Raising Employee Morale in the Workplace

Employee morale has a direct effect on employee engagement, productivity, and retention and is determined by your people’s views and opinions towards their work environment and their overall level of satisfaction towards serving as an ambassador of your company.

As employee morale elevates, satisfaction and productivity rise. When employee morale is low, progress sinks, and it’s time for employers to reevaluate how they can better connect with and motivate their teams. Communication, collaboration, feedback exchange, recognition, and social bonds are all crucial features of a company culture that values its people and can move them to achieve their best work.

 

 

Important criteria for a Human Resource leader to do are as follows:

·         Streamline work responsibilities by your people’s talents and skills

·         Give them room to grow through professional development opportunities

·         Recognize employee achievements with genuine appreciation

·         Be transparent with your company’s vision and goals

·         Open the floor for feedback and listen to your people

·         Create and promote a lunch culture at the office

·         Build a strong team by giving back together

·         Promote an atmosphere of celebration and team spirit

The year 2020 cannot end fast enough for many businesses, and focusing on the foundation and morale of your company is vital to having success in 2021 and beyond.

It is good to have a partner that is an expert in utilizing the most advance resources available today.  Questco is there to help you inspire your labor force through a plethora of HR Services such as: Payroll Services, Benefit Plans, Benefits Administration, HR Technology and Workers’ Comp & Safety Services.  Utilizing Questco’s vast experience, your company can thrive in today’s environment.

Charlie Reeves, Senior Business Development Manager, has decades of experience in Human Resource Solutions.  He is one of the most senior members at Questco and recognized for helping clients of all sizes save money, improve labor efficiency and provide the strongest support for HR Services.  As an entrepreneurs himself, he has lived the long days and sleepless nights on the road to success.  He brings the skill and scale to support you in the pursuit of your goals.  For more information on payroll services, benefit plans, benefits administration, HR technology, workers’ comp and safety services email Charlie.Reeves@questco.net or contact him directly at 936.521.5841.

Hiring in the Digital Age

It wasn’t really that long ago that online applications became the norm.  However, today, managers can make use of current technology that will ease the burden on the company as well as potential employees.

It is well documented that a company is only as good as its hires, and a great Human Resource team is the backbone of a successful company.  Hiring is a process that takes a lot of skill, effort and tie.  Finding the right or ideal candidate for the job involves looking at attitude, allowing for flexibility, encouraging diversity, and asking thoughtful questions. These and many other factors are involved in selecting the right candidate, but the downside of being thorough is that it can lead to the hiring process bogging down productivity.

Luckily, living in the digital age means that hiring managers can take advantage of technology to streamline their processes and make hiring faster and more efficient.  Sifting through hundreds of applications can take up a lot of time, so it’s beneficial for managers to make use of current technology and ease the burden on both the HR team and the applicant.

Digital Technology can be used to find the right people to fit your needs.  In addition, with a complete digital network, companies can reach more potential candidates than ever before.  Utilizing AI Assistance which can be used for talent engagement of potential candidates as well as automating communication and making coordination with applicants faster and easier.  An applicant tracking system will save your teams both time and money.  Social Media can be used to seek out candidates.

It is good to have a partner that is an expert in utilizing the most advance resources available today.  Questco is there to help you inspire your labor force through a plethora of HR Services such as: Payroll Services, Benefit Plans, Benefits Administration, HR Technology and Workers’ Comp & Safety Services.  Utilizing Questco’s vast experience, your company can thrive in today’s environment.

Charlie Reeves, Senior Business Development Manager, has decades of experience in Human Resource Solutions.  He is one of the most senior members at Questco and recognized for helping clients of all sizes save money, improve labor efficiency and provide the strongest support for HR Services.  As an entrepreneurs himself, he has lived the long days and sleepless nights on the road to success.  He brings the skill and scale to support you in the pursuit of your goals.  For more information on payroll services, benefit plans, benefits administration, HR technology, workers’ comp and safety services email Charlie.Reeves@questco.net or contact him directly at 936.521.5841.

Helping Your Employees Work from Home

 In the middle of March 2020, a flu-like virus started making headlines.  The COVID-19 lockdown was supposed to only last a couple of weeks and maybe a month at the most just to flatten the curve.  However, the narrative of today is causing many organizations to tell their employees they can stay home for the rest of the year, potentially changing the work environment forever.

Therefore it is important for businesses and organizations to help their employees create the right workspace which will help them be more productive.  It would be advantageous to create a manual to share best practices for a home office setup.

