upstartHR - 3/125 - entry level HR, corporate culture, and human resources leadership

We Wish You…

Merry Christmas

Captain Awesome in his new Rudolph threads

From the Eubanks house to yours, we wish you a very merry Christmas!

Whatever reason you have to celebrate this time of the year, enjoy it. I pray that you’re blessed beyond measure and that you take a little time to bless others as well. Any opportunity to bring joy to others in the form of a smile, a gift, or a heartfelt comment is truly worthwhile.

We’ll be back next week with more HR fun. :-)

I Sent You a Meaningless Email–Um, I Mean eCard

I sent you an eCard.

Screenshot 2014-12-18 13.21.20No, really. I care so much that I took the two minutes to fill out an online form and email (spam) dozens of people all at the same time with a message that is so vague and so general that I could have sent it to people that I don’t even know with virtually the same results.

Now wait for the music and art to load. Want a hint? There will be an inoffensive instrumental track, saying, and picture with my name stuck on the bottom. Yes, I know I’m the most thoughtful person ever.

Now read the one-line template message that I thought was so meaningful that I took you away from your work, family, or other obligations just to get you to look at this eCard.

Enjoy.

Editor’s note: This is obviously a joke, but please keep this in mind when you are communicating with employees. The same rules apply. If you’re taking them away from work, make it worthwhile. I have received dozens of these “eCards” in the past few weeks, and not one of them was as meaningful as a single handwritten note or personal message. If you are sending a message, try to be as targeted as you can. Enjoy your day!

 

Newsflash: HR Creates a Policy

Breaking news

Anywhere, USA – This morning we got word that someone in HR created a policy. We’re not sure what the policy was as of the time of this report; however, we were assured by our sources that it was “highly necessary” for the business to continue functioning.Policy

Our resident HR expert, Stu Pidhead, had this to say, “I have been a long-time believer in policies. Without them our employees would run rampant, exercise their own judgment, and be able to do pretty much whatever they want. How can we expect to run a business when employees have autonomy for how the work gets done or choices when it comes to rewards and recognition? No, no, and no. We have to restrict those things for the good of our employees and the world. They just don’t know better, and we have to educate them.”
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Engagement Tip #49: Highlighting Employee Interests

I talked previously about my jump to Republic Wireless. I love the phone and the service, but I also love following the company’s blog and learning more about who’s behind all of that greatness. Recently they shared a very unique idea that I wanted to explore today.

At Republic, we aren’t actually corporate robots stored in closets at the end of the work day (although I, for one, welcome our new robot overlords). We’re people with talents, hobbies, and interests outside of our work providing value for our members through our phones and service. If you happen to wander the halls of Republic HQ in Raleigh, North Carolina, you’ll see dozens of framed photos of employees that answer the question: What Do You Love? (Source)


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The Ultimate Holiday Party Flow Chart

I don’t know about you, but I have seen, read, and heard more about holiday parties this year than ever before. Honestly it’s more exhausting reading this stuff than actually planning, hosting, and cleaning up after one of the things.

  • Should we have one?
  • Should we not?
  • What should we call it?
  • Who should we invite?
  • Should it be mandatory?
  • Should we serve alcohol?
  • And every other variation of this question has been published, posted, tweeted, and shared. Seriously? We need that much discussion on this?

The solution you’ve been waiting for


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Can I (and Should I) Fire An Employee for Social Media Content?

google job candidatesThere is a phenomenon that doesn’t get talked about much publicly, but it’s something that in-the-trenches HR folks deal with fairly regularly. While we want to “rise up” and think about big picture, have a strategic viewpoint, and assume the best, there are always going to be friction points that hold us back. It’s a part of the whole “working with people” thing. :-) Today I want to talk through a few recent questions I have received around the impact of social media in the workplace.

We recently hired someone, but after he started I found out that he is posting offensive content to his Instagram page. Should we fire him? This is his first real job after college.

In some cases, it’s perfectly acceptable to terminate someone for what they are sharing online, especially if it would be harmful for your company if it were to come into the public eye. In this case, I’d take a coaching approach initially. The guy’s in his first job and might not realize the implications of what he is sharing. Take him aside, explain why he should NOT be sharing offensive things on a public social media site, and ask him to make it private and/or stop.
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How to Protect Your Sensitive Employee Data

This post brought to you by 3M. The content and opinions expressed below are that of upstartHR.

When you work in HR, you have access to a substantial amount of sensitive business data. It’s just the nature of what we do. But technology is continuously improving to help keep our data safe, and I want to talk about one new option that is making that possible.

In the age of cybersecurity, hackers, data breaches, and other web-based threats, it’s easy to forget that the simplest security lapses often involve a human element.
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