Motivate Employees Without Money

 

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Money

Money works for a while as a motivator.  But, it does not breed success day in and day out.  And what we need as business owners is, to have our employees motivated every day.  That is what helped me be successful in my business, and it will work for you.

 

To get help with finding ways to motivate my employees without money, I sat down with Don Swift, HR Consultant in Wichita Falls, Texas to discuss the issue.

 

Who is Don Swift?

 

Don Swift is a human resource professional in Wichita Falls, Texas.  He services companies and organizations in the Texoma area, going as far south as Houston and Dallas/Fort Worth.  He has more than 25 years of practical and professional experience in human resource issues, including being a registered life coach in Texas.

 

Hundreds of companies have called on Don Swift for HR development, mediation, training, and to take on HR for a flat fee with their businesses.  And I have too.

 

The Don Swift List for Motivation Without Money

 

Don Swift outlined seven things any business owner or manager can do to motivate without money:

 

  1. Supportive Leadership

 

Leadership is a critical factor that employees look to.  They want clear and concise instructions, support, and want a boss they can trust.  That does not mean you should be their friend, but you need to be friendly.

 

Work in close collaboration with your employees, build trust and let them know how much you appreciate their great job to make everyone satisfied.

 

  1. Empower Your Employees

 

Employees want to know that they are valued.  That their values, their thoughts and expressions are worth something.  In many cases, the employees know the jobs better than the rest. So, why wouldn’t you empower them by giving them the benefit of trust?

 

  1. Do You Have a Positive Environment?

 

Do your employees feel at ease coming to the office?  There was just an announcement where one government agency had to pay out about $100 million to solve a class action suit as a result of sexual harassment.  It affected less than 5% of the employees, most of who left.

 

(Written by Wayne Drury)

P.S. If you find this newsletter helpful, please consider sharing it with your friends, family, and colleagues. If you need assistance, call 940-228-0550. You can visit my website for more information at www.donswiftandassociates.com.

 

 

Disciplining employees for absenteeism

 

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Employees

Employers have heard all the excuses. My alarm didn’t go off. My car broke down. My babysitter didn’t show up. I have a terrible cold. Though sometimes those excuses for being absent or late ring true, chronic absenteeism and tardiness can become a major problem in the workplace, wreaking havoc on productivity as well as morale.

You would think that getting an employee to show up on time, every day, would be a simple matter. But these days, you really can’t simply say, “Be here or be fired” when an employee walks through the door late or not at all. Especially when you throw in legal factors such as the Americans with Disabilities Act (ADA) and the Family and Medical Leave Act (FMLA).

For this reason, employers must employ strategies that not only combat absenteeism, but also keep on the right side of the legal line.

Disciplining

Disciplining employees requires a delicate balancing act. Push too hard and you alienate people. Tiptoe around the core issue and you confuse people. It’s never easy, and most managers never learned how.

When it comes to disciplining an employee for absenteeism, there are several different strategies at your disposal. And deciding which one to take isn’t always cut and dried. You can avoid making disciplinary mistakes that could lead your company to court by following these do’s and don’ts:

√ DO figure out what is an acceptable level of absences, if your organization does not specify a maximum number. Think about how many days an employee could miss without significantly sacrificing work quality.

× DON’T penalize employees who have a legal reason to be late or absent, e.g., they’re going to physical therapy or alcohol treatment, or have permission to leave early for a doctor’s appointment. The same goes for employees who have a legitimate reason to be late or absent, e.g., using company benefits they have earned, like personal days.

√ DO make sure you understand what’s off-limits and who gets the last word on any gray areas that may be in dispute in any policy that affects attendance.

× DON’T undermine your company’s absenteeism policy by ignoring any step that isn’t convenient. It can lead to charges that you applied the rules in an arbitrary or discriminatory manner.

√ DO recognize the difference between the employee who was out one day all year—even if you suspect it wasn’t for a good reason—and the employee who has a chronic problem. Adjust your discipline accordingly.

× DON’T get bent out of shape if an employee challenges your interpretation of any policy that deals with attendance. Work it out.

√ DO begin documenting absences as soon as you notice a trend. Record dates, hours absent, and the reason the employee gives for them.

× DON’T put employees in the impossible situation of choosing their jobs over their health or family responsibilities. That could be a violation of the FMLA.

Managers

No manager enjoys handing out discipline. But it’s an important part of the job, and if you do it the right way, you can help a misbehaving employee solve a problem — or get rid of an employee who is a problem.

Effective managers communicate concern, redirect unruly behavior and confront wrongdoing while maintaining a respectful tone. They leave no room for misunderstanding or misinterpretation.

Regards,

Don Swift

P.S. If you find this newsletter helpful, please consider sharing it with your friends, family, and colleagues. If you need assistance, call 940-228-0550. You can visit my website for more information at www.donswiftandassociates.com.

 

 

HR in a post-Weinstein, #Me Too world

 

 

 

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Sexual Harassment

This fall, the flood of sexual harassment allegations against movie mogul Harvey Weinstein gave women new confidence to publicly denounce sexual harassment.  Therefore,  powerful leaders – not just in Hollywood but in workplaces across the county.  The movement spawned a popular Twitter hashtag, #MeToo. Therefore, millions of women in 85 countries  used to speak out against alleged harassers.

Now’s the time for HR to ask, “Is my organization vulnerable to bombshell complaints?”  What’s the status of your anti-harassment training – are you just going through the motions?  How about your complaint and investigation procedures and response planning?

