Category Archives: Human Resources

Listening is Good Business

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I love to talk. My mother reminds me of this constantly. Recently, we were watching “Cast Away” with Tom Hanks (you know, the one where he’s stuck on a desert island with no one to talk to but his trusty volleyball).

Upon pronouncing that I absolutely could not imagine being stuck on a deserted island for four years, she said, “Yes, you would go crazy without anyone else to talk to all day long.”

I laughed and pretended to be offended for sport, but she’s spot on. The downside of the fact that I love to talk often means that I’ve had a hard time with listening because I’m excited to say whatever it is I want to say.

But I’ve become vastly better at listening over the years – as a journalist and writer I simply had to do it. Often, silence is the best tool in my repertoire. People feel uncomfortable with silence and are determined to fill it, which means I get to hear more about the topic. So I make myself shut up and listen.

Listening is a critical skill to develop professionally. You have to follow direction from your boss, listen to and analyze customer feedback or problems and deal with those things. You aren’t likely to succeed if you’re not paying attention.

Complicating the issue is technology. I can’t tell you how many times I’ve seen people having conversations when one of the participants whips out a cell phone to text or post to Facebook while the other person is speaking. Quite rude.

Here’s a hint: It looks terribly disrespectful in the middle of a business meeting.

As a quick reminder of how to be a good listener, here are 10 quick tips from Ragan Communications:

  1. Look at the person speaking to you. Maintain eye contact
  2. Watch for non-verbal clues: body language, gestures and facial expressions
  3. Eliminate all distractions. Don’t multitask
  4. Ask questions that let the other person know you heard him and want to learn more
  5. Don’t interrupt
  6. Don’t finish the other person’s sentences
  7. Avoid using words such as “no,” “but” and “however” when you respond
  8. Don’t prejudge
  9. Display a friendly, open attitude and body language
  10. Ask questions to clarify what you heard

Next time you’re in the middle of a conversation, take stock of how well you are listening and adjust where necessary. And always remember that even our most basic skills need refining and sharpening over the years.

Court Strikes Down Controversial NLRB Poster Requirement

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Categories: Business News, Human Resources

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This issue has been kicked back and forth in the court system in the last couple of years. There finally appears to be some closure, much to the relief of America's business community. The Hill reports:

Industry groups, which quickly challenged the rule after it was issued, cheered the ruling. Jay Timmons, the president and chief executive of the National Association of Manufacturers, pledged to remain vigilant against the “rogue” NLRB.

“The poster rule is a prime example of a government agency that seeks to fundamentally change the way employers and employees communicate,” Timmons said in a statement. “The ultimate result of the NLRB’s intrusion would be to create hostile work environments where none exist.”

Judge A. Raymond Randolph, who wrote the decision for the U.S. Court of Appeals for the District of Columbia, suggested the rule was a clear violation of free speech rights because the government “selected the message and ordered its citizens to convey that message.”

Freedom of speech, Randolph wrote, “includes both the right to speak freely and the right to refrain from speaking at all.”

The court did not rule on whether the union poster regulations were constitutional, deciding only that the NLRB exceeded its legal mandate…

Business groups argue the NLRB has favored unions under President Obama's administration and pointed to the poster rule as one of the most egregious examples.
 
“Today’s decision is a monumental victory for small-business owners across this country who have been subject to the illegal actions of a labor board that has consistently failed to act as a neutral arbiter, as the law contemplates,” Karen Harned, executive director of National Federation of Independent Business's Small Business Legal Center, said in a statement.

The advocacy group National Right to Work called the NLRB’s poster rule an “outrageous effort to transform itself into a taxpayer-funded arm of union organizing.”

This is the second major court defeat for the NLRB in recent weeks. The same appeals court ruled in January that Obama’s recess appointments to the board were illegal and therefore invalid. The independent agency is tasked with prosecuting unfair labor practices and conducting union elections.

“Stopping the NLRB’s burdensome agenda of placing itself into manufacturers’ day-to-day business operations is essential to preventing further government-inflicted damage to employee relations in the United States,” Timmons said.

On the Job Hunt? Remember These Few Interview Dos and Don’ts

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Twice now I’ve had the pleasure of venturing back to my alma mater (Franklin College) and helping the journalism department with some student mock job interviews. In the interviews, I am the employer and the student is testing out his or her interviewing skills, with the ultimate goal of helping the students build confidence in those skills.

I came across this infographic on Ragan Communications and found it pertinent to that experience and to anyone currently searching for a job. If you’re getting ready to interview or if you’ve had no luck in landing new employment, read on for some helpful guidelines that might just tip the scales in your favor next time.

Make sure you’ve done your research. Of 2,000 employers surveyed, 47% said the No. 1 mistake job seekers make during interviews is having no knowledge about the company.

Another one to be aware of (but this should come as no surprise): 65% of employers say clothing influences the decision between two candidates. But don’t think being overly fashionable or trendy will land you the job: 70% of employers claim they don’t want applicants who dress that way. Aiming for modest and professional is probably your best bet. And don’t go too heavy on the perfume or cologne. Your interviewer can’t focus properly on your responses if there’s a giant pink cloud of perfume surrounding you.

