Generational Unhappiness
I recently conducted a workshop on Managing Generational Differences in the Workplace for a group of executives in career transition. Consistent with most demographics this group was predominantly comprised of Baby Boomer men and women over age 45 although there were a handful of Generation X'ers (those born between 1965 and 1980) in the audience as well.
I find the subject of generational differences a fascinating topic and have been conducting workshops on the subject for several years. For the first time in history we have four different generations working together in the same workplace.
• The Matures aka WWII Generation
• The Baby Boomers
• Generation X
• Generation Y aka the Millenials
Each group has distinctly different views on authority, company loyalty and their relationship with their boss. Therefore each group must be managed and motivated differently for companies to truly benefit from the skills and abilities of this multi-generational workforce.
During the session one of the attendees asked me for my view on a recent study that showed both young and old are increasingly dissatisfied with their employer for the first time in over 20 years
There are no surprises here. After all, many retirement plans have been delayed, colleagues have been downsized and company missions rewritten in response to the changing economy. It's no wonder that the remaining employees are disheartened with their employers. "So what's an employer to do?" someone asked. "Aren't we as managers and employers responsible for their happiness?"
My dad used to tell me "Phil, there are folks out there just looking to blame their whole miserable life on somebody else" and I believe that statement to be very relevant to this current state of dissatisfaction. In my view, the job is what you make it and it's not the employer's responsibility to insure your happiness. Sure, there are best practices when it comes to creating a pleasant work environment and I believe most companies strive to achieve a balance between what employees want and what the company can afford. One of my clients has a banner in the lunchroom that says "Choose Your Attitude." To me that says it all.
So after proudly sharing my views, the Baby Boomers applauded and nodded approval. Meanwhile the Gen X folks were stoically busy with their blackberries. It's not that they were unhappy, just disinterested in what the old guy in the front of the room had to say!
Have a safe and happy spring season.
Phil
Top 5 Reasons For an HR Audit
An HR audit is an objective review of your HR policies, procedures and resources to help you evaluate whether specific practices are adequate, legal and effective. Here are the top 5 reasons for conducting an audit
Reason #1- Cost Savings
Employee pay and benefits are the greatest expense in most companies. An HR audit can identify methods to improve pay practices, benefit plans and administrative practices that can save you money.
Reason #2-Protection from Employment Actions
Laws are constantly changing and most business owners rarely have the time and resources to keep track of these changes. Federal, state and local law changes can impact your employment practices and perhaps more importantly, failure to comply with these laws can result in financial penalties and even criminal prosecution.
Reason #3- Consistency and efficiency
As your business changes your policies and practices may need to change as well. The HR audit will identify outdated, inefficient and inconsistent practices and enable you to update those practices that best serve the organization.
Reason #4- Benchmarking
How do your employee policies and benefits match up to similar businesses in your area and/or industry? As part of the audit you will receive insight on current best practices and trends.
Reason #5- IT"S FREE
For a limited time HR Solutions, LLC is offering a free HR audit for our newsletter subscribers. Call our office in the next 30 days at 610-287-1162 to schedule your appointment.
Recent Press Release
Philip S. Brunone, President of Harleysville based HR Solutions, LLC, was recently named as a nominee for the 2010 Delaware Valley HR Consultant of the Year award. The award recognizes the achievements of top human resource professionals who serve as independent consultants or who operate a consulting practice. Winners will be announced at a recognition dinner on May 13, 2010.
HR Solutions, LLC provides human resource consulting and outsourcing solutions for small and medium size companies in the tri-state area.
Tuesday, April 27, 2010
February Newsletter
OUR VIEW OF THE 2010 EMPLOYMENT LANDSCAPE
At the time of this writing we are experiencing our second major winter storm this season. Like most of you I spent the last few hours shoveling what the snow plow contractors call "white gold". Don't get me wrong, I'm happy that those folks have this opportunity to make some extra money but I have another name for this frozen mess that is not quite as endearing. Needless to say, I've had it with winter already and I find myself escaping "snowmageddon" and drifting into the beautiful landscaped gardens in the photo above. So in keeping with the theme, here is our view of the current employment landscape that will impact business owners this year.
Employee Turnover and Retention
Most experts agree that as the economy continues to recover and employment opportunities increase, top talent will seek to leave their current employer for what they perceive to be greener pastures. While thankful to have survived layoffs and restructuring many of these folks are emotionally drained from the carnage that took place in their organizations and need to mentally separate from the past. It's a difficult task for employers to counteract these memories but for the all-star players on your team it's worth trying. Let them know how important they are in helping rebuild the organization and thank them for coping with all of the changes. Your vote of appreciation and recognition may give you the winning edge.
Employment Discrimination Cases
2009 statistics reveal some interesting trends. For the first time retaliation claims are tied with race discrimination as the most common type of charge filed with the EEOC. Race discrimination claims held the top spot for many years but with the increased pressure on companies to operate with high integrity and morality, more and more employees are coming forward to blow the whistle on what they feel to be impropriety at the top. The accused business owner or executive often retaliates against this perceived act of disloyalty and creates the basis for the charge.
