The ABCs of Minimizing Workplace Stress [Video Blog]

Posted on Feb 22, 2018 7:00:00 AM

Did you know that work is the second most common source of stress after money?  Worries about workload, job security, or work/life balance can all take a toll on your employees, causing symptoms such tension and irritability, inability to make decisions or concentrate, feelings of powerlessness and anger, physical ailments, and risky behaviors such as increased use of alcohol and drugs or even violence-- none of which make for a happy and productive workplace.

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Office Romances [VIDEO]

Posted on Feb 1, 2018 7:00:00 AM

Office romance is becoming increasingly more common. But whether or not workplace romances lead to wedded bliss, they must be handled with care.

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Steps to Successful Employee Communication [Video Blog]

Posted on Jan 18, 2018 7:00:00 AM

According to management expert and dean of Harvard Business School, Nitin Nohria, communication is the real work of leadership. And that doesn’t apply only to Fortune 500 companies. No matter the size of the organization, effective managers must be strong communicators to inspire and lead their teams. Unfortunately, with day-to-day business demands, communication skills are getting short shrift at too many companies. Today we’re going to give you a communication tune-up—a set of strategies and suggestions that will help keep your communications efforts on point.

1. Understand that whether you realize it or not, you’re always communicating. Your office environment, corporate culture, and treatment of customers and employees all say a lot about your company. Each of these contributes to your overall reputation in the marketplace or, if you prefer, your brand. As Jeff Bezos, founder of Amazon, says, “Your brand is what people say about you when you are not in the room.” So pay some attention to those branding elements, and make sure that the communications you telegraph are in line with your desired goals and reputation.

2. Encourage regular and ongoing feedback from managers and supervisors to employees. This should include both positive and negative, or constructive, feedback. Remember, no employee likes to be ambushed at review time with the news that he or she has underperformed or failed to meet a goal. The time to communicate this information is while the employee can actually do something to change the situation. Equally important, provide the resources necessary for your employees to make the changes and improvements you request.

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5 Moves to Help Managers Minimize Lawsuits [Video Blog]

Posted on Jan 4, 2018 7:00:00 AM

Great managers are skilled at connecting with employees and motivating them to work productively as part of a team. Having strong managers is essential for building your company’s profitability and reputation as a great place to work. However, even great managers, with the best of intentions, can inadvertently make mistakes that might expose your company to lawsuits and fines. 

Employee lawsuits are an unfortunate reality in today’s workplace, and a source of concern to employers. Even a completely baseless suit can cost six figures to defend; if there’s merit behind the charges, the legal bills, fines, and settlement fees can ruin a small business. Your managers, who are the first line of employee contact, have the power to minimize some of that exposure.

Let’s take a look at five moves your managers can make to reduce your risk of a lawsuit.

1. Document Everything. This starts with the interview and extends to every aspect of management and supervisory functions. Remember, any document can potentially be used as a piece of evidence in the event of a lawsuit, so managers must be thorough. As an employer, stress the importance of documentation, provide forms and guidelines for managers to follow, and establish procedures for where and how long such documents will be stored, being sure to comply with any requirements set by law. Furthermore, ask your managers to be honest in all aspects of documentation. Many managers, for example, are tempted to gloss over areas of weakness in written performance reviews. While they may be motivated out of kindness toward the employee, they are actually putting their companies at risk in the event such an individual is eventually fired. In all cases, the records must be accurate. 

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Holiday Pay and Time Off [Video Blog]

Posted on Dec 22, 2017 7:00:00 AM

Today, we're going to take a quick look at one of the most confusing topics in HR and benefits management: holiday pay and time off. 

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What Employers Need to Know About Disability and Religious Accommodations for Employees [Video Blog]

Posted on Oct 12, 2017 7:00:00 AM

In the modern workplace, we are fortunate to embrace diversity in many forms. In all likelihood, your company or organization employs individuals of many different backgrounds and abilities. At times, these differences may require what is known as an accommodation--a change in the work environment (or in the way things are usually done) that enables an employee to perform the duties of his or her job while respecting the employee's disability or religious beliefs or practices. 

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Sexual Harassment in the Workplace [VIDEO BLOG]

Posted on Sep 28, 2017 7:00:00 AM

Today’s topic is a serious one: we are going to talk about sexual harassment in the workplace…how to recognize it, establishing procedures to report it, and how to prevent it. The goal is a zero tolerance, harassment-free workplace.  

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How to Hire Top Talent for Your Business - Part 2 [Video Blog]

Posted on Sep 14, 2017 7:00:00 AM

Before we discuss ways to improve your corporate culture, let’s summarize 5 components to consider in your compensation and benefits package:

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How to Hire Top Talent for Your Business - Part 1 [Video Blog]

Posted on Aug 31, 2017 7:00:00 AM

We all know you need skilled and dedicated employees to build and grow your business. Attracting the right people is essential to positioning your company for growth and success, but establishing your company as a destination for top talent takes effort. 

You've got to lead the competition on two fronts by: (1) offering an attractive compensation and benefits package, and (2) showcasing a corporate brand and culture that both excites and motivates candidates.

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Setting Employee Goals [Video Blog]

Posted on Aug 18, 2017 11:54:00 AM

Today, we’re going to talk about something every supervisor and employee should do: set goals. Whether timed to the start of the calendar year, or done in conjunction with quarterly or annual reviews, goal setting has far-reaching benefits. 

Employees who set goals increase both their commitment and motivation, and they become more invested in their jobs and long-term career plans. Employers also benefit—the goal-setting process allows them to direct employees’ efforts toward maximizing accomplishments and… perhaps most importantly… toward supporting the company’s own long-term goals.

Sounds like a win-win… but how do you, as a manager, go about setting goals?

To start, know that goal setting will be most successful when you provide each employee with clear expectations regarding performance that are tied to an understanding of how his or her individual work contributes to the company’s overall goals.

To help make that happen, there are 7 key criteria that your goals should meet.

1. Be specific. Clearly communicate the tasks or behaviors employees must accomplish or demonstrate to achieve successful results. Performance goals should function to align employee growth and development with that of your business.

2. Be realistic. You need to set goals that are challenging, but attainable based on your employee’s knowledge, skills and resources. Ask the employee for input, and make sure you monitor and update goals as circumstances change. Your definition of “realistic” may change as the year proceeds.

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