Category Archives: relationships

Employee Relations in a Hashtag World

#metoo – #timesup – #enough

You may think you are free and clear of the Hollywood hashtag invasion but… If you have 15 or more employees, you fall under Title VII of the Civil Rights Act of 1964 (as amended) and several other employment regulations which are overseen by the Equal Employment Opportunity Commission (“EEOC.”) Your State most likely has specific regulations as well. For example, as soon as you have four (4) employees in Pennsylvania, you fall under the PA Human Relations Act (“PHRA.”)

This does NOT mean that you need to run screaming out the back door every time an employee says, “I need to talk to you!” In my over 30 years of personnel and HR experience, I have honestly never seen an employer intentionally permit unlawful harassment but “intention” does not count as a defense – it’s the impact of the behavior and/or statement. So, let’s talk about the basics.

You need to recognize there is a difference between inappropriate behavior and potentially unlawful behavior. If an employee is a jerk to EVERYONE, that does not mean he or she is unlawfully harassing coworkers – it just means they are a jerk. Should you do something about it? Of course – jerks make for low moral work places.

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Love: A Fine Thing (But Maybe Not at the Office!)

To quote John Paul Young, “Love is in the air, everywhere I look around,” and that holds true even at the office. People can fall in love, flirt, and meet future partners anywhere they go and (un)fortunately, that also includes the workplace. Continue reading →

The Benefits of Reviews and Evaluations

Often, busy organizations get so focused on their day-to-day tasks that it can be difficult to maintain a consistent evaluation process for existing managers and their employees. This is not something to be overlooked! One of the biggest benefits of a review and evaluation process is a sense of clarity. These meetings provide an opportunity for managers and employees to discuss strengths, weaknesses, and expectations often allowing potential problems to be nipped in the bud.

Equally important is developing a relationship with your employee that is more of an adult-adult relationship, rather than an adult-child relationship. Reviews are not an opportunity to scold or correct, but to encourage open discussion on both sides. This approach reinforces the idea that this is a business, and it’s not personal attack when issues are addressed. And when people don’t feel infantilized, but rather like a valued adult, they will behave like valued adults.

You’re also showing your employees that they have a safety net. They’re learning that they may not have met your expectations this month, but through a simple discussion, everyone can move on with a clear path of what to do next and where to go from here.

You’ll find that, as you develop a closer, more comfortable relationship with your employees, they’ll be more likely to tell you the truth or to bring things up, especially when they know it’s safe to do so. Everyone makes mistakes – teach your employees that it’s OK.

Documenting Throughout the Year

If you don’t have a regular system where you’re sitting and talking with your employees, make notes throughout the year, both positive and negative. Record them somewhere safe and accessible so that, when it comes time to sit down and do the annual review, you’re not combing your calendar trying to remember what happened the past 12 months or how well the employee performed a certain task six months ago.

Human nature is to evaluate the most recent history. That’s not the purpose of this review. You should not be relying on your emotions or your memory, so write notes, keep track of things (both good and bad), and you’ll have everything right at your fingertips when you go to prepare their review.

Your employees are what drive your business, but you are steering the car! For a free consultation, contact us today www.stopknockingonmydoor.com.

5 Ways to Gain Employees’ Respect

Respect in the workplace is as crucial as productivity when it comes to the bottom line. Without respect, no manager will succeed, which could mean a company that fails as a result. Respect is a two-way street, but it is one that managers must walk over and over again in order to gain the respect needed to run a quality company. Gaining the respect of fellow employees is not something that comes as a result of a title or paycheck – it is something that is earned through hard work and perseverance.

Follow the Company’s Mission

Do as I say, not as I do is not the mantra any manager should live by; instead, managers need to lead by example. Actions speak louder than words in the workplace, which means managers need to be the leader that they want their employees to follow. Employees cannot be expected to fulfill a mission if their leaders are not doing what is necessary to make that mission a reality. The rules that are set forth for employees are the same rules that every manager should abide by in order to have the respect they need and deserve.

Keep Everyone Involved

Micromanaging, berating, or downright ignoring is not the way to create productive employees. Everyone wants to feel needed, heard, and valuable, which is only possible by managers doing their part. Employees thrive on compliments and praise, but this should only be provided when it is warranted. Falsely praising employees will not drive them, but rather deter the company’s goals. Work together as a team and the respect will naturally fall into place, keeping everyone on the same page.

Set Goals

Goal setting and achieving those goals can make employees value their managers. A Manager should be someone that is looked up to and sought after. A manager that just shows up to work to punch the clock, does their job, and leave is not a goal setter or achiever. This is a manager that collects a paycheck. The manager that gets the respect desired is one that reaches for the stars and achieves personal and Company goals. The team is a part of reaching those goals and a good Manager recognizes those achievements with everyone.

Carry Yourself with Pride

Pride and self-confidence lend themselves to respect. If managers do not carry themselves well, letting others around them know how unsure they are about the job being performed, no one is going to respect them. Instead, that manager will be walked all over and the jobs will be inefficiently performed. Managers need to exude self-confidence and pride in order for others to respect them the way they desire to be respected and in order to get the job done.

Have an Open Door

Respect is achieved when a manager is approachable. Respect is not the same as fear, which any manager with a closed door and unapproachable attitude will create. Keeping that open door policy, allowing anyone to come in at any time with any problem will help to put employees at ease, making them want to problem solve and make things right. In the end, this helps with productivity, creativity, teamwork, and the company’s bottom line.

A well respected manager is one that works just as hard as the employees, following the rules, and remaining approachable. In the end, when employees and managers work together, a higher level of success is achieved. It is not hard to achieve success, but it is hard to have employees that disrespect. Finding the perfect level of achievement is necessary for managers that want their company to be the next best thing.