Some companies demand their employees to work overtime in order to finish a project under a certain deadline. And vice versa, there are times employees asking their employer to allow them to work overtime to earn some extra money. While overtime is allowable, employers must follow rules in order to not breaking the law. Here […]
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Date: 15th October 2019 at 15:24
Author: hrinasia – Renny


Now that a new generation of employees has entered the picture, the modern work environment has become more complex than ever. If you look at different companies, you’ll see offices with a mix of employees from various age groups. To be particular, an influx of millennials and Gen Z employees have now swarmed office populations.
It doesn’t matter which generation is working for you. The important thing is you know how to adapt to their needs, so you can bring out the best in them. Not only will you help them learn and grow, you’ll also be able to improve your business throughout your empathetic leadership process.
With more of them graduating from their respective colleges and universities, it is expected that they’ll fill the global workforce in the years to come.
Unfortunately, members of the aforementioned generations are known to be notorious when it comes to handling work. In the content we consume, the news we watch, and even in the gossip we hear, they’re often labeled as the age group filled with entitled, selfish, and arrogant individuals.
If all of this were true, then it would be an absolute nightmare for recruiters.
Thankfully, most of these are based on stereotypes and hasty generalizations rather than personal experiences. However, this trend should serve as a sign for employers to reassess their company culture and the strategies they apply when it comes to optimizing employee performance.
It’s not easy to admit, but burnout gets the best of us
Getting the most out of your younger employees and keeping burnout at bay is much easier if you take the time and effort to get to know them. Just like their baby boomer and Gen X seniors, they also have their own work preferences, internal sources of motivation, and values.
Luckily, this can be done with a little extra effort and patience.
Given the right treatment and guidance, you’ll find that your younger employees can actually be great contributors to your company. Even though their behavior may not be fully controlled, as the leaders of your company, you have the power to influence the way they work.
Almost half of all B2B decision makers are millennials
Instead of relying on “gossip”, establishing a good working relationship will allow you to know what excites them, what they value, and how they approach their work. Taking note of the information will help you understand what buttons to push to get them to perform at the highest level.
Everyone was new at one point, and everyone who has a college diploma should realize that adjusting from campus to office could be a very overwhelming experience.
Be a leader that they can be comfortable with and help them transition to the real world. Spending more time with them, such as eating with them during lunch or asking how they’re doing from time to time, are small ways to let them know that you care.
A better alternative would be getting to know their strengths and weaknesses so you can adapt your empathetic leadership style to lead them better.
To learn more, take a look at this infographic for tips and advice on how to keep millennials productive.
Empathic Leadership in the Age of the Millennial InfographicJomel Alos is a Consultant at Guthrie-Jensen Training Consultant, a management training and consultancy firm in the Philippines. He enjoys sharing his knowledge on human resource solutions, as well as helping businesses achieve greater growth, competitiveness, and profitability. When he’s not working, he’s watching TV shows about designing like Tiny House Nation, Forged in Fire, and Ellen’s Design Challenge.

CakeHR is an award-winning HR software company that provides attendance, performance and recruitment management for customers worldwide. More information at www.cake.hr
The post 6 Most Effective Ways to Keep Your Millennial and Gen Z Employees Productive [+ Infographic!] appeared first on CakeHR Blog | Easy to implement HR tips!.
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Author: cake hr uk
Date/time: 15th October 2019, 15:24

(Editor’s
Note: Today’s article is brought to you by our friends at Poster Guard® Compliance
Protection, a division of HRdirect and the leading labor law poster service
that gets your business up to date with all required federal, state and local
labor law postings, and then keeps it that way — for an entire year. Enjoy the
article!)

A little history
about today’s image. “Mind the Gap” is a warning phrase used to advise
passengers to take caution when crossing the spatial gap between a train door
and station platform. It was first introduced in the 1960’s on the London
Underground. So, my take is the phrase is designed to remind us to maintain safety
in an area where we probably already feel very comfortable.

Today’s topic is
exactly why I wanted to share a little bit of history about “Mind the Gap”. It’s
very easy to dismiss warnings about labor law posters with “Oh, we have all the
right ones.” or “There will be headlines everywhere when our posters need to be
updated.” Not true. While I’m not saying that government agencies are out to
catch businesses that aren’t in compliance, it’s important to realize that in
today’s “signal and noise” world, there’s no guarantee that labor law poster
updates are going to automatically move into the trending topics section of
your favorite social media platform.

