How To Be Creative With Your Flexible Work Options

Posted by Cathy Reilly

06.05.18 How to Be Creative w.Flex Work Options iStock-543363342 

 

A work trend that continues to increase in popularity is flexible work schedules. Why? Several significant reasons. For employers, it is very attractive for recruiting, morale and retention purposes. It also shows employees that management is willing to partner with them over their time and extends the trust that goes with it.

For employees, it gives them something that’s most important – a sense of freedom. The majority of employees don’t want to be locked in to set hours and days. Flexible time at work allows employees to create more balance between work and personal demands.

What works for one company might not work for the next, so flexible work schedules must be completely customized by organization. There are things that must be considered such as what works in one department may not work in another. What works for one type of job, may not work for another. It’s a matter of going micro to see what is best.

Because flexible work schedules are so highly valued by employees and because the benefits to employers are tangible, it seems well worth offering a program at your business. Some of the popular practices like part-time or compressed work schedules, telecommuting or flexible summer Fridays might be well-suited for your business. But, if these aren't, there's no reason not to develop some sort of flexible work arrangement. With a little bit of creativity, you can develop just the right option. Here are some other ideas:

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Topics: Human Resources, Management, Employee Experience, Employee Benefits

How to Apply the 20/50/30 Rule to Onboarding

Posted by Cathy Reilly

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Over the last five years, I’ve seen onboarding take a dramatic turn by employers. Many more have come to realize the importance of an effective new hire onboarding process and the high cost when it’s lacking. But, despite how onboarding is evolving, the statistics tell us that:

  • 20% of new hires leave within the first 45 days of employment (source)

  • 50% of new hires working hourly, leave their jobs in the first 120 days (source)

  • 90% of new hires are deciding during their first six months of employment whether they’ll stay or leave. (source)

So what is happening that new hires are not staying in jobs at higher rates? What is still not working, even though we have innovative recruiting and pre-screening methods, disruptive technology, improved testing, more advanced interview processes and collaborative decision-making to hire right?

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Topics: Human Resources, Management, Employee Experience, Corporate Culture, Employee Engagement, Onboarding

Why You Need To Shrink Your HR Processes Over Time

Posted by Cathy Reilly

 04.24.18 Why You Need to Shrink iStock-669853862

 

  Work processes should be designed with a disclaimer:

Caution: This process is meant to shrink over time.
It will become outdated due to changing technologies,
evolving labor laws and innovative thinking inside our organization.

Most of the processes in human resources require numerous steps, have built-in time delays, are confusing, hard to teach to others or just don’t make sense any more. The list goes on and on. Many procedures have outlived their usefulness. Do things really need to be so complicated? How are these inflated processes hurting the overall value and perception of human resources in an organization? Imagine what simpler procedures can do for a company’s performance and profits?

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Topics: Human Resources, Management, Employee Experience, Corporate Culture, Employee Engagement, Onboarding

15 Ways to Jump-Start a Disengaged Employee

Posted by Cathy Reilly

 

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On the one hand, we want employees to stay in their jobs, but on the other hand, it means facing the challenge of keeping tenured employees connected, productive, and passionate about their work. It’s engagement. Otherwise, boredom or just getting by through minimal efforts results. This is not what creates winning work environments or profitable companies.

Disengagement becomes a disease of indifference among employees, and it costs plenty. Gallup reports in their latest State of the Global Workforce Report that such disengagement comes with a $7 trillion price tag globally in lost productivity.

Best practiced with a coaching management style, try any of these to get the conversation going with a disengaged employee, remove them from the sidelines and make them part of things again:

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Topics: Human Resources, Management, Employee Experience, Corporate Culture, Employee Engagement

If You Really Want Work/Life Balance, It Starts Right Here

Posted by Cathy Reilly

 

 04.10.18 If You Really Want Work Life Balance iStock-804544270

Achieving work/life balance is worth it. Without it, it makes us unhappy at home and unhappy at work. On the job, it leads to burnout, less productivity, higher turnover rates and lower morale. At home, it makes us absentee from families and friends, depletes our joy and impacts aspects of our health.  Achieving work/life balance is worth it.

In a survey by Family Living Today, the U.S. ranks 30th out of 38 countries in the work/life balance department, which means we are in the lowest 20%. It also shows that 33% of employed adults in the U.S. work on an average Saturday, Sunday or holiday. We have room for improvement.

And, here’s where it starts.