When I work with college students, most have some serious handshake work to do – and 26% of employers also see a weak handshake as tanking your probability of landing the job. Other physical actions that aren’t great: failure to make eye contact, not smiling, hunching over, keeping your arms crossed over your chest, making too many hand gestures, or just simple fidgeting.

The infographic also gives some handy lists to help with your interviewing, but here’s a quick one to keep handy:

  1. Learn about the organization.
  2. Have a specific job in mind.
  3. Review your qualifications for the job.
  4. Be ready to briefly describe your experience.

Good luck!

Program Matches Guard Members With Job Openings

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There are various efforts taking place to connect military veterans — and the valuable skills they possess — with employers who are having difficulty finding the workers they need. One of those programs is focused on the National Guard, assisting active members, veterans and spouses.

American Jobs for America's Heroes (AJAH) has a mission of encouraging employers across the country to provide job postings. These will allow National Guard employment counselors to match openings with qualified candidates.

Of nearly 360,000 National Guard members (in all 50 states and four U.S. territories), about 20% are unemployed. Only one in four National Guard applicants are accepted. They train continuously in a variety of programs — demonstrating a readiness for learning, strong teamwork and reliability, and an understanding of how to perform in a disciplined organization.

There are no costs for employers or job seekers. Companies can receive assistance at no cost in screening candidates and understanding how military training experience relates to job requirements.

The web site has additional information and registration details. The Indiana Chamber is among many associations and companies (Phillips 66 is the lead national corporate sponsor) supporting this initiative.

The 2013 Best Places to Work in Indiana Are …

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Categories: BizVoice, Chamber News, Human Resources

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We're in the process of putting the finishing touches on the Best Places to Work issue of BizVoice magazine. What can I tell you that won't spoil the secret of where the 100 companies on the list are ranked in each of the four categories?

  • The 100 companies are a record, topping the 70 honored in each of the last two years. There's room for plenty more. If you apply and meet the Best Companies Group criteria in your benefit offerings — and more importantly in the eyes of your employees — you can join the fun
  • There are four categories, based on number of U.S. employees, in 2013 (and in ensuing years)

But you knew that already. What will you be able to read in this BizVoice?

  • Info about all 100 winners
  • In-depth profiles of the top three in each category
  • Columns from five honorees on what it means to be a Best Place to Work and how their organization has benefitted from previous recognition
  • Employees from 10 more businesses on the list, telling what they enjoy most about coming to work every day and which company perk is their favorite
  • A roundtable discussion with four companies that did not make the list in 2012
  • How some try to deal with "turning off the technology" and creating an even stronger work-life balance
  • Summary results from both the employer questionnaire and employee survey

For the rest, you will have to wait for the May 2 awards dinner at the JW Marriott, when 1,200 friends join us for a true Indiana business celebration. BizVoice will be online late that evening with the print edition on the way to your mailbox.

And if you're wondering why your company wasn't included — it probably didn't apply. The applications for 2014 begin in August. Learn more.

Tricky Social Media Rules on Whistleblowing

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Categories: Human Resources, Technology

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The California Chamber's HR Watchdog Blog delivers this complicated tale, explaining a potential victim can even be fired for improperly using social media to document undesirable behavior.

A tech company, SendGrid, recently fired a female employee, Adria Richards, who used Twitter to complain about sexual jokes made by male employees from a different company.

During a conference in San Francisco, Richards tweeted that it was “Not cool” that the men were making inappropriate sexual jokes. She used her phone to take a picture of the men sitting behind her and then used Twitter to post the picture.

One of the men in the photo was terminated by his employer, San-Francisco based PlayHaven.

But Richards also found herself in the middle of a social media storm and was ultimately fired by her employer. SendGrid CEO Jim Franklin blogged that Richards was not fired because she reported offensive conduct, but because of how she reported it – using Twitter to post photographs and “publicly shaming” the offenders.

Franklin also went on to say that Richard’s actions caused division amongst the developer community that Richards serves as part of her job and that she can no longer be effective.

But this is what often happens when an employee complains of inappropriate conduct: A complaint is made, which may create division at work and with customers; people may take sides. Regardless of such division and the ultimate outcome of any investigation, the employee is supposed to be protected from retaliation for complaining of harassment or discrimination.

This situation poses difficult questions: Can an employee complain in any manner he/she sees fit? Airing information across social media platforms and posting pictures of co-workers, customers or collaborators?

The law provides strong protections for those who complain about harassment or discrimination. As demonstrated by recent decisions by the National Labor Relations Board, the law also protects employees who engage in concerted activity with other employees to improve their working conditions — which may include employees complaining to each other over social media.

Don’t Overlook Depressed Employees

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Categories: Human Resources, Wellness

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Sometimes you just know it’s going to be “one of those days.”

You wake up, pour a fresh cup of coffee, raise it to your lips (that first sip always tastes the best) and … wham! It spills everywhere. Then traffic is unbearable and you’re late to work. Once you arrive, the day only gets worse.

