Archive for May, 2020


Do You Know Your Personality Strength? Take the Assessment with HRinMotion!

Self-awareness is crucial to career development and team culture. Understanding how you operate, recognizing what gets your gears turning and learning how you really handle conflict can significantly improve how you work with colleagues and handle situations.

Sure, you may already have an inherent idea of what your strengths and weaknesses are. But taking a personality test (in an unbiased way) opens your eyes to a fresh perspective and sheds light on qualities you haven’t found the words to describe and maybe even qualities you’ve denied having. It’s pretty enlightening.

There are myriad assessments out there: Enneagram, Myers-Briggs, the 16 Personality Factor Questionnaire. The list goes on and on.

Our favorite? The DISC assessment. Developed by psychologist William Moulton Marston, this “test” examines how an individual ranks in the four areas of behavior – Dominance, Influence, Steadiness and Conscientiousness.

Organizations that utilize DISC benefit from improved communication, more effective meetings, less conflict, more collaboration, greater productivity, and better results. Whether you’re looking to learn more about yourself or develop leaders or work on conflict management, DISC can be incredibly useful.

When it comes to hiring for your business, personality tests are essential to understanding fit. These assessments won’t glean significant insight into quality of work or job performance, but they will show work ethic and strengths, as well as challenges and fears.

It could help with what team an employee is placed on based on leadership or how you approach the onboarding process. If you find they’re a social butterfly, it could help determine where their desk is placed to ensure a conducive and effective work environment – in this case, probably not next to the kitchen.

Now, we want to be clear: The DISC and other personality assessments don’t offer a full representation in understanding a potential or current employee. There are many nuances to consider that come with being human, but it’s a good place to start.HRinMotion can help you integrate DISC assessments into your HR processes.

Should Your Company Continue to Work From Home?

As states begin to open back up and relax regulations around stay-at-home orders due to the coronavirus, many business owners are wondering what the right balance is for themselves and how to approach their own reopening plans.

There is a big chance that COVID-19 will change the future of work. Let’s face it, many people are used to working from home now that they’ve been forced to do it for the past two months — all the while finding how to remain productive, effective and communicative with their teams. There’s also a chance that people almost prefer it now.

It may be time to relax your work from home (WFH) policies. This pandemic is an uncertain, unfamiliar and anxiety-inducing situation — and many people are still weary about heading back into “normal life” too soon. These next few months will require important decisions around:

  • How you distribute information, and what it says about what you’re doing to handle and consider the situation
  • What new measures you’re implementing to ensure the health and safety of employees
  • How you express empathy and understanding for those who are concerned or just not ready to return back to the office yet

As you consider all the options, take the time to evaluate how things are currently going as everyone is working from home. If your team continues this rhythm, are there systems or procedures you could revise? Could you collect everyone’s input on what has and hasn’t worked best for them throughout the past few months? Maybe think about “lessons learned” and apply them to implement a more flexible, but more productive WFH set up for the next few months or a year until things are stable.

Although it depends on your industry, your business will survive if you continue to work from home. There may be a few things to adjust and innovate around, but if you make the effort and make intentional decisions around what is best for your company and employees, everyone can remain safe and healthy.

Unemployment Insurance 101

As nearly 30 million Americans filed for unemployment due to lost jobs or reduced hours amid the coronavirus, many HR departments are in an unfamiliar spot. But this is exactly the kind of situation when unemployment insurance is your saving grace.

When a business is forced to shut their doors for any reason, unemployment insurance provides temporary financial stability for workers (former employees) who no longer have an income. The program also helps to stimulate the economy during a downturn or recession when the unemployment rate typically rises.

This federally mandated and regulated program has been around for a while, but is managed state by state. For example, some states allow eligible recipients to collect benefits for 26 weeks while others allow for 12 weeks. We recommend you dive into your state’s requirements, eligibility and payment amounts to know more.

How does Unemployment Insurance affect you, as an employer?
If your business has employees (from 1 to 100), you are required to pay into your state’s and the federal and state unemployment insurance programs. If you hire independent contractors, this is only applicable for W-2 employees, not 1099. These unemployment insurance taxes fund the pot, so to speak.

How does Unemployment Insurance affect your employees?
Employees do not pay unemployment taxes; It is only the responsibility of the employer. If an employee becomes unemployed and is eligible, they should apply for benefits through their state as soon as possible — but that must be done on their own volition. An employee can only collect unemployment benefits if they are out of work through no fault of their own.

Most of the time, this is a straightforward process for employers and employees alike. However, in the midst of the coronavirus pandemic, the entire program has been flipped upside down. The newly enacted CARES Act, a $2 trillion relief package, extends the duration of unemployment insurance benefits by 13 weeks and increased payments by $600 per week through July 31, 2020.

Regardless of how dire the situation may be, unemployment insurance protects employees when they can’t make ends meet. And employers do their part to make sure the economy and families remain strong.

Efficient Processes Keep this Millennial Happy – Meet Kristi Sellers

NAME: Kristi Sellers

JOB/ PROFESSION: Statistician

TELL THE WORLD ABOUT KRISTI SELLERS!
I earned a Bachelor of Science degree in Criminal Justice with a concentration in Forensic Crime Scene Investigation and a minor in Homeland Security and Emergency Preparedness from Virginia Commonwealth University and a Master of Social Work degree from Temple University. I currently work in regulations with the federal government.

