Tag: note

(Editor’s Note: Today’s article is brought to you by our friends at Kronos, a leading
provider of workforce management and human capital management cloud solutions.
Kronos recently announced that, in less than a month’s span, it was named to four
separate best workplaces lists by Great Place to Work in Canada,
India, Mexico, and the United Kingdom. Many congratulations to them! Enjoy the

As summer is coming to an end, I’m reminded that one of the
best workplace trends to happen in business today is unlimited time off
programs. Not because we can take a lot of time off, although that can be nice.
It’s because we don’t need to lie about where we are.

Today’s Time
Well Spent from our friends at Kronos
took me back to a time when, if we wanted to enjoy a beach day, we would
suddenly come down with some sort of illness (cough. cough.). Of course, that
illness is the 24-hour type and it’s not one where we usually need to visit a
doctor and get some sort of note. You know what I’m talking about.

With unlimited time off programs, when we want to get in our
last beach day before pumpkin spice season, we simply work it into our
schedule. We coordinate our plans with colleagues and the boss. And we take the
day off guilt-free.

Unlimited time off programs allow employees to be honest about their time-off request. A founding principle in positive workplace cultures is trust. For employee engagement to happen, it requires trust. If we want to create and maintain trust in the workplace, then we can’t design employee programs that require a lie for employees to use them.

When employees can plan, their productivity increases. One of the biggest challenges when employees call off at the last minute is getting the work done. Everyone has to juggle schedules, and something always gets pushed to the side. Unlimited time off programs allow employees to have more control over their schedule, which means they can plan their work in advance. 

Managers don’t want to confront employees about this type of stuff. Don’t get me wrong, managers know that part of their job is to address behavioral issues. And they will do that when they need to. But managers also want to be cool. They don’t like being placed in a position where they have to nag employees about every little thing.

If you’re thinking to yourself that unlimited time off programs are a recipe for workplace anarchy, check out the article I wrote last year about how Kronos implemented an unlimited time off program and its results. Employees are using the program responsibly and the company is able to redirect the savings toward other benefit programs that employees have been asking for. That’s what is called a win-win.

Organizations are always focused on performance. We want to
create programs that allow employees to perform at a high level. This doesn’t
mean they can’t take a day (or two) off. It means letting them decide when to
take those days off and holding them accountable for results.
The post Unlimited Time Off Programs: Don’t Force Employees to Lie About Their Whereabouts appeared first on hr bartender.
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Author: hrbartender
Date/time: 27th September 2019, 18:03


(Editor’s Note: Today’s article is brought to you by our friends at Kronos, a leading provider of workforce management and human capital management cloud solutions. Want to create an inspired workforce where employees swipe right? Check out Kronos CEO Aron Ain’s new book “Work Inspired: How to Build an Organization Where Everyone Loves to Work”. Enjoy the article!) 

Swipe left is a pop culture term that means to reject someone. It’s used in the dating app Tinder to say “no thanks” to a potential date. (For the record, I do not have a Tinder account or app. I’m getting this information from the internet. Honest.) Anyway, over the course of time, swipe left has become the term for rejecting someone or something.
Today’s Time Well Spent from our friends at Kronos reminds us that employees have choices when it comes to their work environment. And if they’re not engaged then they might decide to swipe left and leave. Or even worse, swipe left and stay.
Companies need to connect the candidate and employee experience. Because recruiting is so tough, organizations are very focused on the candidate experience. Keep in mind that once you hire that candidate, the job is to keep them. Creating a smooth transition from candidate to employee is key. Activities like preboarding, orientation, and onboarding can facilitate the transition.
Employee check-ins keep little issues from becoming big issues. In my experience, organizations know the big things that bother employees. The hard part is finding out about the little annoyances. Employees don’t want to bring them up personally because they might seem petty, but they can quickly become big challenges. Use pulse surveys and one-on-one meetings to find out (and fix!) the little stuff.
Technology can enhance the employee experience. Since we are talking about a technology term, it’s only fitting to remember all of the wonderful things that technology can do for us – both personally and professionally. Today’s technology allows employees to have experiences that are similar to what they have access to in their personal lives.
When it comes to their careers, employees don’t want to swipe left. It’s up to organizations to create a work environment that makes employees want to swipe right.
The post Organizations: Are You Creating a Swipe Left Employee Experience appeared first on hr bartender.
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Author: hrbartender
Date/time: 21st June 2019, 18:03


(Editor’s Note: Today’s post is brought to you by our friends at Kronos, a leading provider of workforce management and human capital management cloud solutions. Want to create an inspired workforce with more heart? Check out Kronos CEO Aron Ain’s new book “Work Inspired: How to Build an Organization Where Everyone Loves to Work”. Enjoy the article!) 