Another surprising statistic is the dramatic increase in male sexual harassment charges. Over the past several years the number of male workers claiming they were the victim of sexual harassment has doubled. Many believe this is attributable to the increase in women executives in the workplace and in some cases the desire to humiliate someone during tough economic times in an effort to secure one's own place in the organization. Protecting your company against either of these issues is as simple as having an "open door" policy in place that encourages employees to come forward without hesitation to discuss their perceptions with an executive or member of management. Training managers to properly handle these discussions is also a critical element in the process.
Wage and Hour
If there is one area where I believe we will see increased activity it's in wage and hour claims. In a previous newsletter I wrote that the Wage and Hour Division of the Department of Labor was publicly embarrassed when one of their investigators was recorded trying to deter a caller from filing a claim. In response, an additional 250 field inspectors were hired to increase visits to employers, conduct audits and correct violations. This increased inspection workforce will not bode well for the companies that don't pay much attention to timekeeping records, meals, breaks, employment of minors and mandatory workplace postings. Fines for violations are steep and can be assessed for actions that occurred up to 3 years before. My advice on this one.... Get some help from your HR professional and accountant to make sure you are in compliance.
Labor Management and Union Avoidance
The Employee Free Choice Act still has legs and most agree that we will likely see some form of this legislation approved in 2010. The current administration received substantial campaign contributions from organized labor and has already indicated their public support of the "card check" process. Fortunately, saner heads have prevailed and it appears that the secret ballot election process will be maintained in some format, albeit with a diminished campaign period. Again, training your managers to identify warning signs of union related activity is a key component in maintaining a union free workplace.
If we can help you with any of these employment "land mines" please contact us. Oftentimes a free consultation will uncover issues that can save you big money and let you get back to focusing on what's really important...growing your business!
P.S.
Thanks for all the comments on the holiday poem from last issue. Your kind words are greatly appreciated.
Phil
At the time of this writing we are experiencing our second major winter storm this season. Like most of you I spent the last few hours shoveling what the snow plow contractors call "white gold". Don't get me wrong, I'm happy that those folks have this opportunity to make some extra money but I have another name for this frozen mess that is not quite as endearing. Needless to say, I've had it with winter already and I find myself escaping "snowmageddon" and drifting into the beautiful landscaped gardens in the photo above. So in keeping with the theme, here is our view of the current employment landscape that will impact business owners this year.
Employee Turnover and Retention
Most experts agree that as the economy continues to recover and employment opportunities increase, top talent will seek to leave their current employer for what they perceive to be greener pastures. While thankful to have survived layoffs and restructuring many of these folks are emotionally drained from the carnage that took place in their organizations and need to mentally separate from the past. It's a difficult task for employers to counteract these memories but for the all-star players on your team it's worth trying. Let them know how important they are in helping rebuild the organization and thank them for coping with all of the changes. Your vote of appreciation and recognition may give you the winning edge.
Employment Discrimination Cases
2009 statistics reveal some interesting trends. For the first time retaliation claims are tied with race discrimination as the most common type of charge filed with the EEOC. Race discrimination claims held the top spot for many years but with the increased pressure on companies to operate with high integrity and morality, more and more employees are coming forward to blow the whistle on what they feel to be impropriety at the top. The accused business owner or executive often retaliates against this perceived act of disloyalty and creates the basis for the charge.
Another surprising statistic is the dramatic increase in male sexual harassment charges. Over the past several years the number of male workers claiming they were the victim of sexual harassment has doubled. Many believe this is attributable to the increase in women executives in the workplace and in some cases the desire to humiliate someone during tough economic times in an effort to secure one's own place in the organization. Protecting your company against either of these issues is as simple as having an "open door" policy in place that encourages employees to come forward without hesitation to discuss their perceptions with an executive or member of management. Training managers to properly handle these discussions is also a critical element in the process.
Wage and Hour
If there is one area where I believe we will see increased activity it's in wage and hour claims. In a previous newsletter I wrote that the Wage and Hour Division of the Department of Labor was publicly embarrassed when one of their investigators was recorded trying to deter a caller from filing a claim. In response, an additional 250 field inspectors were hired to increase visits to employers, conduct audits and correct violations. This increased inspection workforce will not bode well for the companies that don't pay much attention to timekeeping records, meals, breaks, employment of minors and mandatory workplace postings. Fines for violations are steep and can be assessed for actions that occurred up to 3 years before. My advice on this one.... Get some help from your HR professional and accountant to make sure you are in compliance.
Labor Management and Union Avoidance
The Employee Free Choice Act still has legs and most agree that we will likely see some form of this legislation approved in 2010. The current administration received substantial campaign contributions from organized labor and has already indicated their public support of the "card check" process. Fortunately, saner heads have prevailed and it appears that the secret ballot election process will be maintained in some format, albeit with a diminished campaign period. Again, training your managers to identify warning signs of union related activity is a key component in maintaining a union free workplace.
If we can help you with any of these employment "land mines" please contact us. Oftentimes a free consultation will uncover issues that can save you big money and let you get back to focusing on what's really important...growing your business!
P.S.
Thanks for all the comments on the holiday poem from last issue. Your kind words are greatly appreciated.
Phil
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