Category: Employee Engagement

Never Avoid Conflict…HR Conflict Resolution Best Methods

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image_20In businesses of every size, conflict is an unavoidable result of close working conditions, stress, deadlines and personality clashes. Just because conflict is routine, however, does not mean that it should be ignored. Doing so can erupt in further tension with dramatically negative results. Instead, follow these tips for identifying and resolving conflict head on.

Recognize and Identify the Signs of Workplace Conflict

Among HR managers, one of the most challenging aspects of resolving conflict is actually recognizing it before it’s too late. Leaders and managers should be able to recognize the signs of ongoing conflict without being confronted with it directly. According to Beth Rifkin, writing for the Houston Chronicle, the keys are regular communication, looking for common or consistent complaints, and holding regular meetings with the entire team or staff[1].

Don’t Address Conflict in the Heat of the Moment

While there are plenty of good times to address conflict, the absolute worst time is when one or both parties are visibly upset. This allows emotions to be pushed to the side and logical discussion to come into play. David Ballard, of the American Psychological Association’s Psychologically Healthy Workplace Program, believes that, “It’s difficult to have a productive discussion if you and your coworker are angry or upset. Wait until you are both clear-headed[2].”

Understand the WIIFM Factor

WIIFM, or What’s In It For Me, is an important aspect of conflict management that HR managers should be aware of. Conflict arises, generally, because one or more parties feel that they are not getting what they deserve, whether that is fair treatment, recognition or respect. Writing for Forbes, Mike Myatt suggests that, “It is absolutely essential to understand other’s motivations prior to weighing in[3].”

Listen More Than Talk

Leaders and managers are often eager to solve the problem, but listening may produce better results. UC San Diego encourages their faculty to listen, avoid interruptions and rephrase what the other person is saying in order to ensure that their needs are fully understood[4].

Where there is human interaction, there will be conflict. However, these methods can be effective in reducing tension and resolving conflict in the workplace.

 

[1] http://work.chron.com/recognize-workplace-conflict-11788.html
[2] http://money.usnews.com/money/careers/articles/2012/07/18/10-tips-for-tackling-the-toughest-workplace-conflicts
[3] http://www.forbes.com/sites/mikemyatt/2012/02/22/5-keys-to-dealing-with-workplace-conflict/
[4] http://blink.ucsd.edu/HR/supervising/conflict/handle.html#4.-Identify-points-of-agreement

 

Staying Competitive While Retaining the Best Staff

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image_12In order to focus on retaining your best workers and staying competitive in the industry, you first need to look at why these employees tend to leave. When you understand what types of issues are forcing them out the door, you can concentrate on countering these concerns, so that employees stay with your company for the foreseeable future. While the myth is employees usually leave for more money, the truth is typically more complex.

To begin with, many employees switch companies simply because they are not receiving the treatment they desire. This might come down to supervisors with poor people skills. If employees feel like their supervisors are always bossing them around, being short and angry with their instructions, and generally adding to their level of stress, they may want to leave that environment even if it means taking a pay cut. In fact, Susan M. Heathfield reported on About.com that “a bad boss is also the number one reason why employees quit their job.[1]” In a case like this, your retention rates could go up simply by replacing that supervisor or instituting new policies that create a more positive working environment.

Similarly, employees sometimes leave because of conflict with other employees. Heathfield also pointed out that “second only to an employee’s manager, the coworkers with whom he sits, interacts, and serves with on teams are critical components of an employee’s work environment[2].” If other employees are aggressive and consistently mean to them, they could leave a job that they actually love because they cannot stand working with that person. The best way to put an end to this is to address it upfront. Look for small conflicts and have management and the HR department work to defuse them before they get serious.

Finally, some employees leave because of a lack of advancement opportunities. This can be tied to money, but it’s not always connected. An employee may take a lower-paying job somewhere else if they feel the job they currently have is just a dead end. People grow bored and frustrated when they do not feel like they are working toward a goal, and Heathfield advises employers, saying that “if you have an employee who acts as if they are [bored], you need to help her find her passion[3].” Make sure that employees always have room to grow and move up in the organization.

Of course, money always has to be considered. If your pay levels are not competitive in the market, you are going to lose workers. However, concentrating on the three keys above can help you retain many employees in the years to come.

