to the next level.

Employee Relations
Let us be your partner in dealing with difficult employee relations issues. Applying employment law, common sense, and solid management principles, we take the sting out of any employment action.

Safety and Workers’ Compensation
On-site meetings with topics designed to maintain compliance with OSHA standards and properly manage risk. Monthly workers’ compensation analysis provides an opportunity to trend incidents, accidents and associated costs.

Recruitment
Offering services ranging from recruitment assistance to placement, our experience allows us to tailor a selection process to met your specific industry and business needs.

Compensation Analysis
Thorough analysis of employee positions, responsibilities, and qualifications allow employers to rest assured, knowing they are properly classified under the Fair Labor Standards Act.

Project Management
Projects done professionally. Completed on time, on budget, on demand.

HR Now - Who Are We?

2009-06-25T14:57:00.000-05:00

Customized HR Solutions… on demand!

With ever changing employment law and HR practices, it is harder to stay ahead and stay compliant.

We offer:
•Expert HR solutions
•Superior service without an immense price
•Customized services to fit your exact needs
•Ongoing support

Through experience, research, and industry leading techniques, we bring a common sense approach to human resources - delivering just what you need – just when you need it.

Call us today for a FREE HR Assessment: 763.634.8600

Or visit us on the web: www.h-r-now.com

Ericka Heid