What’s the NLRB up to Now?

Apparently the National Labor Relations Board has recently realized that not all employees know their rights under the National Labor Relations Act (NLRA) and that employers don’t have big enough bulletin boards. To help with that, they have created a proposed posting that will explain workers’ rights under the act. The new posting has not been finalized and an open period for comments runs until February 22nd.

On one hand, if this is implemented, I think that most employees are barely going to notice one more legal posting on their employer’s already full to the brim bulletin boards. On the other hand, if you have a workforce that is dissatisfied and have the potential for a union campaign in your organization, this could be significant.

I’ve read the posting and, for the most part, it simply states the rights of employees under the law. (View posting here) This same information is readily available on the internet or in most union organizing brochures.

One criticism of the posting is that it heavily favors unions, not employers. To confirm that concern, I counted the bullet points in the posting to determine which side was best represented. The results? There are 15 bullet points that are pro-union and 4 bullet points that are pro-company. To be fair, the NLRA wasn’t written to protect companies, but to protect employees. I’m reminded of one of my college labor relations professors who, when asked how they dealt with union organizers back in the day, simply stated: “We hired thugs to beat them.”

Obviously we’ve come a long ways since then, but if you’ve ever been involved in a union campaign, you know that there’s a lot of peer pressure and intimidation that takes place. What I would like to see is more balance. For example, if required, the posting should include bullet points on how to decertify unions as well as a disclaimer that unionizing just starts the negotiations process; it certainly doesn’t guarantee higher wages or benefits.

If you are concerned about the contents of the posting or of the size of the bulletin boards being required, contact the NLRB with your comments. If not, this may be a great time to buy stock in your favorite bulletin board supply company.

What will Happen with Hiring in 2011?

2010 was a year of stabilization for many companies. After an exciting, and incredibly dismal 2009, this year was one of a slow return to normalcy. But what does 2011 look like?

I’m learning that HRM Innovations seems to be a good indicator of what’s happening in the business world overall. At the end of 2009 and early in 2010 HRM helped with layoffs. By mid 2010 we’d been asked to do some hiring and executive placements. In the last month, four clients asked us about designing selection systems for them.

With that, we’re predicting a year of hiring, but with a twist. Employers know that, due to the economy, there is a lot of great talent out there and they want to find a way to identify it and to bring it on board. The trick is in identifying the best talent.

As you can imagine, I’ve made some “interesting” hiring decisions. In one case many years ago, I hired a manager who interviewed well, but had failed the personality assessment that we were using at the time. In hindsight, that should have been a sign to at least do more investigation, but we were in a hurry, and the interview was good. How bad could it be?

Frankly, it was so bad that I spent the next several years resolving employee conflicts in the department and holding weekly coaching sessions with the manager. As an indicator, our only discrimination claim, ever, came from that department. I found myself regretting that hiring decision on a daily basis until finally convincing our reluctant leadership team it was time to cut the cord.

How much did that hiring decision cost us? Way more than it should have.

Hopefully your organization will join the ranks of those that are hiring in 2011. If it does, take the time to develop a system to select the best talent available. I know it’s hard to find the time when you have too much on your plate already, but it really is worth it in the long run.

If you need help, give us a call. I’ve learned from my mistakes and that could help you.

Best wishes for a prosperous and Happy New Year!

Talent Management and the Bottom Line

For years enlightened business leaders have recognized the obvious: Hire great people, treat them well, and your business will flourish. For those leaders who haven’t recognized this yet, there may be a new motivation to get on the bandwagon.

Moody’s Corporation, the bond rating service, has started recognizing “a direct connection between financial performance and success in recruiting and retention.” Knowing this, they are now starting to use talent management as a factor in the process of rating companies. In addition, Watson Wyatt has developed a “human capital index” and has found that good people practices can increase a company’s value by as much as 30%.

What does this mean to you? Picture the CEO of a publicly traded company explaining what he plans to do to improve the retention of employees at a shareholder meeting, right after he explains his plans to grow revenue. Suddenly those employee relations activities that are often delegated to the lowest levels of the organization are now in the limelight.

This doesn’t mean that my humorous attempt to improve employee morale by including a wet bar, hot tub, and masseuse in my department budget proposal years ago is any more likely to get approved now than it was then. However, there should be more scrutiny of those items that truly do impact the selection and retention of a company’s most valuable asset.

HRM Innovations, LLC is available to help with any questions you may have on HR or Management related topics and can be contacted at: Kevin@HRMInnovationsllc.com or 269-615-4821.

Going Gaga for Human Resources

Many of my clients like to tell me about their “rock stars” - those employees who have fresh ideas and the high energy levels required to implement them. Yet, when I visit HR departments and look at their antiquated processes, I’m always amazed by the number of times I’m told “but this is the way it’s always been done.” It’s sort of like classical music; it has been performed in much the same way for centuries. That’s not a bad thing for music, but it doesn’t work in business.

