Archive for June, 2015


“They Said What?!” Don’t Let Office Rumors Derail Your Business

Office Workers GossipingEmployees may no longer crowd the water cooler to catch up on the latest office gossip, however, negative rumors still run rampant in the workplace today.

Gossip among coworkers neither increases productivity nor improves workplace morale. It may seem like a petty problem, but managers and business owners should pay attention to the possibility of major legal and financial consequences of even the smallest rumor. HRHero.com points out that although gossip should not support a worker’s compensation claim, it could very well provide key evidence of other unlawful conduct, such as harassment or discrimination—increasing your exposure to legal liability.

Rumors have the potential to affect more than a person and his/her credibility. Consider the implications of a rumor about budget cuts or staffing changes—it won’t take much to make your employees nervous enough to consider jumping ship. Gossip can easily foster mistrust and uneasiness between management and staff.

Does your business have a strong HR professional who can implement policies and procedures to manage gossip before it gets out of hand? Fredricia Cunegin, CEO of HRinMotion, LLC, encourages managers to address negative office rumors and gossip head on and incorporate HR policies that align with dissuading employees from talking negatively about each other or the company.

“Gossip, a negative behavioral trait of spreading unfavorable images of others, is not a constructive team building tool, and should not be tolerated in the workplace.” -Fredricia Cunegin

HRinMotion, LLC specializes in employee creativity and compliance, organizational support services and employee communications. The company also addresses talent acquisition—another important element when mitigating the harmful impacts of office gossip. The hiring process can reveal rumor “fire starters,” but sometimes it requires the observation of a third party who is indifferent to internal norms, and has the ability to work with a sense of urgency, and objectivity to assist you to bring resolve and stay focused.

Protect the infrastructure of your business by connecting with a human resource management (HRM) consultant who knows how to support your HR function while helping to move the business forward.

SOURCES:

https://hrinmotionllc.com/organizational-restructuring-support-services-hr-in-motion/
https://hrinmotionllc.com/hr-risk-management-services-hr-in-motion/
http://tribehr.com/blog/managing-rumors-and-gossip-in-the-workplace

When Life Changes for Your Employees

Sad Employee“Work-life balance”—read any business or lifestyle magazine on the rack today, and it’s one of the most common phrases you’ll encounter.

Everyone’s trying to achieve the elusive perfect formula, but no matter where they fall on the spectrum, personal matters always spill over into the workplace—and companies must consider the challenges that may arise when an employee experiences a life change or personal crisis. As an employer and business owner, how do you react, show empathy and maintain the workflow of your business?

A wedding anniversary or a child with a cold may call for an employee to request just a day or two off. But as a supervisor or manager, approving a simple time-off request may not suffice when an employee has a death in the family or goes through a divorce. When a company fails to meet the needs of its employees beyond generic policies and procedures, the risk of losing human capital increases because employees come to work for more than just monetary compensation. Most people long to work for a company and manager who actually care about them beyond work deadlines.

According to a study conducted by Gallup.com, investing in your employees as people rather than simply staff members maximizes their engagement on the job. The study reports that employees “value communication from their manager not just about their roles and responsibilities, but also about what happens in their lives outside of work.”

From a human resources standpoint, your company probably provides an employee handbook that addresses sick leave, time off for bereavement and vacation time. But how does your company manage the workload when an employee needs an extended leave of absence? Do you have a policy that prohibits other employees from giving monetary gifts to a co-worker in need? Can employees attend the funeral of a colleague’s loved one?

It is imperative that anyone who owns a business, big or small, considers the “human element” in human capital investment. Utilizing an experienced human resource practitioner is the key to addressing these issues. HRinMotion, LLC specializes in creating policies and procedures that are customized to align with your company needs and goals.

After a major life change, negative or positive, your hope is that your employee returns to the work environment ready to continue offering their best. An employee’s hope is that you think of them while they are on leave. Give HRinMotion, LLC the opportunity to customize your corporate human capital management needs.

SOURCES:

https://hrinmotionllc.com
http://www.gallup.com/businessjournal/182321/employees-lot-managers.aspx