 

 

[1] http://humanresources.about.com/od/resigning-from-your-job/a/top-10-reasons-employees-quit-their-job.htm

[2] http://humanresources.about.com/od/resigning-from-your-job/a/top-10-reasons-employees-quit-their-job.htm

[3] http://humanresources.about.com/od/resigning-from-your-job/a/top-10-reasons-employees-quit-their-job.htm

 

Staffing Management Plan to Manage and Keep Resources Utilized

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image_15When it comes to operating a successful business, time is an invaluable resource. When shifts are overstaffed or understaffed, this can lead to wasted resources and decreased productivity. Creating a well-crafted staffing management plan is an excellent strategy for the recruitment and retention of quality employees. The following questions are designed to get you started with developing a staffing management plan for your business.

What is a staffing management plan?

A staffing management plan is a special document that allows HR staff to track and allocate the resources required to meet productivity goals. This enables businesses to recruit for specific positions at a time that is most advantageous to them. Additionally, the plan can help strengthen employee retention rates.

How can a staffing management plan help my business?

The main benefit of a staffing management plan is that it puts your business in control of its resources. When shifts are overstaffed, it costs valuable time and money that could be spent elsewhere. Similarly, when shifts are understaffed, this may negatively affect productivity and reduce the level of service customers are able to receive. From anticipating training requirements to estimating start and end dates for upcoming projects, a staffing management plan is a great tool for increasing the efficiency of any business.

What steps should I take to develop a staffing management plan?

The first step towards creating a solid staffing management plan is to consult a professional. Recruiting and staffing firms specialize in anticipating the needs of businesses and helping meet those demands. For this reason, these professionals are highly qualified to help your business develop a staffing management plan that is tailored to suit its specific needs. After going over details such as budget and timing needs, a recruiting or staffing expert can help develop a plan that will have your business running on schedule and more efficiently than ever before.

No matter what industry you are in, you have enough things to worry about. A staffing management plan is a quick and easy way to ensure that resources are being properly allocated.

Unified Communications Approach to Recruit and Retain Staff

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As leaders in the recruiting industry, we have seen firsthand how technology has forever changed the recruiting field. In a world where texting and social media rule, many businesses have struggled to redesign their recruiting and retention strategies to reach an increasingly tech-savvy audience. This is why the unified communications approach to recruit and retain staff has emerged.

What is the “unified communications” approach?

To put it simply, the unified communications approach involves re-conceptualizing the way businesses interact with their employees. This method seeks to break down communication barriers between businesses and their employees using non-traditional means of correspondence.

Incorporating the unified communications approach into your business may make it more attractive to current and potential employees. In fact, a recent report by Forbes magazine revealed that continuous communication is one of the top non-monetary ways to increase employee satisfaction[1].

Here are some creative ways to implement a unified communications approach to recruit and retain employees:

Recruiting

It is no secret that the onboarding process can be stressful and costly for everyone involved. Here are some unified communications methods that may help:

  • Video interviews: From Skype chats to WebEx conferences, video interviews are now easier than ever. Not only is this a cost-effective pre-screening technique, but it can also be much more convenient for applicants and HR staff.
  • Social networking: Sites like LinkedIn can also be great tools for recruiters. In addition to being able to communicate directly with applicants through a company profile, recruiters are also able to gain some insight into an applicant’s background through a personal profile and endorsements.

Retention

Once employees are hired on, keeping them satisfied with their jobs is key to maintaining high retention rates. Here are some unified communications tools that can assist with this:

  • Unified messaging systems: Unified messaging systems allow businesses to streamline messaging programs like voicemail, email, SMS messaging and even faxes. Bringing these tools into your business can improve company-wide communication and job satisfaction.
  • Collaborative technology: Programs like Dropbox and instant messaging software can be great for collaborative projects. Dropbox allows multiple employees to simultaneously contribute to a project. Likewise, chat software can allow employees to communicate quickly and effectively from various locations.

A unified communications approach is all about breaking down communication barriers. If your business is having difficulty implementing its own unified communications program, consider enlisting the help of a recruiting firm. With years of experience in the recruiting industry, a firm can help you develop a unified communications strategy that meets the unique needs of your business.