So, in the first article
of a three-part series, I want to talk about how labor law posters have some
unique requirements for certain employee groups.

Group
#1: Postings for Job Applicants

Gap #1: Don’t Assume Labor Law Postings are Only for Employees

We have a
tendency to think of labor law postings as being just for our employees. Truth
is, four of the six mandatory federal postings apply to applicants as
well.  There are also state and local
requirements.  Physical postings must be
displayed for applicants that come into your office for pre-employment interviews,
testing or any part of the application process. By law, applicants must be able
to view these federal postings in your business:

Equal Employment Opportunity
Commission (EEOC)Family and Medical Leave Act (FMLA)Employee Polygraph Protection Act
(EPPA)USERRA – Uniformed Services Employment
and Reemployment Rights Act (also known as USERRA and recommended as a best
practice because the law applies to applicants)And if your
organization accepts online applications, there needs to be a way for
applicants to view them there too. In an article on the ApplicantStack blog, 98% of Fortune 500 Companies are
using applicant tracking systems (ATS), 66% of large companies use ATS, and 35%
of small companies. As more organizations look to technology to help them
automate their processes, they need to think about compliance.

Group
#2: Spanish Language Postings

Gap #2: Don’t Assume Spanish Language Postings Only Apply When You Have Spanish Speaking Employees

As of July 1,
2017, the U.S. Census reports that the Hispanic population of the
United States was 58.9 million, making people of Hispanic origin the nation’s
largest ethnic or racial minority. There are ten states with a population of
more than one million Hispanic residents: AZ, CA, CO, FL, GA, IL, NJ, NM, NY,
and TX.

Twenty-one (21)
states and territories are required by law to have certain labor law postings
in English and Spanish, regardless of the composition of the workforce. Additional
laws apply if you have locations with a significant number of Spanish-speaking
employees who are not proficient in English. Those locations must post certain
federal labor law postings in both English and Spanish. Though not mandatory,
it is in your best interest to display all of the state posters in English and
Spanish in those locations as well.

Organizations
cannot make the assumption that, if they do not have Spanish-speaking workers,
they don’t need Spanish language posters. They also cannot assume if they have
bilingual employees that they don’t need Spanish language labor law postings
just because those employees also speak English.  

Group
#3: Postings for Remote Workers

Gap #3: Don’t Assume that Labor Law Postings are Only for Office Environments

According to the
small business funding site Fundera, over 3.7 million employees work from
home at least half of their time. That’s roughly 3% of the entire U.S.
workforce. If you’re thinking that doesn’t seem like a lot, keep in mind this
represents a 115% increase in telecommuting since 2005.

Working from home
is popular for several reasons. It reduces the costs for commercial office
space, decreases our carbon footprint, and makes employees more productive. In
an article from the Society for Human Resource Management (SHRM), telecommuting employees are more
productive and save companies billions.

Organizations
with a remote workforce need to audit their processes to ensure everyone has
access to labor law postings. Some recent U.S. Department of Labor opinion
letters and court cases have determined that electronic notices are a
reasonable alternative for remote works.

Close
the Compliance Gap with Your Labor Law Postings

I’d like to think
that most employers know they need to have labor law postings. But I can also
see organizations forgetting to “mind the gap” where postings are concerned and
forgetting to take the extra caution that needs to take place with applicants,
Spanish language postings, and remote workers.

But the good news
is that organizations don’t have to spend hours researching this information. Our friends at Poster Guard have a
Labor Law Poster Service that will do it for you. Yep, that’s right. Poster Guard
monitors labor law requirements (at the federal, state, and local level) and
lets you know when things change. They also provide you with replacement
posters every time there’s a change FREE of charge!

Frankly, this is
a no brainer for me. As a human resources professional, I have so many other
things I need to spend my time on than researching labor law posters.
Personally, I would much rather have a professional service do what they do
best, which frees up my time to recruit, engage, and retain the best employees.

P.S. Stay tuned for part two in this series when we talk about how different industries require different labor law postings. In the meantime, you can test your labor law poster knowledge with Poster Guard’s Mind the Gap quiz.
The post Labor Law Postings: 3 Employee Groups with Unique Posting Requirements #MindTheGap appeared first on hr bartender.
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Author: hrbartender
Date/time: 15th October 2019, 15:24