I’ve noticed some articles recently that talk about the idea of following your passion when it comes to your career as being passé advice. I get it. Not everyone has a passion. Not everyone wants the pressure of creating a passion.
But that doesn’t mean employees can’t have or shouldn’t have heart. While this Time Well Spent from our friends at Kronos was a play off from Valentine’s Day, it has a message that applies year-around. To me, having heart is about strength and perseverance. We want employees to enjoy their work, focus on customers, and be proud of the company. Even if they’re not following their passion, work doesn’t need to be drudgery.
This places some pressure on career development programs to back off the notion that everyone has a passion and they need to follow it. Here are a few things to consider:
Instead of saying passion, call it rewarding. I think it’s fair to say that people want rewarding work and to be productive. Regardless of their passion, employees don’t want to have their time wasted or unappreciated. Ask employees to spend some time thinking about what is rewarding about work. Maybe a follow-up question is to find out what makes them feel productive and/or unproductive.
Use one-on-one meetings to receive employee feedback. This ties into the first bullet point. Managers should ask employees to share the answers to the workplace questions during one-on-one meetings. Companies want to create work environments that allow employees to feel rewarded and be productive. This will lead to employee engagement and, ultimately, retention.
Support employee self-management training. If employees are struggling to find their most productive selves, consider giving employees the tools to discover the answers. Self-management training can provide employees with insights about themselves and the way they like to solve problems, resolve conflict, and make decisions. These answers can help employees identify their most productive selves as well as what makes them feel rewarded.
Employees want to have heart about their work. I believe they want to care about their responsibilities and the results. Organizations want the same. So, if individuals or organizations think that a little heart is missing, are they asking themselves why. And putting some activities in place to rekindle work that is rewarding and productive.
The post Do Your Employees Have Heart – Friday Distraction appeared first on hr bartender.
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Author: hrbartender
Date/time: 31st May 2019, 18:03


(Editor’s Note: Today’s post is brought to you by our friends at Criteria Corp, a leading provider of pre-employment testing services. If you want to learn more about how pre-employment testing can benefit your recruiting strategy, check out Criteria Corp’s “Definitive Guide to Pre-Employment Testing”. I found this to be a comprehensive guide that I keep on the corner of my desk all the time. Enjoy the article!) 
I don’t have to remind anyone that recruiting is a challenge right now. The unemployment rate has fallen to 3.6%, the lowest it’s been since December 1969. I also don’t have to tell you that, at some point, all of the Boomers in your workforce are really going to retire. According to Pew Research Center, 10,000 people a day turn of retirement age. That number is expected to continue for the next decade. And while turning retirement age doesn’t mean that people will immediately retire, it does mean that at some point in the not too distant future, they will.
What is interesting to me is that, with all the conversation about low unemployment, skills gaps, phased retirement strategies, etc. that more organizations aren’t focused on career development. I mean the future workforce must come from somewhere. I don’t mean this is to be flip commentary, but an organization’s future workforce isn’t going to miraculous appear out of nowhere.
This means organizations need to step up their learning and development game. It doesn’t matter whether the organization decides to build an internal learning department or enter into a strategic partnership with a learning organization – like a college or university. What matters is that organizations have some sort of career development program in place.
5 Activities that Every Career Development Program Should Have
It’s easy to say, “Put in a career development program.” Reality is, it’s hard figuring out what activities to include and where to include them. Here are five things to consider when designing your career development program:
Goals. Think about this two-fold. First, all programs need goals. In the case of career development, the program needs organizational goals. Determine what the program goals will be and make sure everyone is onboard with those goals. Second, career development is often about setting goals. It could make sense to build a module that teaches employees how to set their career goals.
Assessments. There are many types of assessments on the market. Cognitive ability testing can provide the company and employees with a baseline for career development conversations. Organizations can administer cognitive ability assessments during the hiring process to understand the candidate’s trainability. Then use that information when the candidate is hired for their career development.
Training and Development. I like to draw a distinction between training and development. Training is for the jobs that employees hold today. Development is for the jobs that employees will have in the future. To me, career development is about both. Career development programs should include both the technical skills and soft skills employees need to be successful today as well as in the future.
Variety of Learning Methods. Today’s career development opportunities are awesome because organizations can provide them in a variety of formats: conferences, webinars, blogs, podcasts, microlearning, etc. You get the point. Each of these formats has pros and cons in terms of scalability, cost, development time, technology requirements, etc. Companies can put together development that works well for them and the employee.
Feedback Mechanisms. An employee’s thoughts about their career can change or shift. The company’s view on the employee’s career can also shift. It’s important that those “shifts” are discussed. Regular feedback conversations between the manager and employee about career development should take place. It doesn’t need to happen in every discussion, but a one-on-one meeting would be a common time to check-in and make sure that the company and employee are on the same page.
These five activities can take place during many phases of the employee life cycle. For example, we talked about cognitive ability assessments being used during recruiting and training. Technical training often takes place during onboarding. And many organizations are using video or webinars for refresher training. Goal-setting, feedback, and soft skills development could happen during performance management.
Use Career Development to Meet Today’s Staffing Needs
It’s time for companies to get creative with their staffing plans. I’m not saying to end traditional recruiting as we know it. But thinking about an employee’s career development can help organizations meet both their current and future staffing needs.
If you want to learn more about using career development as a part of your hiring strategy, join me and the Criteria Corp team on Tuesday, June 4 at 10a Pacific / 1p Eastern for the webinar “Future-proof Your Workforce by Hiring for Trainability”. And if you can’t make it for the live session, go ahead and sign up anyway to get the recording. I look forward to seeing you then.
The post Career Development: 5 Activities that Should Be in Every Program appeared first on hr bartender.
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Author: hrbartender
Date/time: 21st May 2019, 18:03

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