The truth is, Weinstein’s fall isn’t unique.  To date in 2018 the EEOC has reported sexual harassment claims totaling 7.7K. The settlements amounting to $56.3 MM, with $10 MM over last year.  Because, there has been a steady increase in claims over the past five years!  https://www.eeoc.gov/eeoc/statistics/enforcement/sexual_harassment_new.cfm; EEOC statistics for enforcement and settlement.

#MeToo Movement

Experts say the #MeToo movement will bring more harassment victims out of the shadows.  Because the EEOC receives about 30,000 harassment complaints each year, it estimates that only “6% to 13% of individuals who experience harassment file a formal complaint.”

How should you respond?  Here are four tips:

  1. Rethink your training.

    The main reason most harassment training fails is that both staff and managers see it as a corporate c exercise aimed at limiting liability. For instance, you need to make it clear in your training, communications, and modeling by leaders that yours is a culture of equality and respect.  Furthermore, guarantee that supervisors and managers receive thorough and frequent training.  Tip: Swap your online training video for face-to-face role playing that truly explains what kind of behavior is tolerated.  Furthermore, consider training all personnel more than once a year.

  2. Provide multiple avenues to report harassment.

  3. Many companies fall when it comes to giving employees several different ways to voice complaints.  (Examples:  Notify HR, contact a designated senior exec or call a third-party hotline.)  Because, an employee who is being harassed by her boss is unlikely to file a complaint if your policy requires people to talk to their supervisor.  Therefore, consider graphically displaying the reporting process and placing it on employee bulletin boards.  Increase the number of individuals who can receive initial complaints.
  4. Don’t pull punches with a CEO or top exec.

  5.  Discuss your exec’s actions considering protecting the organization from an expensive lawsuit.  Courts will likely hold your top brass to a higher standard. Because,  if you know what’s going on and fail to stop it, you’re opening the organization  to corporate liability.
  6. Increase your internal training on investigating complaints and enlist the help of outside investigators and counsel. They will be able to better handle the investigation, explain the legal risks and give you guidance on how to proceed.

Regards,

Don Swift

P.S. If you find this newsletter helpful, please consider sharing it with your friends, family, and colleagues. If you need assistance, call 940-228-0550. You can visit my website for more information at www.donswiftandassociates.com.

 

 

Manage Your Workplace Anger

 

 

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Hello all,

 

Workplace Anger

I have watched all of eighty-four of the episodes of Suits.  If you have not seen the series on USA Network, the show is great one to watch to see workplace anger in action.

I know it is a show.  It would not be so captivating if there were not so much anger.  But, the show is a show, and real life is much different.

What is the Basis for Workplace Anger?

It could be the culture of the organization.  Possibly it is a company where to boss thinks anger is required to show leadership, rather than following.

I can also remember a situation with one of my first jobs in a paper mill.  The machine making the paper broke down.  The supervisor grabbed me by the shoulders and threw me around.  It was not only anger, but it was also violent, and the situation could have been life-threatening.

I was a young pup, but could not stand there and take it.  The next morning it was off to Human Resources, to let them deal with it.

No Matter How Hard You Try

No matter how hard you try, at some point in your work life, you are going to become angry.  It is not the anger so much, but how you deal with it.  As well, if you are a boss, how you deal with workplace anger can make or break your company.

Manage Your Workplace Anger

  1. First, don’t let anger get the better of you. If you are the one with the anger, remember, what comes out of your mouth or off your desk in the way of a memo, can never be taken back.

Second, be a great listener. Anger is a normal human emotion but needs to be expressed in an appropriate manner.  There is a right time for everything, and learning to manage anger can lead you in the right direction.

Third, take a step back to search for the root causes. There could be something else that is bothering an employee, or for that matter, you as the boss.  Anger is usually a reaction to something.  Unless you understand the “something,” you can do very little to stop the cause.

Fourth, Chuck Swindoll, a Christian Pastor said, “Life is 10% what happens to you and 90% how you react to it. The remarkable thing is, we have a choice every day regarding the attitude we will embrace for that day” (Brainy Quote, and that includes how we control our words and actions.

  1. Fifth, don’t let people “push your buttons.” In the whole scheme of things, what people say or do that is negative, is their problem.

Sixth, learn to walk away. Engage your mind before your mouth.  Take a walk to cool down or a ½ day before you send out the note with what you would like to say.

Seventh, call on Don Swift and Associates, a leading Human Resources consultant in Wichita Falls, Texas. Don Swift has years of HR expertise and can help you out of any negative HR angry situation.

Call Don Swift Today

Anger in the workplace elicits all types of emotions and consequences.  All of them can be detrimental to you and your company.  And don’t expound the problem by losing good employees.

Good workers are not a dime a dozen.  And when it gets to this stage, you need Don Swift and Associates to help you.  Call on Don Swift at 940-228-0550 to assist you with workplace anger or any other HR situations that may not be working right.

Don Swift is ready to help you and with his years’ of experience, it is the right thing to do for you and your company.  Call Don today at 940-228-0550, or make contact through his Website.

Keep your anger in check with the help of Don Swift and Associates, a premier HR consultant in Wichita Falls, Texas.

Regards,

Don Swift

(Paraphrased from Cheri Swales in Monster Contributing Writer)

 

Don Swift and Associates: http://www.donswiftandassociates.com/

P.S. If you find this newsletter helpful, please consider sharing it with your friends, family, and colleagues. If you need assistance, call 940-228-0550. You can visit my website for more information at www.donswiftandassociates.com.