Recently I asked for some help in preparing for a local session on employee compensation challenges. I had some good responses and wanted to share some of the insights and advice with everyone. I’ll be sharing two blogs on the topic: determining what to offer employees and how to get managers on board.
The number one response that HR professionals said was most difficult was figuring out what to offer. In the video I talk about some of the key ways to determine that information, including using local salary surveys for the cheapest and most accurate information. I would encourage companies to avoid using free, unverified tools like salary.com for building compensation structures. In addition, I discuss the importance of having an overarching compensation strategy to drive decisions from a high level. Check it out!
Employee compensation challenges video
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This week I connected with a wonderful person who shared something that I just had to plug here. You know I’m a fan of certification and the benefits it can bring to your career. But once that certification is done you have that teensy, minor detail of getting 60 credit hours in order to recertify every three years.
Truth be told, many of us scramble at the last minute to get them in (or just to collect the information if we already attended enough events–goodness we can be so disorganized with our own professional development!) But what if I told you there’s a way to get 80% of the credits you need for your next recertification. For free. Over the Web. From the comfort of your home or office.
Yeah, I knew that would get your attention. :-)
May I introduce you to Ultimate Software’s HCM Online Academy? Let’s get you two acquainted. Continue reading
The other day I received an email from UPitch. It’s basically like Tinder for PR pitches. Still not sure? Here’s the gist:
You open the app and see a pitch. Then you have two options:
- You don’t like it, don’t care, or generally are disinterested, then you swipe it left off the screen and see the next one (anonymously).
- You like it and want to know more, you swipe it right and connect with the PR professional behind the pitch to begin the conversation.
What’s the point? Speed. Within a minute you can swipe through a dozen that are irrelevant to you personally and find the one or two that you want to pursue.
Taking the Leap
Recently I read The Front Line Leader by Chris Van Gorder while I was on a flight. Usually when I’m flying I take something fun/entertaining to keep my attention, but I needed to knock down my review pile so I grabbed this one.
I’m so glad I did.
I read it from cover to cover and made dozens of notes as I did. In short: this book is one of the best and most interesting that I have read in several years. It highlights Chris’ role as the CEO of Scripps Health Network and how he leads the organization, some of the practices they use, and loads of other interesting things about this innovative organization. Get your own copy.
The Front Line Leader Video Review
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If you’ve been tasked with conducting a training and development program, it’s important to look at the issue from all angles. This involves taking a deeper look at the role that each individual plays in the organization, and where there are gaps in the current employee training program. Here are five areas to focus on as you examine the organization’s training needs.
1. Analyze the organizational goals
One of the primary ways to identify a business’s training needs is by looking at the organization’s goals and strategies. An organizational assessment takes a deeper look at what these goals and objectives area, and how effective the team currently is at the moment. You can also look at the history of employee training and if it made any measurable changes in the organization’s performance. The purpose of this type of assessment is to help you see the bigger picture, forecasting where training would be required and how effective it would be.
2. Conduct a work or task assessment Continue reading
Recently someone asked this question on Quora, a site that I sometimes drop by to help shed some light on the world of HR:
If I lie about a past felony on job applications, will the California FCRA keep background checks from finding out?
The first two responses to the question were focused on what the law covers and how the person might hide their information–interestingly enough I don’t see their answers on the site anymore, so I’m not sure what to think on that. However, here’s what I offered as advice:
Since the others didn’t address it in their answer, I’ll go ahead and say it: you don’t want to start your career off with a lie. There are studies that show the number one predictor of long term success is integrity–if you’re willing to sacrifice yours now, well…
If I was the HR director at the organization and found out later that you had lied about something like that, we would terminate. If you lie to me once there’s a good chance you’ll do it again.
This isn’t a dig at you or your history–this is a plea to maintain your honesty, especially when it gets hard. There are careers that don’t require you to pass background checks (small employers and startups rarely use them).
Fun, happy, and crazy employees make this job awesome
I absolutely love this profession, but we have some interesting challenges in front of us. On one hand, HR really wants to be strategic. On the other, we deal with unbelievable people issues. The variety really keeps us on our toes! The notes below are based on comments I have had with employees and managers over the years, and I’m willing to bet you have had some of these, too. Feel free to add your own to the list below!
- I know you don’t like that brand of clothing that one of your employees wears, but we can’t create a policy banning it. Might I suggest something radical? How about taking with the individual directly?
- Yes, we have limits on what we can offer to candidates. That’s why we call it a compensation range, not just a compensation suggestion.
- No, you can’t fire her for poor performance solely because she’s not working as much as your other staff. She’s taking intermittent FMLA leave, remember?
- No, I can’t find someone with all of those qualifications you listed. The job requisition asks for a combined total of 72 years of experience.
- Sorry, tuition reimbursement doesn’t cover your travel to a quilting conference. No, I won’t request a waiver of the rules just for your “special” case.
- Certainly! We’d love to consider you for a promotion just as soon as you can start coming to work on time and sober for more than a two day stretch. No, I don’t think that’s asking too much.
- What do you mean you didn’t know about the seven emails I sent, the poster in the break room, the flyer I put on your desk, the letter I mailed to your home, or the all hands conference call where I explained the open enrollment deadline?
- I know you think you’re right, but cc’ing every management level up to the CEO on notes in your email battle with another individual is a bit much. Yes, it makes you look a bit crazy.
- I appreciate the retirement plan fund suggestions, but your brother’s company stock isn’t available through our company plan. Yes, I already checked.
- I know you think your employees are engaged, but your manager survey scores indicate otherwise. Why haven’t they said anything? Probably because of this “blows up angrily at any comment or question” item that I keep seeing on all of your survey results.
Bonus (vendor style): Yes, I’m well aware of the mistake, Mr. Insurance Provider. We provided the complete and accurate documentation in time and via your requested method. Apparently the mistake was choosing you as a provider since despite all that you managed to lose my employee’s application for coverage and are now denying them coverage.
So, which ones have you said lately to your employees? What would you add to the list?