Employee Relations: September 2009 Archives

Starting people off on the right foot with your company, department or classroom begins with effective disciplinary procedures.  This doesn't mean threatening behavior, looking for reasons to discipline, but creating an environment where policy and procedure are clear and strict.

It is an old saying that it is "far easier to loosen up than it is to tighten up."  Having strict policies when it comes to decorum, attendance, methods of communicating, and the like can pay huge dividends down the road.  When you have a strict but fair policy governing your workplace, you can then afford to make concessions for reasonable accommodations.

Again, be careful when it comes to being accommodating, as this too can be seen as "giving in" or being "too flexible" to those who follow everything by the book.  

Those who follow what you and your company stand for deserve consistency.  By walking your talk, making clear and concise (but fair) rules, and by never succumbing to emotions in responses to requests or in making decisions, you can have the respect and honor you and your company deserve.

Discipline isn't just about "disciplining" people; it's about having the discipline to know how to carry yourself gracefully regardless of the circumstances.  When the people who report to you can see you responding well no matter the pressure, this breeds the same type of character traits that you possess.

If you work hard at maintaining your cool, keeping your head when others have lost theirs, and are consistent in your delivery of company and personal practices, you will earn many "disciples" who will make it easier for you and your company to meet its goals and vision.

From a standing ovation at our first training meeting at Apple to the Traditions class at Disney on my first or second day of work, I have been a part of so many welcoming experiences to my organizations.

Putting together job descriptions solves a multitude of problems, from the pre-hiring and recruiting process all the way through severance of employment.  Many people I talk to can't find exactly what their job description is, and often are surprised at its contents once it is "discovered."

A great tool to determine what to include and what to leave out of the job description is the web site provided by O-Net.  This site allows you to look up job descriptions for multitudes of jobs and job titles, and can allow you to see what you do (or what you should have your employees do) in each role critical to your company.

If you don't have job descriptions in place already, this is the place to go to setup your frameworks of job descriptions.

 

Visit O-Net at

http://online.onetcenter.org/

 

One of the best ways to give back to your community in the absence of giving donations is giving of your time.

Q:  My new job doesn't grant any sick time.  What am I supposed to do, just come in to work sick?

A:  As a relative put it so eloquently, "Are you expecting to be sick?" Sometimes the perception of not having sick time is not as foreboding as the reality.

Many companies today do not grant sick leave out of the gate, because they expect employees to be there and be on time.  However, that does not certainly guarantee that you will not have sick pay after a probation period. 

Other companies I know don't grant "sick days", but do award unlimited sick time in the event of a real medical emergency so people who have an illness can stomach the long term prospects illness can bring.

Give the company a chance, and give yourself hope that you will be well for the first 90 days.  Sickness happens, but having a positive outlook on your health is very important as well.