1.        A good chair!  Sitting for hours in an uncomfortable chair is the worst and it doesn’t help anyone do their best work.  It doesn’t have to be the most expensive chair, but keeping your back and neck properly supportive will keep an employees’ neck and back happy.

2.       Computer monitors.  Everyone’s taste in computer monitors is different.  Some people want on big monitor and others may desire a dual monitor.  Regardless, if you are not traveling then having a larger monitor is great for your eyes and neck.

3.       Lighting.  It can be nice for employees’ eyes and even mental health to have a workspace near natural lighting.  Seeing outside and enjoying a view of sunshine can lead to increased productivity.

4.       Storage.  In the workplace, we have access to supply cabinets with all of the things we need like ink cartridges, pens, paper, staples, etc.

5.       Ample desk space.  Having the proper desk space will be important to create an environment that allows employees to separate working from sitting at the kitchen or dining room.  It will create a barrier for other family members to understand that they are at work.

Every situation is different.  Having a home office space can create a huge difference in work productivity.  It is good to have a partner that you can utilize to help you navigate these types of issues.  Questco is there to help you inspire your labor force through a plethora of HR Services such as: Payroll Services, Benefit Plans, Benefits Administration, HR Technology and Workers’ Comp & Safety Services.  Utilizing Questco’s vast experience, your company can thrive in today’s environment.

Charlie Reeves, Senior Business Development Manager, has decades of experience in Human Resource Solutions.  He is one of the most senior members at Questco and recognized for helping clients of all sizes save money, improve labor efficiency and provide the strongest support for HR Services.  As an entrepreneurs himself, he has lived the long days and sleepless nights on the road to success.  He brings the skill and scale to support you in the pursuit of your goals.  For more information on payroll services, benefit plans, benefits administration, HR technology, workers’ comp and safety services email Charlie.Reeves@questco.net or contact him directly at 936.521.5841.

Does Your Workplace Have Something in Common with the WWE?

In the 1980’s, many Texas families gathered around the television set to watch the Von Erich Family battle their villainous foe’s across the wrestling ring.  Preceded by patriarch, Fritz; David, Mike, Chris and Kerry would take on the muscle bound maniac jumping from the ropes in usually ended the night with a come from behind victory.  Of course; the night’s festivities were scripted and if one were to look behind the cameras they would see the adversaries enjoying each other’s company in the locker room.

Today’s workplace tension caused by current events is much worse than Saturday Night Wrestling.  Current events, such as political concerns, racial issues, protests and pay inequality, can cause tension and prompt employees to lose focus, get discouraged, act out, or insult or bully co-workers.

When you add a 24-hour news cycle that constantly stirs everyone up and we see public figures from politicians, celebrities to sports stars duke it out daily; there is a recipe for a very distracted and unproductive workforce.  However, there are a few things that an employer can do to keep the collective focus on work and not allow the outside world to cause problems in your place of business.

It is very important to be proactive which can prevent many issues.  If potential problems can be prevented before they begin, you will be ahead of the game.  To do this; you must set a good example.  Avoid discussions of politics and religion.  Model the behavior you want your employees to have.  Avoid discussions and comments, including jokes about controversial current topics.  This helps keep people on task and can avoid possible claims of harassment, discrimination or bullying.

If employees try to engage you in a controversial topic, remind them calmly that such a discussion doesn’t belong in the workplace. Use a light touch, but be clear. Maybe you could say, “There are some valid points on each side, but that’s really not something that we should be focusing on here at work.”

At a regularly scheduled group meeting, take the opportunity to remind employees that the company’s core values include mutual respect.  Basically, remind everyone of the rules.  Discrimination, harassment or retaliation against any protected class, including national origin and religion, are not tolerated.  Political discussions belong outside the workplace.  If anyone is feeling overwhelmed or stressed over current events, remind them of your open-door policy or other process for employees to report concerns.  Suggest to your employees that they respond firmly but calmly if another employee tries to engage them in a heated discussion. Usually a light statement does the trick, like, “Sorry, but I’ve got too much work to do right now to talk about politics.”

Finally, resolve problems quickly.  If you find there is tension caused by discussion of current events among team members, or an employee is acting in an aggressive, disrespectful or threatening way, you must act swiftly and consistently. If you ignore early rumblings of discord, they may grow into something ugly.  The best first step is to talk individually to the parties involved. This is particularly useful if the problem is a low-key interpersonal issue or in its early stages.

You might start by saying something like, “I know there has been some tension in the office lately about what’s going on in the world. Remember we are here to work and move the business forward. Not everyone shares the same beliefs, and it’s OK to disagree. However, heated exchanges alter our productivity, so it’s best to keep talk about politics to your time outside the office.”

