Robert Braathe's HR & Career Guide Blog

5+5+5>16 in retail and hospitality

2009-11-19T18:48:29Z

Using flexible work schedules can enable a team to develop a stronger, more energetic workforce both short-term and long-term.

On a short-term basis, using 3 employees each working 5 hour shifts to cover a work day can save on break time and improve productivity. In most areas, a 5 hour shift only requires a 15 minute unpaid workbreak. An 8 hour shift requires a 30 minute paid break and 2 15 minute unpaid breaks.

If you business is open 7am-10pm and you schedule employees from 7-3 and 2-10, you'd need to find 2 hours of time in which to run your operation short a person. If you schedule employees from 7-12, 12-5, and 5-10, you only need to find coverage for 45 minutes of that same block of time.

Over-reliance or under-reliance on full-time staff can affect any business, but finding ways to cover your operation without running a traditional 8 hour work day can lend to better productivity and options for your employees.

Kangaroo Court - HR and Baseball

2009-11-18T02:50:18Z

Many teams have a player run court they call the Kangaroo Court to hand out "fines" for infractions like missing a sign, making an error, and so on.

In the workplace, such a program could encourage fellow employees to contribute donations to a fund that would benefit an employee incentive program or a raffle. Something that may work in lieu of money may be entering people's names in a drawing for a prize at the end of the period. You could get one entry for every time you do something very well, and lose one entry when you make a mistake. You can also enter entries when you see someone succeed and reward them for their honor.

More on Hiring Inexperienced vs Experienced Workers

2009-11-14T11:39:17Z

In March, I explored a reader's question on Hiring Inexperienced vs Experienced Workers. Today, I'd like to talk with you about this a bit further.

Many employers seek to bring new ideas and new perspective to their organizations. This sometimes means there are two experienced seasoned executives or professionals applying for the same job, but from different industries. Much like I explained with Southwest's hiring strategies, often the job will go to the candidate with experience outside the field to get new perspective; this doesn't mean that the experience someone has isn't relevant or is outdated, it just means that sometimes companies want to bring in a personality type, not the experience.

For example, bringing in someone with a strong retail background into a hospitality business (or vice versa) may bring the leadership experience and perspective in a different background.

Always consider the choice which is not the most convenient, and you may find a better fit.

Stopping the Manager Game

2009-11-12T14:29:37Z

Do you have an employee who likes playing managers against one another? Do you someone who tries to get the answer they want to hear by asking people the same question over and over?

To stop people from playing this "Manager Game", a good sit-down to go over expectations with the employee may not work. Employees of this type should be discussed in a forum by the management team to ensure that everyone is aware of what this person is trying to do.

Once it is out in the open what this employee is doing, developing a consistent game plan ahead of time to deal with questions by this employee may be the best approach.

Thoughts on Sway - The Irresistible Pull of Irrational Behavior

2009-11-10T14:21:17Z

I just finished reading Sway by Ori and Rom Brafman, which shared some excellent points on many Human Resources related issues. Here are a sample of quotes and passages from the book and some comments.

"As difficult as it can be to admit defeat, staying the course simply because of a past commitment hurts us in the long run" (Brafman) - sometimes we stick with a job or a role just because it is comfortable. It may take great courage to move on to something else.

The book talks about LBJ's leadership strategy - calling people in the middle of the night, or taking visitors off guard by calling a swimming break and jumping in the pool. (Brafman) - being an effective leader means not always following the same pattern all the time. Mixing up how you communicate and how you conduct yourself can keep people on their toes and keep you always on top of your business.

The book also discusses how a new professor was introduced to a class, and half the class was given one intro, and half another, with the only words changed in the passage being "very warm person" and "rather cold person". The perception of this teacher was totally different between the first group and the second group.

This book was a great read that took me a while to get through because there were so many amazing bits of information to absorb. I'll share a few more in a future post.

Debates on Hot HR issues by students of SUNY Delhi @ Schenectady County Community College

2009-11-07T14:36:04Z

On Tuesday December 8th at 1pm, my students at SUNY Delhi at SCCC in Schenectady will be debating hot issues in human resources.

If you are interested in attending this free event, please contact me at braathrj@delhi.edu.

Five debates will take place, and each will be followed up by questions and answers from the audience and students.

"Experience" with Specific Software Tools

2009-11-05T12:42:32Z

A question I often get asked is "How do I show experience with (insert software here) without actually having a job using that software?" Often, candidates will disqualify themselves prior to applying for a job just because they don't feel they can compete with those who have the experience already.

However, in many cases, this is not a reason not to apply for a position with a company. There are so many tools out there in any field (whether it be HR, accounting, presentation tools) that allow you to download a free-trial or low-cost version to test out and try out for yourself. For example, Time Forge, which is a tool I use in my classes for HR, allows a multi-day trial with full-functionality to manage your labor schedule force, payroll and attendance. Zoho.com gives free versions of its products on everything from presentation software to HR systems and project management tools.

So, if next time you go into an interview you don't think you have the qualifications, or get asked "What experience do you have with (insert software here)", have a good back story like "while I don't have experience in an office setting, I have been using a trial version of (insert software here) for 6 months to prepare myself for entering a role using it, and have found it has several advantages and uses which are X, Y and Z." You'll be able to land a role by being creative in your ability to grow into new roles and opportunities.

Writing The Wrong

2009-11-03T14:15:26Z

One of my favorite presenters shared with us on day one of training that "Email is forever." The startling thing I have seen since that day back in 2004 has been that while email has grown in popularity and use, email ettiquette has not.

To avoid "writing the wrong", don't put anything in email that you don't want people to read over and over again.