YOUR GENERATION DEMOGRAPHIC: 
Millennial (born between 1980 – 1994)

DESCRIBE YOUR EXPERIENCE IN THE WORKFORCE?
My current experience in the workforce is great, especially when you have the support of management. I have been in positions where I was not supported by management. There was also a lack of training and room for growth within the agency. However, now I have all three, which has helped make my experience more positive.

WHAT DO YOU LOVE MOST ABOUT YOUR POSITION?
I love the flexibility of my current position. As a millennial, we value work, but also personal time to travel and spend time with family and friends. The flexibility of telework and alternative work schedules give me that ability.

WHAT IS THE BIGGEST CHALLENGE IN BEING A MILLENNIAL IN THE WORKPLACE?
“Buy-In” is the biggest challenge with being a millennial. Getting Gen X and Baby Boomers to buy into new ways of operating.

WHAT ARE THE BEST WAYS MANAGERS AND CEO’S CAN ENERGIZE THEIR EMPLOYEES?
Managers and CEO’s can energize their employees by being open to new ideas and ways of doing things. As a millennial, we believe in working smarter, not harder.

HOW DO YOU SHOW UP FOR YOUR TEAM & ORGANIZATION?
I show up for my team by being a team player. I am always willing to step in and help co-workers and management when necessary. I also show up by consistently bringing new ideas to the table and revamping procedures to make processes more efficient and effective.

WHAT ARE YOUR CAREER GOALS?
To be in a management level position and start a new side business in real estate.

WHAT DO YOU THINK IT MEANS TO BE A “LEGACY-LEADER”?
A legacy leader is not simply someone who is in a managerial or supervisory position, but someone who has positively influenced the agency or organization so that processes run smoothly and efficiently. A legacy leader not only ensures that the mission of the agency/organization is fulfilled, but also ensures that staff has the resources to complete tasks, creates opportunities for advancement and provides flexibility and appropriate compensation. A legacy leader is one whose influence and institutional knowledge remains with agency/organization even after they are gone.

HOW CAN WE KEEP UP WITH YOU KRISTIN?
@kristi_renee

HRINMOTION, LLC Q&A FEATURE: Gen Xer’s Have the Ability to Bridge Workplace Gaps – Meet Patricia Thompson

NAME: Patricia Thompson

JOB/ PROFESSION: Director, Human Resources

TELL THE WORLD ABOUT YOURSELF!
I've been in the HR field for over 15 years primarily working in the hospitality industry and for a short period of time in Operations.   During my career I've had several roles ranging from HR Business Partner, Manager up to Director.  My experience encompasses all aspects of HR to include traditional HR responsibilities such as handling FMLA and Workman's Compensation Claims, Performance Improvement/Management, Personal Development, Recruiting, Hiring and Retention, Employment Law, Conducting Investigations, Team Member Relations and Strategic Planning in support of long and short-term business needs. I hold a Master’s Degree in Christian Studies and a Bachelors in Business Administration with a concentration in Management.

YOUR GENERATION DEMOGRAPHIC: 
I have the distinct pleasure of spearheading the “Gen X” generation demographic – at least according to most charts.

DESCRIBE YOUR EXPERIENCE IN THE WORKFORCE?
My experience has been overall very rewarding.  The opportunity to impact the lives of others in an honest and professional way gives me great satisfaction.  As an HR professional one of the most important qualities in my opinion is consistency, confidentiality and building trust with your clients and the people you support.   This can be challenging at times when the "business needs" appear to disregard the "needs" of the employees.  However, keeping a level head and balancing the people and business aspect is key during these times.   Over the span of my career I've witnessed unfair treatment of employees in the workforce particularly for promotions and growth opportunities.   Those are the moments when I rely on my faith and integrity to always do the 'right thing' whether my opinion and recommendations are accepted or not.

WHAT DO YOU LOVE MOST ABOUT YOUR POSITION?
Over the years I've found it very gratifying to be in a position to impact those employees who may be challenged in certain areas and after coaching and mentoring seeing them flourish and go forward successfully.

WHAT IS THE BIGGEST CHALLENGE IN BEING A “GEN XER”?
I actually believe that my generational demographic (Gen X) provides me with a unique opportunity to swing between the Boomers and the Gen Xer's.   In addition, because my adult children are all millennials, I have a knack for appreciating the wit, quick-thinking and advanced technological abilities of this demographic which I actually view as an asset more than challenge.  However, if I had to decide on a challenge, it would probably be more on the side of trying to better understand and then positively influence the younger millennial who may not always appreciate or respect the wisdom and experience that can be obtained from a Boomer or Gen Xer.  On the same token I think the Boomers can use some assistance in bridging the gap between themselves and the millennial.  At times being a Gen-Xer can feel like being trapped between the two sides.

WHAT ARE THE BEST WAYS MANAGERS AND CEO’S CAN ENERGIZE THEIR EMPLOYEES?
Hands down, I believe the best way to energize employees is through trust, recognition and respect.

HOW DO YOU SHOW UP FOR YOUR TEAM & ORGANIZATION?
I show up by being a team player operating in honesty and integrity everyday with the utmost respect and professionalism.  Always being open to new ideas and opportunities.

WHAT ARE YOUR CAREER GOALS?
At this stage of my career I would welcome an opportunity to lead an HR team for a few years and then groom the next great leader.

WHAT DO YOU THINK IT MEANS TO BE A “LEGACY-LEADER”?
A legacy leader leads by example with confidence and tenacity.  Always empowering, mentoring and keeping a keen eye on the next person to fill his or her shoes.