Much like wrestling; the workplace can have many different plots.  Sometimes it is good to have a partner that you can tag in to help you navigate these types of issues.  Questco is there to help you inspire your labor force through a plethora of HR Services such as: Payroll Services, Benefit Plans, Benefits Administration, HR Technology and Workers’ Comp & Safety Services.  Utilizing Questco’s vast experience, your company can thrive in today’s environment.

Charlie Reeves, Senior Business Development Manager, has decades of experience in Human Resource Solutions.  He is one of the most senior members at Questco and recognized for helping clients of all sizes save money, improve labor efficiency and provide the strongest support for HR Services.  As an entrepreneurs himself, he has lived the long days and sleepless nights on the road to success.  He brings the skill and scale to support you in the pursuit of your goals.  For more information on payroll services, benefit plans, benefits administration, HR technology, workers’ comp and safety services email Charlie.Reeves@questco.net or contact him directly at 936.521.5841.

Changing your Culture in the Workplace

The world is changing and so his how we work.  Due to breakthrough technologies like AI, robotics, seasonal viruses and racial tension; over 96% companies plan to redesign how they work according to Forbes.  In addition, the culture of where we work will see some drastic changes as well.

It will be important for organization will need to adapt and change their culture, which means humans or employees will need to change their habits to keep up with the altering work environment.  While it is true that investments in digital will be the latest trend, there are still people running the show.  The way they think, their approach to collaboration and how they innovate will be a huge factor in the success of any transformation.

Although a vast majority of companies plan to redesign how they work, very few employees feel “change agile.”  In retrospect, less than 40% of change initiatives succeed which is frightening.  That means that the majority of firms trying to adapt to a new world simply won’t succeed.  This will cause a lot of upheaval, unemployment and disruption which can be avoided.

The biggest factor in why organizational change fails, involves a failure to change human habits. In case after case, everything was right — the strategy, the plans, the budget — but the people were not changing.  The prevailing theories for how to change organizational culture simply don’t line up with the latest science about how humans learn, develop, and grow.

There are three types of activities needed to occur for an organization or even an individual change to succeed.

1.        Every employee needs to understand that there are new priorities that really matter. These priorities need to be easily recallable, sticky ideas that make complete sense with everything else going on and get people thinking in new ways. They need to appear desirable, as well as feasible. Without those three factors, people will not pay sufficient attention to a change.

2.       The harder work, involves building true habits that support these priorities. Building habits take time and attention, it doesn’t happen by just wanting to.

3.       Create systems that support everything, to keep the priorities and habits alive. As a simple example, you can get people to want to be healthier, but to do so they have to actually go and exercise, and that’s much easier if give them a gym to use and get them to schedule this in their calendars ahead of time.

Staying consistent and keeping change simple will profoundly influence the culture of your organization touching every single employee without lowering productivity.  By imagining the future, inspiring your team; you will make it happen.

Questco is there to help you inspire your labor force through a plethora of HR Services such as: Payroll Services, Benefit Plans, Benefits Administration, HR Technology and Workers’ Comp & Safety Services.  Utilizing Questco’s vast experience, your company can thrive in today’s environment.

Charlie Reeves, Senior Business Development Manager, has decades of experience in Human Resource Solutions.  He is one of the most senior members at Questco and recognized for helping clients of all sizes save money, improve labor efficiency and provide the strongest support for HR Services.  As an entrepreneurs himself, he has lived the long days and sleepless nights on the road to success.  He brings the skill and scale to support you in the pursuit of your goals.  For more information on payroll services, benefit plans, benefits administration, HR technology, workers’ comp and safety services email Charlie.Reeves@questco.net or contact him directly at 936.521.5841.

Supreme Court Ruling, LGBT Discrimination and Implications for your Business

Staying informed about employee rights in the workplace is vital to the success of your business.  Lawsuits brought about claiming unfair labor practices or discriminatory violations will prove costly and can have dire consequences as your company is faced with rebuilding during the pandemic.  It will be important to build your team with knowledgeable partners to help you navigate the unchartered legal waters of today.

Recently the United States Supreme Court ruled that Title VII will prohibit discrimination based on LGBT status, and an employer who refuses to hire, fairly compensate or discriminate against any individual based on their protected traits including sex can be held liable for such actions.  The court concluded an employer’s discriminatory actions against a homosexual or transgender employee involves an employer’s treatment of an individual for actions or attributes it would tolerate if the individual was of another sex, therefore such discrimination is included in the scope of “sex” and prohibited.