The most successful musicians aren’t performing the same music the same way as in years past, they’re really rocking the boat, pushing the limits and trying new things. Have you seen Lady Gaga? Successful professionals are constantly looking for ways to reinvent themselves and the work that they do.

Years ago, I worked with a management consultant who told me that no matter how well organized our company was, we would never sound like a symphony. But, he did say that if we hired great talent, provided them with a common vision, and allowed them to improvise that we could have some really cool jazz. Give your “rock stars” the latitude to experiment with their work. Whether you like jazz or rock ’n roll, it’s time to innovate and experiment.

When was the last time you tried something new, inventive, or off the wall? I’m not suggesting that HR folks start wearing clothes made out of meat to work, but I do think that it may be time to rock the boat a bit.

How Do You Get Good Employees to Stay?

In a completely scientific non-random sampling, 2 of my 3 sisters have gotten new jobs in the past two weeks. In both cases, they were frustrated with their roles at their employers and were able to move on to jobs/environments that were a better fit.

Many organizations had to cut back during the recession leaving employees with more work and fewer resources. That makes the timing ripe for turnover in those organizations now that the economy is improving.

Some turnover is inevitable and there are times when good people leave an organization for reasons beyond your control. Those are the times to break out the cake and balloons and wish them well with a nice send off. But what about that star employee that you should have been able to keep? Wouldn’t you rather know what he or she has to say about the organization and what you could do to keep him around?

There’s a not so new concept called a “stay interview” that is a great tool to use. The idea is simple; you interview your good employees and ask what it would take to get them to stay, before they give their notice. This is also a great time to let them know they are appreciated and that you value the work that they do.

As our economy continues to pick back up, we’ll have more opportunities for our organizations to grow, but that also means more opportunities for our employees to leave. That’s why this is an ideal time to ask them how they view their future with us.

Curious about my third sister? She was recently promoted. I didn’t ask if her boss did a “stay interview”, but it’s entirely possible. In any case, she’s going to stay.

How do You Handle Election Times?

This is the season for elections and this year there’s more excitement than ever. There’s the potential for a power shift in Congress, a new party in town keeping things stirred up, and healthcare reform in the middle of the fray. Is it fun to talk about? You betcha!

While we’re certainly interested and are watching what happens, the question HR people and business owners should be asking is: “How is this election impacting our employees and our work environment?”

Regardless of whether you support the donkeys, elephants, tea drinkers, or the green people in the elections this year, here are some things that you should do to minimize the impact of politics on your workforce:

• Keep campaign materials and signs out of the workplace. Want to put out a sign? That’s why you have a front yard.

• Discourage political debates. As a leader, you can (and should) re-direct political conversations that occur when you are around.

• Keep your political views to yourself. Chances are your staff already knows what you think. Why make them any more uncomfortable if they don’t share your views?

Politics make for fascinating discussions and some exciting debates. They can even be fun in the right venue, but at the end of the day, you will want your employees to be able to work together after Election Day. Help make that a reality.

HRM Innovations, LLC is available to help with any questions you may have on HR or Management related topics and can be contacted at: Kevin@HRMInnovationsllc.com or 269-615-4821.

Are You a Visionary Leader?

Recently a client asked me to prepare a presentation on visionary leadership. Hopefully by now my regular readers will know that I strongly advocate that leaders work with their employees to create a vision and set challenging expectations for each individual in support of that vision.

Now, I do admit to being a little spoiled here. Between reporting to a series of presidents who spoke limited English, to owning my own firm; I haven’t had close supervision in a very long time. And, I will admit that there are times (like when training someone new) when close supervision is a really good thing. But after that, if people know what you expect and are bought into your vision, micromanagement will only serve to encourage them to limit taking ownership of their work.

At one end of the spectrum, Netflix has established themselves as the master of a no policy workforce. Being in a creative industry where the opportunity for damage due to the quality of their products is limited, they have taken visionary leadership to a new level. Netflix does not have a policy for vacation time. Their entertainment and business travel expense policy is simple: ”Act in Netflix’s best interest.” But my favorite is this comment on their dress code:

“There is also no clothing policy at Netflix, but no one has come to work naked lately.”

We’ve all heard the horror stories of the leaders that slow progress and frustrate their employees by reviewing every minor decision. Does this sound like you? If you are a control freak who needs to be involved, then identify the key things that are most important to your business, like product innovation, service quality, or quantity produced. Get your employees excited about your vision for those areas and leave the rest up to them. There’s a good chance that they will come up with suggestions for doing things better, faster, and will have more fun along the way. Process improvements can be a really great thing – and they rarely come from the top down, but rather the bottom up.

Visionary leaders focus on the big picture and the end results. They trust their staffs to handle the details. If you are a leader who can’t trust your staff to come to work wearing clothes, then you don’t have the right staff.

“If you want to build a ship, don’t drum up the people to gather wood, divide the work, and give orders. Instead, teach them to yearn for the vast and endless sea.”

- Antonie De Saint-Exupery