Another way to avoid "writing the wrong" is sending a return receipt with your messages to ensure that people take the time to write back rather than immediately responding. This can help you keep people on track with the messages you send, and also ensure that you and your employees aren't responding without thinking first.

HR and Baseball - Dealing With Underperformers in Critical Times

2009-10-30T13:09:38Z

The World Series is upon us, and baseball shows us what many managers need to know, which is how to deal with those who underperform.

Yankees outfielder Nick Swisher has not been hitting throughout the playoffs. Manager Joe Girardi took him into the office and told him he would not be playing last night. He then informed Jerry Hairston he would be stepping in for the day. Girardi let Swisher know before anyone else knew the reasons behind the decision, rather than have everyone question why the lineup change took place. Swisher reacted as a good athlete will, by not wanting to sit out but respecting the decision of his manager.

Another way to confront a non-performer indirectly in baseball is to not even allow them to participate in a critical moment of the game. Mariano Rivera typically pitches 1 inning per game, but because the bullpen has been shaky, and this is a critical time, Rivera has been pitching 2 innings per appearance in must win games. This may shake up the other pitchers out there to have more focus and learn by watching how Rivera handles such situation.

Similarly, in the workplace, you may have critical deadlines coming up, and you may want to use one of these methods to get the right people on board. Whether you choose to take someone off a project short-term or give your best work to the best under-pressure performers, handling these decisions requires respecting those who you are in effect removing from key business decisions.

Effective Training Programs are Ongoing

2009-10-29T11:49:46Z

Whether it is retail, hospitality, medicine, law, and really any other field, ongoing training is the most effective method of keeping your employees on the cutting edge of their field and on top of the best communications methods.

It doesn't matter whether the scope of your business is the size of the Walt Disney Company or Ma and Pa Kettle's Diner, having effective training that breathes life in to your business is a must.

Many organizations and HR departments feel putting together a one-off workshop will solve issues within organizations; rarely do these one-off ventures provide lasting impact.

Take a look at your initiatives in your organization, and see how you can breathe new life into them by incorporating them into daily activities, rather than yearly meetings.

Interviewing "Below Your Pay Grade"

2009-10-27T14:11:20Z

I've encountered several situations where former colleagues have sought out positions, only to fall short due to the dreaded "overqualified" or "not the right fit" at the end of the interview process. In the past, I as well have encountered similar situations when on the job hunt.

It can be easy to look at yourself and say "what's wrong with me?" but more importantly, times like these are ones to really look at what you are looking to do, and why in fact you didn't get offered the job in the first place.

A commonality I've seen in my own shortfalls in the past as well as my colleagues is getting to the stage in the interview process where you meet with the people you will report to or to the people you may work with. It can be frustrating to go through 4 or 5 interviews, only to then be told you aren't the right fit.

As one of my former leaders once told me when I was turned down for a job for being "too polished", "sometimes people won't hire you because they know you are more fit than them for their own job, and feel threatened by bringing you on board."

Share your turndown stories at robert@galaconcierge.com

Mission Statements and Goals

2009-10-24T10:47:27Z

Do you have a personal mission statement? It is the beginning of setting goals. Having goals without a purpose is like traveling without a compass. Set a clear mission, and you will see that your goals seem to be more clearer and focused.

Writing a mission statement (especially a personal one) is not an exercise set in stone, as most may like you to believe. Regular reflection on your mission can recharge you and help you to adjust your goals accordingly.

Take a few moments this weekend to look at your current mission statement, and if your goals aren't in alignment with it, see if it's your goals that are the problem, or if it's your mission statement.

Successful Speed Interviewing

2009-10-22T13:19:04Z

Speed interviewing is a growing trend to not only maximize the time spent with candidates, but also to test candidates coping skills and ability to get along with others.

Likewise, speed interviewing helps the candidate determine how much they like various companies in a short term period, while allowing the company to meet with more candidates in less time.

Some things you can find out about candidates in a short period of time

- How they get along with others - have several people interview at once, but only put enough chairs for maybe 1 or 2 of the 3 to 4 candidates. See how they react

- Give two or three different types of interviews in a short period, and see if answers are consistent

- Determine their level of self-confidence and self-awarness by seeing how they react to many interviews in a short time.

Conference Call Leadership

2009-10-19T14:22:42Z

The conference call can be an effective way of keeping everyone on the same page. However, becoming a serial conference caller can create a situation where the call becomes a chore for those who are on it, and a redundant way of communicating.

Effective conference calls can get people on the same page from remote locations. They can get everyone into a "room" who needs to hear critical data but can't necessarily be in the same place at the same time.

To avoid making conference calls a chore, ask yourself whether the call needs to be weekly (or daily, or whatever regular frequency you have it). Much like any other meeting, determine an agenda beforehand, and send out information related to the call before the call.

Some of the worst calls I have been on have had similar themes:

1. Too frequent

2. Too focused on minutae.

3. Untimely (at an inconvenient time to the flow of the day

The best calls have had similar themes as well

1. Sporadic

2. Focused on a global big-picture agenda

3. At the beginning or end of the day

Tell me about your best and worst conference calls at robert@galaconcierge.com

Contacting HR after leaving a company

2009-10-17T13:12:27Z

A reader submitted a question about whether or not to contact HR after you leave a company.

Q: I recently quit my job, because I could not stand my boss. I'm going to call HR today. Do you think I should just leave a message with a list of my issues? Or should I just let go of the whole situation?

A: I commend you for calling HR after you left, because some people just leave a job and don't take the time to speak on their concerns. Looking over some of your grievances, I feel that it will be productive to call them, even though you have left already. You will have the peace of mind knowing that you had someone to talk to, and also you will hopefully enable others to not have to go through what you had to.