Employee Relations: January 2010 Archives

I've been paid bi-weekly at many jobs, and consistently since joining academia in 2007.  I find this to be motivating to me in managing my budget, managing my productivity, and planning ahead for future projects.

Several news outlets reported this week that Wal-Mart was letting go of 12,000 workers in its Sam's Club division.

Reading deeper into this story, it became clear that most (if not all) of these workers were part-time and/or were in-store product demonstrators.  These in-store demonstrations will now be outsourced to a firm specializing in this service.

Many companies fear bringing in outside workers for basic tasks, feeling it will take away from the level of service or consistency of that service. 

While anyone losing their job faces an uncertain future, situations like this can happen and people holding the positions often are given the opportunity to pursue a position with the new company.

In my family alone, two of my relatives worked for companies whose services were then outsourced, and both received new jobs with the new company similar to the tasks they were performing.

If you are good at what you do and passionate about the products and services you offer, no layoff can stop you from trying to keep your job when it is sold off to another person or company to do.

One of my best employees ever was named Grace.  She had a strong work ethic and a great customer service focus.  After I left for a new opportunity in a different department, I let Grace know if she ever wanted to work for me again, I'd be delighted to bring her along.

A few months later, a transfer opportunity came up to come to our front desk.  Grace struggled during training and a few of the managers wanted to send her back to her old position, saying she didn't have what it takes to work in this new role.  Instead, we set her up with a different trainer who worked with her and provided her better guidance.  She turned out to be a great success at our property.

It delighted me to see Grace at the resort a few summers ago long after I left, still doing well and still being a great employee.

I always hope to have "Grace wherever I go" - sometimes an employee has that kind of impact on you and is worth bringing along the way.

I've enjoyed having a place to walk and talk at every work location I've worked at.  Sometimes the best place to give feedback is while taking a leisurely walk away from the store, office, etc...

I saw Up in the Air yesterday, a great film with a number of great HR moments that make an excellent film to use in an HR class or study.

Firing employees is difficult, and George Clooney's character is brought in to handle firing for companies who lack the leadership skills to fire people and deal with difficult situations.  While firing and layoffs are difficult, they must be handled with tact and by the people doing them where possible.

Another theme brought up was that of the proper way to deliver bad news to people. We see an aspiring employee share a great new technology in which layoffs and firings can be done remotely.  The impact of this is far-reaching, as the company makes a decision to conduct all layoffs remotely by webcam.  After a laid off employee commits suicide, the company revisits this stance and decides to go back to a more personal touch.

Definitely a must-see!

I'll be presenting a workshop at Tech II in Saratoga Springs on Tuesday March 23rd.  At this workshop, I'll be presenting some of the latest and greatest apps and programs for the Mac and iPhone to work with your business.

This past week's announcement that The Jay Leno Show has been cancelled and that NBC is trying to keep all three of its late night hosts happy has the potential to be an HR lesson we all can learn from.

A few years back, Conan O'Brien negotiated a deal to stay at NBC and earned the right to host The Tonight Show.  NBC feared losing O'Brien in a similar way that they lost David Letterman years ago when a move to 11:30 wasn't in the cards.

After deciding to create a new show for Jay Leno at 10pm, many questioned the move and its impact on all of NBC's lineup.

Now that the move has failed, NBC faces losing O'Brien again, possibly even losing Jimmy Fallon, and creating an HR situation that could cost them money, viewership, and people.

To bring this into a business environment, think about a valuable employee who is seeking new opportunities that has transitioned into a new role; what steps do you take to ensure this person is going to be a success in that new job?  What are the fail-safes you put in place in the event the transition does not work?

In the NBC late night dilemma, O'Brien had earned his right to host The Tonight Show by committing to stay with NBC for a few more years waiting to take the new role.  When Leno left the role, that created the opportunity for O'Brien to step up and perform in his new "promotion". 

I think the best way to handle this situation from an HR perspective is to find a new role for Jay Leno elsewhere on the network (perhaps a comedy talk show at a different hour, not late night).  O'Brien has held his own against Letterman, and although the ratings aren't quite where they were, he didn't have the kind of support Leno did in the same role (a strong lead in program).  

From the way it looks, NBC may take the wrong approach and totally shift the lineup yet again in late night.   More to come as this story develops...

I visited Chic Fil A on my workation on two occasions, and am always impressed with the level of service they provide on each experience.

They are on of two national businesses (Hobby Lobby being the other) that I am aware of that make it a well known fact that they close on Sundays so their employees can either spend time with their family on a set day each week.

I've always been amazed that companies are open seven days a week in this economy (and even when the economy is flourishing).  It seems to make more sense to me to have a 5 or 6 day operational week (even if it means closing on a Monday/Tuesday/Wednesday to capitalize on the perceived Sunday business). 

The common answer I receive is that "if we close on (insert day here), we will lose business to someone else".  My thought and belief is if you really have a business that is going to suffer because you are closed one day a week, perhaps you aren't in the right business or aren't doing business the right way.

Are there things you can do for your business to improve balance issues for your staff?  Share some of the best practices of your company in keeping your employees personal lives balanced with their professional lives.

When I queried some of my colleagues, they shared with me some of the things their workplace does in lieu of closing on Sunday

- an office in Florida gives employees every other Friday off and has them work longer days Monday through Thursday

- businesses in Saratoga Springs close Mondays and Tuesdays (and sometimes Wednesdays) during the winter months

- many personal care businesses like hairdressers close Mondays and Wednesdays.

In July 2008, I took my first "workation".  I spent 9 days in Florida (had only planned on spending 5 days) and worked 4 of them remotely.  It was a refreshing way for me to change the scenery and get work done, all the while also relaxing and recharging.

I was talking to some friends the other day about how to schedule your staff for New Year's Day if your business is open.  It brought to mind one of my New Year's Day experiences back in the day.