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.” Continue reading →

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. Continue reading →

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. Continue reading →

The Powerful Pull of Restaurant Careers

This post brought to you by National Restaurant Association Educational Foundation . The content and opinions expressed below are that of upstartHR.

Over the past few weeks as we have explored various areas of the restaurant industry, including career opportunities, compensation, and more. Today I want to direct your attention to the power of the industry both in providing initial job opportunities as well as long-term prospects. Here are a few of the key statistics from the infographic below:

  • The restaurant industry provides a great start for younger workers. 92% of restaurant employees younger than 18 say their first job was in the restaurant industry.
  • Many of these employees stay in the industry for a long time. Restaurant employees ages 25- to 34-years old have a median tenure of 10 years in the industry, while employees ages 35-to-44-years have a median tenure of 19 years.
  • Many who venture out of the industry return: 60% of restaurant industry employees 35 and older have returned to the industry after stints in other fields.
  • This is an industry that allows employees time to pursue higher education. 64% of bartenders, 49% of restaurant managers and 41% of servers are currently attending a four-year college or university.

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The Condescending HR Lady is Alive and Well

The term “average” is used commonly, but we sometimes forget what it means. The “average” score is made up of the highest and lowest scores. The “average” experience is made up of the best and worst experiences. And the “average” HR person is a mix of the best, most engaged and innovative professionals out there and the laziest, most unhelpful people you’ll meet.

This is a story about the latter. It’s also a reminder of the importance of not only what you are doing, but how you are doing it as well.

I have experience administering health benefits for an employee population, both local and dispersed, so I understand the intricacies of putting that together and taking care of employees. I also am acutely aware of the problems and the need to communicate carefully and kindly with employees who are having trouble with their benefits.

In case you were not aware, the number one reason of bankruptcy in the US is due to medical emergencies–not having the coverage in place or having problems with it could be catastrophic for a family to deal with. That is why I am fanatical about having this taken care of appropriately for the employees in my care.

Please never do this to your employees

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