Tomorrow I’ll be doing a webinar on employee recognition and engagement. In my research, I came across a rather eye opening fact (at least it was eye opening to me.) In 2015, there will be more Millennials in the workplace than Baby Boomers. This means that my co-workers are likely to be in their 20s to mid-30s. Yikes!
I have to confess that until recently I had my head in the sand concerning generational differences in the workplace. I figured these young folks were new to the workplace and would come around to my way of thinking and working in time. They would learn and adjust to the “right” way of doing things. I was quite confident in this and equally wrong.
I offer you the final chapter in our three-part series on important employer audits. The immigration, or I-9, audit completes the trifecta of critical audits that the federal government is out to enforce with your employer groups this year.
My personal experience with auditing numerous I-9s is that compliance is tricky and fraught with probability for fines if not done properly. Take one employer in the Chicago area who called us after an audit that found her I-9s wanting. The auditor from Immigration Control and Enforcement, known as ICE, found blank spots on a few of her I-9s, but what really created financial pain was the auditor’s keen observation that most of the I-9s were filled out with the same type of pen and with the same handwriting. This seemed strange given that employees supposedly completed the I-9s over an extended period. The auditor asked abruptly — ‘Did you fill out these I-9s shortly before the audit? It looks that way?’ The employer answered sheepishly, yes. Busted! ICE levied the fines, but we got her on track for the future with some training.
It’s May. The snow seems to have left us. Rain showers have graced us. A few flowers are starting to emerge from the ground. Mother Nature is preparing for summer – she’s saying “Get ready!”
Her message reminds me that at our office we need to get ready too! We are shredding old documents, cleaning out old files from the desk drawer and finding a few rogue M&Ms. As we clean the break room, it appears we’ve truly neglected one area. It’s perhaps the scariest part to view: the workplace posters board!
I bet you know exactly what I am talking. The papers are yellow and curling over. The scotch tape that once held posters to the wall has given in and deteriorated from the sun. These posters don’t even look like they were posted in this decade. Surely, they are artifacts from when the office first opened its doors – collector’s items if you will.
Employee recognition is not just a nice thing that employers should be doing. It is a valuable communication tool with a great ROI. Done well, employee recognition reinforces and rewards the most important outcomes people create for your business. When you recognize people effectively, you reinforce the actions and behaviors you most want to see people repeat. Done wrong, employee recognition efforts not only fall flat but also can adversely affect employee morale and performance.
What you will learn:
• How a simple, effective employee recognition program can add to your bottom line
• The 50/30/20 Rule of employee recognition
• The importance of immediate and specific recognition
Don’t miss the upcoming FREE employee recognition Smartcast. We have a 10AM (CST) and 1PM (CST) session. Click the links to register.
To keep up-to-date on all upcoming Smartcasts, visit our Smartcast page, or follow us on Facebook, LinkedIn or Twitter.
Based on our recent surveys, lots and lots (and lots) of employers still have trouble understanding the Americans with Disabilities Act.
Here’s a handy checklist on how NOT to handle ADA issues (unless you reeeeeeally want to end up in court):
We don’t work in hazardous environments. We work in environments we make hazardous. We make it hazardous by not setting guidelines and adhering to “Safe Work Practices.” A safe work environment requires discipline, diligence, and common sense to mitigate a workplace hazard.
There are too many safety leaders who accept accidents, too many who figure accidents are inevitable, too many who consider accidents a normal cost of doing business, too many believe no workplace can be hazard free.
Only when we realize what it takes to have an injury-free workplace can we be more successful. Hazards cause injuries. Remove the hazard and there is no injury. We too often fail to adhere to “Safe Work Practices.” When we fail to wear the proper PPE we increase the risk injuries. A hazard-free workplace is created by actively identifying and evaluating risk and applying controls to physically protect employees.
This is my opinion, what’s yours?
A long time ago in a world far away, President Lyndon Baines Johnson signed Executive Order 11246 on September 24, 1965. That order created Affirmative Action. This byproduct of the civil rights era and the beginning of the Great Society sought to allow discrimination against one class of individuals, primarily white males, to address the damages caused by past discrimination of other classes, non-white males and females. Affirmative action is about race.
Affirmative action applies to private sector employers who do work for the federal government and employers whom courts had found guilty of disparate treatment (intentional discrimination) of minority classes under Title VII of the Civil Rights Act of 1964.
In this day and age, everything is fast-paced and constantly changing. People are always looking for what’s new – new technology, new restaurants, and new content from the web.
Your company, no matter how big or small should be providing new content to those visiting your website on a regular basis, whether the person visiting your site is a returning visitor, or someone who stumbled across it by accident. One thing that is almost guaranteed to make someone leave your site after only a short visit is noticing that the site hasn’t been updated in a long time. Sure your main information such as, where you’re located, what your company does, company history, etc. isn’t going to change, but having a steady stream of new information tells your visitors that your business is still active and doing new things.
This is where blogging comes in. For some, blogging seems time consuming and pointless, but it is not! What blogging does is provides new content to your website and adds a personal touch. What you write can be as formal or informal as you’d like, but you can use this level of formality to establish a tone that you want to portray for your company. Blogs provide content that is a bit more interactive for the visitors to your website as well (by allowing them to comment on items, or share it to their social media accounts). When your clients can feel like they get to know you through blog posts, and can interact with your company in a more direct way, it allows for them to develop a connection with your company, which can create positive feelings towards the company. This “connection” could then lead to them becoming more regular visitors to your website, which could lead to new customers/clients of your products and/or services.