“An employer who fires an individual merely for being gay or transgender defies the law,” Justice Neil M. Gorsuch wrote for the majority in the 6-to-3 ruling.  Until Monday’s decision, it was legal in more than half of the states to fire workers for being gay, bisexual or transgender. The vastly consequential decision thus extended workplace protections to millions of people across the nation.  That opinion and two dissents, spanning 168 pages, touched on a host of flash points in the culture wars involving the L.G.B.T. community — bathrooms, locker rooms, sports, pronouns and religious objections to same-sex marriage. The decision, the first major case on transgender rights, came amid widespread demonstrations, some protesting violence aimed at transgender people of color.  "Today," Gorsuch said, "we must decide whether an employer can fire someone simply for being homosexual or transgender. The answer is clear." He found such discrimination is barred by the language in the 1964 law that bans discrimination in employment based on race, religion, national origin or sex.

At the end of his 33-page opinion, however, Gorsuch invoked several potential caveats.

He noted, for instance, that some employers might have valid religious objections to hiring gay or trans-workers. But he added that worries about how the 1964 civil rights law "will intersect with religious liberty are nothing new," pointing to the 1993 Religious Freedom Restoration Act as a "super statute" that may offer a potential lifeline to employers who object, on religious grounds, to hiring gay and trans-individuals.

Although 93% of Fortune 500 companies have non-discrimination policies that include sexual orientation with 91% of them having policies that include gender identity; 20% of LGBT employees have claimed that they have experienced discrimination based on sexual orientation or gender when applying for jobs.  Offensive jokes based on sexual orientation or gender identity are a form of harassment.  Over half of LGBT employees stated they have heard lesbian and gay jokes at work.  Transgender workers are subject to different types of harassment than LGB workers. This includes bathroom accessibility, being deliberately referred to by incorrect pronouns, and having to tolerate inappropriate questions, which can lead to employee disengagement and avoidance.

Companies will need to understand The Employment Non-Discrimination Act (ENDA) which will protect LGBT people from being fired simply for their perceived sexual orientation.  Partner coverage on health benefits will be the rule, not the exception and same-sex parents as well as their children will receive the same societal, legal and employer support that other families receive.  The benefits and privileges that are afforded to married couples will be available to same-sex couples.

In order to comply with the law and defend against discrimination suits, employers should:

·         Communicate with employees and create a work culture and environment for employees that encourages diversity and discourages employment discrimination in any form.

·         Adopt a strong anti-harassment policy which complies with the Court’s ruling so that there is a clear explanation of what is prohibited, a complaint procedure that provides multiple, accessible avenues of complaint; assurance that the employer will protect the confidentiality of complaints to the extent possible; a complaint process that provides a prompt, thorough, and impartial investigation; and assurance that the employer will take immediate and appropriate corrective action when it determines that harassment has occurred.

·         Update employee handbooks and ensure that all employees are aware what the law prohibits.

·         Periodically train each employee on its contents, and vigorously follow and enforce it. Provide periodic training to managers and employees on nondiscrimination, harassment, and retaliation policies and enforce such policies equitably.

Creating a consistent two-way communication with your employees to become aware of situations and create mutual trust and confidence.  Having a professional team to help lead the conversation guiding your employees to understanding and embracing their opportunities will be key to success.

Questco is there to help you rebuild your labor force through a plethora of HR Services such as: Payroll Services, Benefit Plans, Benefits Administration, HR Technology and Workers’ Comp & Safety Services.

Charlie Reeves, Senior Business Development Manager, has decades of experience in Human Resource Solutions.  He is one of the most senior members at Questco and recognized for helping clients of all sizes save money, improve labor efficiency and provide the strongest support for HR Services.  As an entrepreneurs himself, he has lived the long days and sleepless nights on the road to success.  He brings the skill and scale to support you in the pursuit of your goals.  For more information on payroll services, benefit plans, benefits administration, HR technology, workers’ comp and safety services email Charlie.Reeves@questco.net or contact him directly at 936.521.5841.

Understanding and Identifying Your Employees Fear

Today, you can go to the grocery store and see fear.  This fear is a normal reaction by what people have seen on the news and read through their social media feeds.  As businesses are beginning to reopen, there will still be fear and at the very least some anxiety by going back to group settings in the office.  For the last 90 days, employees have been told that as many as 2.2 million people would die from the Coronavirus, the virus can last for days on surfaces and even that they are susceptible to catching the deadly disease just by saying hello to their neighbor.  This emotion is justified and businesses must understand that their employees will display different types of reactions in an office environment.