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Topics: Human Resources, Management, Employee Experience, Corporate Culture

5 Things Every Temp Should Know About Your Company

Posted by Cathy Reilly

 03.27.18 Blog 5 Things Every Temp Should Know About Your Company iStock-862717438-1.jpg

 

Temporary employees are unrealized assets when placed for the first time inside a company. While it’s worthwhile to have a temp fill a talent gap that exists, temps do bring something else with them upon their initial arrival, and that is a knowledge gap. There is simply no way around having to educate temps to get them up and running into productivity and familiarized into the culture at your company.

Since training temps can happen in a snapshot fashion over what permanent employees experience, carefully consider timeliness mixed with high impact. Create training for temps new to your company, that helps them gain perspective and a sense of purpose in the unfamiliar waters they are about to navigate. Provide temps with some basic wisdoms and a dose of rationale, which can be very powerful building blocks for better performance.

Here are 5 things every temp should know about your company when they start:

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Topics: Human Resources, Training, Temporary Employees, Staffing Services, Onboarding, Employee Experience

The Most Important Component of Any Onboarding Program

Posted by Cathy Reilly

 03.20.18 The Most Important Component of Any Onboarding Program iStock-909193526.jpg

 

One day years ago, I was walking in mid-town Manhattan on a lunch break and came upon a movie shoot with Robin Williams. There was only a small crowd gathered, so I stopped to watch. About ten minutes later, they broke and Robin immediately came over to sign autographs. He asked for a pen, no one replied, so I offered mine and he took it. He signed, joked away, then quickly wrapped up to get back on set. Before he did, he came over to me, smiled and said “Thanks a lot for the pen.” as he handed it back to me. It was very special and memorable for me. Why? Because he gave me a few moments of his direct attention.

That’s also what makes the difference and greater distinction when welcoming a new employee - our direct attention. It’s what I consider to be the most important part of onboarding a new hire. Sure, we are all busy and onboarding is a process, but taking the time to ensure focus is given to each new hire as an individual who matters when they join a company is golden.

Here are a few tips on how to give new hires attention:

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Topics: Human Resources, Management, Employee Experience, Training, Employee Retention

Are You Prepared For Employee Inboarding?

Posted by Cathy Reilly

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A few weeks ago I wrote about the impact that artificial intelligence (What You Need to Know About AI and Women’s Jobs) will have on jobs, especially women’s job as work automation increases. While women may be more affected, all employees will be touched by AI directly or indirectly. As jobs change and get redefined through technology, employees must change. It will become commonplace to see employee roles change, which will bring in-house moves within the company. HR will find itself having to focus on building a new workforce internally through retraining, upskilling, and reassigning employees into modern, relevant roles.

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Topics: Human Resources, Management, Employee Experience, Training, Employee Retention

3 Unexpected Ways Your Company Gains When Hiring Temps

Posted by Cathy Reilly

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According to the American Staffing Association, there are nearly 15 million temporary and contract workers being hired across the U.S. each year working in all jobs in all industries. If you think these are only low-paying or for unskilled positions, think again. Many professionals are working as temps such as attorneys, doctors, nurses, accountants, managers and IT specialists, just to name a few. In fact, there are scores of staffing services that cater to the new genres of temps.

With such a vast number of temporary workers, much can be gleaned from them. Aside from the wealth of knowledge and experience they bring, temps bring several unexpected gains to companies and those in human resources in very valuable ways. Here are three:

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Topics: Human Resources, Management, Employee Experience

Why Tyler Perry Likens Employees to Trees

Posted by Cathy Reilly

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Earlier this month I attended the Goldman Sachs 10,000 Small Business National Summit in Washington D.C.  For those who have not heard about the GS 10KSB program, it was established to help small businesses grow since they employ more than 60% of the workforce in the country and create jobs. I am an honored alumni of this valuable program.

At this premier event, we were afforded the special opportunity to hear from prestigious speakers such as Sir Richard Branson, Warren Buffett, Michael Bloomberg, Susan Blakely, Lloyd Blankfein, Jo Malone, Lisa Price, Danny Meyer, and Tyler Perry. There were also an array of other noted CEO’s and congressman on stage sharing their wisdoms and methodologies in business. There was one glaring topic each speaker brought up: “The importance of their organization’s people and the challenges of hiring right”.

In particular, I was impressed with what Tyler Perry said when the topic of employees was raised as he described what he uses as his test/guide. It’s called his “tree analogy” and helps in his management style and when assessing staff. In my close to three decades worth of experience, I’ve never heard of a “tree analogy”. He said that he thinks of employees like parts of a tree. I was so impressed by that I’ve decided to share his thoughts.

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Topics: Human Resources, Management, Employee Experience

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