[1] http://www.forbes.com/sites/joefolkman/2013/11/27/seven-ways-to-increase-employee-satisfaction-without-giving-a-raise/

Hiring the 3 Generations in Today’s Workplace: Baby Boomers, Gen X & Y

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From the outside, it may appear that the three generations that are now so vital in the modern workforce — Baby Boomers, Generation X and Generation Y — could not be more different. However, the reality is that they are, in many ways, the perfect complements to one another. Hiring a diverse workforce is only going to make your business stronger, as long as you know how to manage your workers.

1. Identify Employee Strengths

The first step to creating a harmonious workplace is to identify the strengths and weaknesses of each generation. For instance, Baby Boomers tend to have far more experience than their younger counterparts, so they may know how to tackle various tasks without much direction, whereas a Generation Y employee may need far more oversight and instruction. However, the younger workers tend to be far better with technology, whereas the older workers are going to struggle to understand the newest devices, software programs and apps. Rather than dwelling on the weaknesses, identify the strengths and give each worker a task that fits what he or she does best.

2. Create Teams that Span the Gap

When creating teams of employees, make sure that workers from all generations are included. This way, they can share insights and outlooks that may otherwise have been missed. The Baby Boomers can share their knowledge and wisdom from years on the job, while the younger workers can bring their intricate knowledge of modern updates and technological advances. Both are equally valuable.

3. Understand What Drives Each Employee

To get the most out of an employee, you have to motivate them. Different generations are going to have different motivations. Older workers tend to be motivated by things like being given the freedom to make decisions based on an appreciation for their skills; young workers may thrive off of positive reinforcement so that they know they are getting the hang of a relatively new job.

As you can see, each group is unique and beneficial to your company in one way or another. With careful managing, you can get the most out of each employee and set your company up for success.

Five Signs That Workplace Technology is Not Being Fully Utilized

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Having appropriate technology in the workplace can increase efficiency, reduce costs and cut down on human error. However, even companies that incorporate technology may not be fully utilizing the best options. Here are five signs that workplace technology is not being utilized to the fullest in your business:

1. Employees Spend a Lot of Time Traveling

While some in-person communication will always be necessary, employees who are traveling regularly may not be utilizing modern communication methods, such as video conferencing, fully. According to the Houston Chronicle, for example, “Technology reduces travel costs because businesses can set up virtual meetings and distribute data without the need to be in the same room[1].”

2. There is No Single Means of Digital Communication

A McKinsey Global Institute Study quoted in Forbes reveals that some employees spend 19 percent of their work week searching for past information, emails and correspondence[2]. Streamlining communication and data storage with a single means of digital communication can help cut down on this waste of time.

3. Customer or Client Questions Are Going Unanswered

Between Facebook, Twitter, Google+, website forums and answering machines, there may be customer complaints, requests or potential orders slipping through the cracks. If you have a presence on these platforms, it is vital to respond to them all, or simply pick the most effective ones and maintain them properly.

4. Employees Know How to Use Their Technology

Even if a business invests in the latest and most expensive items for the workplace, they simply won’t be beneficial unless they’re being used correctly. When new programs, software or devices are introduced to the workforce, consider a short training session to ensure that employees understand how to use the new additions.

5. Technology Isn’t Regularly Being Updated

Technology changes at a lightning-fast pace, and the NY Times understands that many consumers aren’t sure when it’s necessary to upgrade[3]. While investing in new laptops and printers each year is likely not a good use of company funds, an inventory of most-used items every few months is a smart place to start.

With these five signs in mind, companies can begin to fully utilize the technology they already have in their workplace.

[1] http://smallbusiness.chron.com/importance-technology-workplace-10607.html

[2] http://www.forbes.com/sites/unify/2013/12/10/how-technology-has-changed-workplace-communication/

[3] http://www.nytimes.com/2012/10/18/technology/personaltech/is-it-time-to-upgrade-your-gadgets-do-the-math.html?pagewanted=all&_r=1&

How to Delegate Work Appropriately for Top Results

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In leadership positions, success most often comes not from individual results but from the ability to delegate work appropriately to subordinates. Despite this, John Hunt, a leading London business school professor, is quoted in Forbes as saying that, “Only 30 percent of managers think they can delegate well, and of those, only one in three is considered a good delegator by his or her subordinates.[1]” Here are some top tips for delegating work more appropriately in business:

Teach – and Delegate – Repetitive Tasks

Repetitive tasks, or ones that need to be completed over and over again in the same way, are the ideal job to delegate. Have a subordinate or peer work with you carefully in order to understand the process, and then let them take the reins subsequently.

