|
The Do's and Don'ts in Delivering Negative Feedback
Providing feedback is necessary in any organization. Unfortunately, sometimes this feedback is negative in nature. In a recent article, Forbes.com provides a step-by-step guide on how to deliver difficult feedback.
Click HERE to view the full article...
The Challenges of an Open-Office Plan
With shrunken work space, open seating plans, and an overall loss of privacy, the 21st century work environment has become an introvert's worst nightmare. A recent article featured in Inc. reports the negative effects of working in an open seating area. Some examples include increased turnover, insecurity, lack of motivation, irritability, and anxiety. Not to mention, the uncontrollable noise levels of an open-office plan can decrease productivity and increase hostility within the work environment. In this article, self-proclaimed introvert Bill Stewart outlines four simple survival strategies for staying productive in circumstances where open-seating is simply unavoidable:
- Setting aside chunks of alone time.
- Structuring your work life to create a healthy level of separation.
- Setting personal goals for individual creativity and productivity and pursuing them with discipline.
- Setting aside time to socialize.
Click HERE to read the full article...
|
|
Changes in Employee Contact Information
Employees should be made aware of their responsibility to inform the company of any address change, change in marital status, arrival of new children, etc. This data is critical to employee benefits and payroll matters, as well as perhaps more importantly income taxes. All too often we hear of the employee that moved to another state or event city midyear but did not alert the company. In April of the following year they learn from their tax preparer of the fact that they paid taxes to the wrong jurisdiction...and maybe paid too little. Be sure to remind your employees to keep you posted on their moves 4 times a year.
|
|
Interview Question of the Week
|
Q: We are planning a company event. What should we be concerned about / plan for if serving alcoholic beverages?
A: Members of management should be briefed in advance that they are to monitor as best as possible the behavior of employees and their guests when it comes to alcoholic consumption. Where possible anyone ingesting excessive amounts of alcohol should be tactfully taken aside and counseled. Lastly be sure to keep an eye on those that do drink a fair amount at the time they are getting ready to leave, aggressively attempting to stop anyone impaired from driving. Have the number for a cab company or two --- or at the least get them a ride home. Remember, you CAN BE liable as an employer for their actions if they take the wheel after consuming alcohol at your party.
|
Legal Disclaimer
Information provided in The OperationsInc Navigator is researched and reviewed by the HR experts at OperationsInc. The information in every issue of The OperationsInc Navigator is in part gathered via information available in the public domain, as well as in part the original, copyrighted work of OperationsInc and is protected under U.S. copyright laws. As such, you may not reprint or publish in any format any article or portion of article The OperationsInc Navigator without the express permission of OperationsInc. OperationsInc provides the information in this e- newsletter for general guidance only. The information provided herein should not be used as a substitute for consultation with professional human resources, legal, or other competent advisers. Before making any decision or taking any action, you should consult a professional adviser who has been provided with all pertinent facts relevant to your particular situation.
We encourage you to pass along any issue of The OperationsInc Navigator by forwarding it to friends and colleagues. |
|
|
Regulatory Process Delays New Jersey's New Pay Equality Poster and Notice Requirements from Taking Effect
Click HERE for article
|
|
FMLA Poster Update
Click HERE for article
|
|
IRS Eradicating Form 5500 Penalty Notices
Click HERE for article
|
|
WTPA Notice of Pay due 2/1/2013
Click HERE for article
|
|
2013 FCRA Requirements
Click HERE for article
|
|
2013 Minimum Wage Increases
Click HERE for article
|
|
HSA and FSA Limits for 2013
Click HERE for article
|
|
Did You Know...
OperationsInc offers Exit Interview Services, which enable organizations to more accurately and confidentially measure why its employees are leaving. Through this process, we will assess the drivers of turnover and identify potential issues within your organization before they have a further destructive impact on your company's overall success.
How We Do It:
- OperationsInc will work with you to identify the exact methodology for collecting and reporting your Exit Interview data.
- Interview questions are customized to target specific challenges and / or problem areas your organization may have previously encountered. These questions typically focus on the employee and his or her reason for leaving, overall satisfaction, and any changes he or she would make in the organization.
- Interviews are performed via telephone by our team of seasoned HR experts. Exit Interview Questionnaires will be delivered to the client within 24 - 48 hours of the interview. In addition, aggregated reports and trends analysis can be completed monthly, quarterly, or annually.
The multiple sources of data gathered throughout the process can provide your organization with a richer foundation of information.
As a non-partisan, third party, OperationsInc can gain a deeper insight and provide your organization with a richer foundation of information.
Click HERE for more information.
|
|
Quick Links... 
|
|