For some people, however, every day is a struggle. Depression hinders their ability to function in the workplace and beyond. It’s an intensely personal condition for employees, but one that can have a profound – and harmful – impact on business’ bottom lines.

According to a compelling Forbes story, depression results in 200 million lost workdays in the United States annually. In addition, 9.5% of the adult population will experience a depressive illness in a given year. Your employees don’t have to suffer in silence. Watch for these symptoms:

  • Increasing frequency of sick days: Is your employee visiting the doctor more often but refuses to tell you the issue even under confidence? Does s/he seem to suffer from more than physical pains that you cannot see? Sometimes common colds, flu, stomachaches are symptoms of stress.
  • Loss of motivation: Does your employee look less enthusiastic at work or when completing his usual duties?
  • Changes in social behavior in the workplace: Those who are sociable withdraw from their friends and colleagues. Those who used to be passive could become aggressive and outspoken all of a sudden.
  • Incomplete duties or tasks: Depression sometimes results in memory loss. Is your employee forgetting some project deadlines or fails to accomplish assigned duties on time?
  • Fatigue, tiredness, excessive yawning: Lethargy is one symptom of depression.
  • Increasing number of absent days for other reasons: Is your colleague taking more leave days than usual with increasing frequency, citing other reasons than sick leave? Or does s/he call in the morning with an excuse they could not arrive at work that day? This could flag a possibility of disinterest in work.

Draper Inc. Employee Gets Trip of a Lifetime for Wellness Efforts

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Categories: Human Resources, Wellness

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Over the past few years, employers have begun taking a larger role in the health and well-being of their employees. Many are finding it benefits not only morale, but the bottom line as well when workers are happy and healthy — and more productive. While many are experimenting with rewards programs and weight loss initiatives, Draper Inc. in Spiceland has raised the bar by giving one employee a trip to Hawaii for her efforts.

Draper's blog tells the story of Nancy Vickery, one of the company's nearly 160 employees who met the walking requirements — and her number was drawn to head to America's 50th — and some would argue most beautiful — state. Following the contest, 115 Draper employees were surveyed and reported the following results from their contest:

  • A combined weight loss of 526 pounds
  • Eight of them are no longer taking medications for high blood pressure, high cholesterol or diabetes
  • One of them no longer uses a sleep machine

Both the Indiana Chamber and the Wellness Council of Indiana offer kudos to Draper Inc. for this initiative. If you think your business could benefit from joining the Wellness Council, just reach out to its executive director, Chuck Gillespie, at chuck@wellnessindiana.org  .

Eight Hoosier Organizations Earn Prestigious Governor’s Safety Awards

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Lieutenant Governor Sue Ellspermann and Indiana Department of Labor Commissioner Sean M. Keefer presented Governor's Workplace Safety Awards today to eight Hoosier companies for advancing occupational safety and health in their industries.

"Dedication to a safe work environment should be an absolute goal of every Indiana employer," said Lt. Gov. Ellspermann. "I commend our award winners for successfully implementing significant health and safety practices."

The companies were honored at the 2013 Indiana Safety and Health Conference and Expo luncheon ceremony in Indianapolis. The event was presented by the Central Indiana Chapter of the American Society of Safety Engineers and the Indiana Chamber of Commerce.

"The Indiana Department of Labor is proud to recognize these organizations where the safety and health of their workforce is a top priority," said Keefer. "These organizations represent the best of the best, and Indiana is proud to honor these leading companies and their employees."

Indiana organizations were recognized in the following categories: external education and outreach, innovations, internal education and outreach, and partnerships.

The 2013 Governor's Workplace Safety Award recipients are:

  • Aisin Drivetrain, Inc., in Crothersville — internal education and outreach for a medium-sized company
  • Marmon Retail Home Improvement Products, Inc., (formally known as Cerro Wire, LLC) in Crothersville — external education and outreach
  • Cummins Seymour Engine Plant — innovations for a large-sized company
  • DePuy Synthes Joint Reconstruction in Warsaw — internal education and outreach for a large-sized company
  • Gribbins Insulation Co., Inc., in Evansville — innovations in construction
  • Lebanon Community School Corporation — partnerships for construction safety
  • Lord Corporation in Indianapolis — internal education and outreach for a small-sized company
  • PAOLI Furniture — innovations for a medium-sized company

"Safety in the workplace cannot be overrated," said Indiana Chamber President Kevin Brinegar. "When a company ensures that safety is a top priority and implements an occupational safety plan, employees, customers and the community win.

"A major benefit of a safe workplace is an efficient, profitable organization with employees who feel they are valued," added Brinegar.

The 2013 Governor's Workplace Safety Awards are a result of a partnership among government, business and safety leaders: the Indiana Department of Labor, on behalf of the governor, the Indiana Chamber of Commerce and the Central Indiana Chapter of the American Society of Safety Engineers.

Governor Mike Pence plans to further honor award recipients at their worksites in the near future.

To learn more about the Governor's Safety Awards program, visit www.in.gov/dol/2381.htm. For more information about the 2013 Indiana Safety and Health Conference and Expo, visit www.insafetyconf.com.