Stop Micromanaging

The Fast Track by Intuit says that, “Delegating but then continuing to control responsibility and authority is micromanaging.[2]” If you are watching every step of the process, you won’t truly be delegating, and you will be so invested in the job that you can’t focus your energy on more important tasks. While the best managers will be liable and take responsibility for these delegated tasks, you should provide others with the independence to follow your instructions however they see fit.

Provide Complete and Detailed Instructions

All too often, superiors provide incomplete instructions when delegating tasks, and then they are not happy with the final result. It is far more effective and efficient to spend a little more time upfront creating clear and detailed instructions. As Inc.com reminds, “Make sure your employee has all the information needed to complete the job.[3]” Then, those carrying out the tasks can refer to your instructions rather than coming back to you for pointers or confirmation.

James Cash Penney, the man who founded the J.C.Penney chain, is famously quoted as saying that, “The surest way for an executive to kill himself is to refuse to learn how, and when, and to whom to delegate work.[4]” That sentiment rings true today, but these tips can help a manager delegate more effectively in the workplace.

[1] http://www.forbes.com/sites/martinzwilling/2013/10/02/how-to-delegate-more-effectively-in-your-business/

[2] http://quickbase.intuit.com/blog/2013/03/28/how-to-delegate-work-effectively/

[3] http://www.inc.com/harvey-mackay/6-keys-effective-delegation.html

[4] http://harveymackay.com/column/when-you-delegate-you-elevate/

How to Diffuse Conflicts in the Workplace Before They Begin

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In any workplace, tension is a big concern for managers. According to an article in the Houston Chronicle, “Managers spend about 25 percent of their time resolving conflicts[1].” Employees will work better when there is a tension-free environment, but achieving that may be a struggle. These methods are effective for diffusing conflicts between employees, co-workers and managers before they even begin.

Eliminate Individual Stress Through Workplace Flexibility

When individual employees feel stressed, they may be more likely to create conflicts with others or feel vulnerable to the remarks of others. While personal stress is often beyond the scope of a manager, there are ways that flexibility in the workplace can significantly reduce stress. Flexible schedules and the option to telecommute, for example, can mean that parents don’t have to come in when their children are sick, and they won’t have to rush into work after oversleeping for fear of being reprimanded.

Give Credit When and Where It’s Due

According to Steve Dinkin, president of the National Conflict Resolution Center, “The most common workplace conflicts stem from someone taking credit for another person’s work[2].” In order to ensure this can’t happen, clearly investigate who is responsible for successful action, and then reward these individuals appropriately.

Encourage Employees to Find Common Ground

When the relationship between managers and employees or between co-workers is shaky, there is a greater chance for resentment to build and tension to present itself. Dr. David G. Javitch, writing for Entrepreneur, remarks that common ground can, “…become the foundation that enables you to bridge the gap that separates the parties involved.[3]” Common ground can be established through monthly group lunches, a collaborative work environment or any situation where individuals are brought together without a distinct work-related purpose.

Reward Open Dialogue With HR Staff or Managers

Finally, it is important for employees to feel encouraged to bring their concerns to human resources before they become significant. Rather than dismissing minor complaints, embrace this open dialogue and address the issues immediately.

These tips are all key ways that managers and supervisors can help to diffuse conflicts in the workplace before they ever even begin.

[1] http://smallbusiness.chron.com/techniques-diffuse-conflict-within-workplace-22007.html

[2] http://www.cio.com/article/688365/Workplace_Conflict_How_to_Diffuse_Battles_with_Co_Workers

[3] http://www.entrepreneur.com/article/207680

The Four Main Reasons that Employees Leave

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One of the biggest struggles for businesses of any size is employee retention. The cost of recruiting and hiring new applicants can be expensive, so retaining the best employees on staff is important. According to the Bureau of Labor Statistics, employee tenure is at an average of 4.6 years, which is down from decades past[1]. Human resources should aim to identify the four main reasons that employees leave and address these issues in their own business.

