HR Tip of The Week

HR Tip of the Week

HR Tip of The Week: 5 Reasons you shouldn’t friend your coworkers on social media

• You’ll have access to sensitive information

As a social media connection, seeing what employees post about their health problems, medical history, political views, and religious or lifestyle preferences can be used as fodder for a discrimination or harassment lawsuit, according to some employment lawyers. Whether or not it results in a legal battle, it’s difficult not to be influenced by sensitive information your employees post.

• It’s going to make your team uncomfortable

When you send a friend request, it often places employees in a tricky position: unless they genuinely want to friend you, they may friend you because they feel pressured to, come up with a reason to decline, or they will simply ignore the request and hope you forget about it.

• You cannot fully tailor your feed

Whether or not you are well versed in the privacy settings of your preferred social media platforms, they are constantly changing and evolving, and you may not have the level of control over your content that you think you do. One questionable post or awkward party photo can live forever on social media, and giving employees a front row seat could hinder your image as a leader.

• Most social media is too personal for work

Posting on social media can feel as comfortable as talking to a good friend, so it’s easy to forget that your relationship with many of your followers is more complex than simply being pals. Social media blurs the boundaries between personal and professional.

• It adds to your professional responsibility

HR Tip of the Week

HR Tip of The Week: Dealing with workplace bullies

• Speak Up Early On!
One of the best things that you can do for yourself is the minute somebody mistreats you, that you speak up in the moment right then and squash it!
•Document the Abuse and Your Performance.
Keep a journal of the who, what, when, where, why of things that happen. If you decide to report the bully later, you’ll want to be able to give concrete examples of the behaviors you’re describing.
•Take Care of Yourself Outside of Work!
•Talk to HR

HR Tip of The Week

HR Tip of The Week: 5 great ideas to engage employees who are still working remotely (and might continue to!)

• Regular check-ins

  • The best practice is to have a daily team or department check-ins, weekly coordination meetings and monthly all-hands meetings. Make sure your team leaders also keep their regular one-on-one meetings as well.

• Online knowledge sharing sessions

  • Knowledge sharing in the workplace is the process of sharing expertise, information and skills among employees in a company. This process happens relatively spontaneously when employees are working side by side, but when employees are working remotely, you need to put in some effort to structure it.

• Online recognition ritual

  • It is essential that you institute an online recognition system for your remote employees. There are many different ways to do it, but I suggest you start with something very simple and absolutely free. Create a kudos channel on the Slack or any other messaging chat you use. Lead by example and start using it to celebrate wins and recognize good work.

• Friday close-off meetings

  • When we work on-site, leaving the office symbolizes the end of the workday and workweek. However, when you are working and chilling at the same place, it isn’t so easy to maintain boundaries between working and resting. Thus it comes as no surprise that a comprehensive State of Remote Work 2020 research conducted by Buffer found that the third biggest challenge of remote employees is unplugging from work. This is a very serious problem because staying plugged in means your employees aren’t able to rest, which will eventually lead to burnout. To prevent it, I suggest instituting company-wide so-called Friday close off meetings. At the end of the workday on each Friday, gather your team for a short, half an hour video meeting. Use it to acknowledge the work you have done during the week, celebrate your wins and share plans for the weekend!

• Engagement surveys

  • Building and maintaining strong employee engagement can be challenging when you have remote employees – especially if they’re not used to remote work. Your remote employees might be facing different challenges, but you won’t know about them unless you ask. It is not likely your remote employees will feel your daily stand up meetings are an appropriate place to address their concerns. Since face to face time is relatively rare and valuable in the remote working setting, you won’t have the opportunity to see if your remote employees are dealing with some work-related issues. The most important part of conducting employee engagement surveys is to act on them! Check in with your remote employee who is experiencing challenges and make a plan to successfully tackle those challenging issues.

Source: Talentlyft

HR Tip of The Week

HR Tip of the Week: Tips to help provide a framework for opening and guiding productive conversations about race and inclusion in the workplace.

•Start with yourself. A good place to begin is by acknowledging your personal biases as well as what’s taking place in our country and demonstrating empathy for those experiencing hurt, anger, sadness or disappointment.
•Recognize different perspectives.
•Teach empathetic listening and de-escalation skills to your entire workforce.
•Arrange for company-sponsored listening sessions.
•Provide counseling support.
•Strengthen inclusion efforts, don’t pause them.

 

Source: SHRM

HR Tip of The Week

HR Tip of the Week: Top 5 Resume Mistakes!

•Listing unrelated skills – Identify transferable skills and experience.
•Using the same resume for every job – use key words from the job description to tailor every resume.
•Proofreading only once – best practice to have several people look over your resume.
•Writing in paragraphs – use bullet points to list job duties and accomplishments.
•Utilizing various fonts and sizes – be consistent throughout resume.

For more information on this weeks tip, contact Seth Bunn our Recruitment Advisor!
877-894-0202 ext.6
seth@hradvantageweb.net
#HRTipoftheWeek

HR Tip of The Week

Tip of the Week: A large amount of employees wish to continue to work from home! Here are some tips to best help them in their new environment!

Government officials say there will be enough COVID-19 vaccine supply to vaccinate every adult in the United States by the summer, but some CEOs are pushing return-to-work dates into the fall or refusing to commit to specific dates, signaling to workers that 2021 may be another year of working remotely.

New research from the Society for Human Resource Management (SHRM) shows that 27 percent of organizations plan to bring all employees back to the worksite when the COVID-19 vaccine becomes more widely available. Thirty-four percent of organizations are unsure when they will bring all employees back; 18 percent do not ever plan to have all employees return; and 5 percent of respondents reported that a return-to-work date has already been set.

Another concern is polls that show many workers don’t want to return to the way things were before the pandemic. SHRM found that over half (52 percent) of 1,000 U.S. workers would choose to permanently work from home on a full-time basis if given the option.

Of those who would choose to work permanently from home, 35 percent would accept a reduction in salary to do so, and 66 percent would still choose to work from home full time if the majority of Americans got the COVID-19 vaccine and herd immunity was achieved. Below you will find some helpful tips to best help your employees with their new at home work spaces, if they continue to work remotely!

•Sustaining business agility
•Maintaining an engaged, motivated and unified culture.
•Ensuring alignment on priorities and key objectives. “Simply put, everyone has a line of sight to how they contribute and are performing against the top priorities.”
•Supporting the workforce with empathy and open communication.

Source: SHRM

HR Tip of The Week

HR Tip of The Week

HR Tip of The Week: Workplace Romance- What’s your Policy?

Does your company have a policy on workplace romance? Romantic relationships, particularly those between leadership/managers and their subordinates raise concerns about potential power imbalances and conflicts of interest in the workplace. An anti-fraternization policy sends a message against sexual harassment, mitigates legal risk, avoids subsequent toxic work environments, and provides a notice of consequences for employees’ actions. However, it may not be in your best interest to forbid any and all types of workplace romance, as research shows romantic relationships are quite common in the workplace and employees may resort to hiding their relationships. A workable policy approach might be:

1. Outline the company’s concerns with respect to workplace relationships
2. Require employees to report close personal relationships through designated channels.
3. Prohibit romantic relationships between supervisors and their direct (or proximate) subordinates, as well as between sensitive business functions dealing with quality or financial controls.
4. Access additional resources to assist in developing a workplace relationship policy for your organization.