1. The Job Wasn’t What They Expected

One of the biggest reasons that employees leave their positions after a short period of time is because their expectations of the job didn’t match up with the reality. The Center for Association Leadership remarks that, “More than six in 10 turnovers begin with some kind of post-hire shock.[2]” To combat this, hiring managers should be very straightforward about the concerns of applicants and clearly communicate the job description before hiring is confirmed.

2. There Aren’t Opportunities for Advancement

Another common reason that employees leave their current place of work is because they don’t feel like there is sufficient opportunity to advance. If they have been in the same position for years without even the possibility of a promotion, they may start looking elsewhere for a career upgrade.

3. They Feel Their Work Isn’t Meaningful

A Gallup survey quoted in Forbes remarks that, “The best workplaces give their employees a sense of purpose, help them feel they belong and enable them to make a difference.[3]” Without this, employees may think that their work isn’t meaningful, and they may not feel fulfilled at the end of the workday.

4. The Workplace Doesn’t Offer Fringe Benefits

Finally, many employees leave not simply because salaries are higher elsewhere but because they aren’t currently getting the fringe benefits they desire. These might include flexible hours, overtime pay, sick leave or the option of telecommuting.

By addressing these four main reasons that employees leave, companies can retain their best staff for longer and save money by recruiting, interviewing and hiring new employees less often.

[1] http://www.bls.gov/news.release/tenure.nr0.htm

[2] http://www.asaecenter.org/Resources/EUArticle.cfm?ItemNumber=11514

[3] http://www.forbes.com/sites/louisefron/2013/06/24/six-reasons-your-best-employees-quit-you/

5 Tips for Creating a Positive Working Atmosphere That Increases Productivity

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The most productive employees are often such an asset to their employers because they are allowed to thrive in a positive and motivating environment. To increase productivity in any workplace, these five tips can create a more motivating and uplifting office for staff:

1. Forget Intimidation Tactics

In the short term, intimidation might get an employee to complete a project on time or work hard to please a client. In the long-term, however, that intimidation could backfire. According to Forbes, “Employees who feel satisfied, valued and happy at work typically do far better than those who feel disgruntled or overlooked.[1]”

2. Allowance For a Work-Life Balance

Some managers think that setting strict office hours boosts productivity, but some experts argue with that line of thinking. Michael Poh, contributor at Hongkiat.com, believes that a flexible schedule and better work-life balance allows employees to focus completely on their tasks at the office.[2]

3. Embrace Comfort

A depressing, dark and ordinary office may be best for the budget, but it can limit the creativity and productivity of employees. Smart Business Trends suggests that companies allow their employees the freedom to create a warm space all their own, and they acknowledge that factors ranging from adequate light to a comfortable temperature all play a role in creating a more productive workplace[3]. The aim should be to, “Create a pleasant work area for each employee, and give them their own space.”

4. Take Advantage of Technology

Although social media websites might be the bane of many managers trying to keep employees on track, technology still has an integral place in a productive office. Tablet computers to take notes or switching to emailed agendas rather than physically copies are all ways to cut down on wasted time. Chris Johnson, contributor at the The Houston Chronicle said that, “Encourage your employees to make use of technology, whenever possible, to save time.[4]”

5. Offer Confidence

Perhaps one of the most significant ways that a company can enjoy more a productive atmosphere is by having managers and bosses that are confident about the success of their employees. One way to do this, according to expert Andrew Jensen, is to, “Show that you trust your employees to make the right decisions for the overall well-being of the company.[5]”

Increasing productivity should be a constant goal for businesses of any size. These tips can help create a positive and motivating environment that is perfect for inspiring productivity in staff.

[1] http://www.forbes.com/sites/womensmedia/2012/08/08/5-quick-ways-you-can-bring-positive-psychology-to-your-workplace-without-earning-a-degree/

[2] http://www.hongkiat.com/blog/positive-working-environment/

[3] http://smartbusinesstrends.com/tips-creating-healthy-efficient-positive-work-environment/

[4] http://smallbusiness.chron.com/tips-improve-productivity-2222.html

[5] http://www.andrewjensen.net/5-ways-to-create-a-motivating-work-environment/