There are a few common signs and some helpful tips on how to regain their confidence:

1.       Employees Are Afraid to Speak Up.  Before the shutdown of your office, you had employees who regularly contributed to team meetings or were open with their managers.  Now as they have come back to work, they have gone silent and are speaking up less.  Remember, over the last 3 months they have had a lot more access to spending time on the internet.  Although not physical, their social circles have a much larger reach virtually.  They have been exposed to differing of opinions and negativity.  It will be vital that you express understanding and let them know they are in a safe place to talk about their fears.

2.       Employees Become Negative and Often Say No. Your employees have had their whole world turned upside down.  They may have had a loss in wages from either them or their spouse, their kids had to complete their last semester of school from home and they have had to learn how to work from home while balancing their once “normal lives”.  Many of them had a difficult time balancing their work and home life by not having the office as a barrier.  Be proactive and prepared to step in and provide extra support. Your goal is to help your employee become more productive to benefit your team and company progress.

3.       Employees Gossip.  Employees who gossip around rumors talk from a place of insecurity and self-doubt. They’re employees who might not like the process or policies of the workplace, but they gossip around everyone else instead of speaking with leadership.  This can escalate, especially since there is a division on how serious the virus was and the need to shutdown businesses for the last several months.  Be prepared for them to forge a buddy system with like-minded people who also like to gossip.  Get ahead of the gossip.  The things people make up about what is going on are always worse than what is actually going on.

Creating a consistent two-way communication with your employees to become aware of fearful situations and create mutual trust and confidence.  Having a professional team to help lead the conversation guiding your employees to understanding their fear and take positive action.

Questco is there to help you rebuild your labor force through a plethora of HR Services such as: Payroll Services, Benefit Plans, Benefits Administration, HR Technology and Workers’ Comp & Safety Services.

Charlie Reeves, Senior Business Development Manager, has decades of experience in Human Resource Solutions.  He is one of the most senior members at Questco and recognized for helping clients of all sizes save money, improve labor efficiency and provide the strongest support for HR Services.  As an entrepreneurs himself, he has lived the long days and sleepless nights on the road to success.  He brings the skill and scale to support you in the pursuit of your goals.  For more information on payroll services, benefit plans, benefits administration, HR technology, workers’ comp and safety services email Charlie.Reeves@questco.net or contact him directly at 936.521.5841.

Important Human Resource Needs for Small Businesses

The Coronavirus has captivated the world, and every business will be influenced by the decisions we continue to make.  Many companies will not survive and there will be some that develop because to the pandemic that has gripped our country.  No matter what, when people come to work for you, it’s your responsibility to provide a safe and healthy workplace, to comply with relevant employment laws in your country, to keep good records, and to pay salaries and benefits promptly and effectively.  There are some basic requirements you have to fulfill as a small business owner or HR officer. When people come to work for you.

1.       Keep People Safe.  Personal Protection Equipment (PPE) provided by companies like Apache Commodities will be vital to operating and maintaining your business.  However, over 5,000 employees die a year from injuries sustained in the workplace.  Almost 2.9 million are injured.  Therefore occupational safety or “health & safety” is not just about annoying government red tape.  Demonstrating your commitment to employee workplace safety will encourage your staff to take the subject seriously too, and it may help avoid accidents. On top of that, it shows that you value them and their physical well-being, so it sends a powerful message that may improve their general happiness and job satisfaction.

2.       Know the Law.  Employment laws are a key part of small business human resource requirements and they can be very complex. These laws govern small businesses too, so you need to be up to speed and make sure you're complying with all the regulations.  One of the most common forms of employment law deals with the issue of equal opportunity. Essentially, you should not discriminate in your hiring practices based on gender, race, religion, national origin, age, disability, etc. And you should have clear policies in place to guard against discrimination and harassment in the workplace.

3.       Keep Good Records.  Filing is not the most exciting task you’ll ever do, but it’s important. The good news is that the requirements are quite simple—you just need to keep a file or each employee, containing important information about their employment. And, most importantly, you’ll need to keep these files very secure, because they contain sensitive information.

4.       Provide Pay & Benefits.  Another basic HR requirement for every small business is to pay people on time and provide any relevant benefits. We already looked at how to set pay rates and benefits earlier in this series, but once you’ve done that, you need to make sure you do the mechanics of it properly.  That means paying people on time no matter what and assuring that you calculate the right amount. 

Questco is there to help you rebuild your labor force through a plethora of HR Services such as: Payroll Services, Benefit Plans, Benefits Administration, HR Technology and Workers’ Comp & Safety Services.

Charlie Reeves, Senior Business Development Manager, has decades of experience in Human Resource Solutions.  He is one of the most senior members at Questco and recognized for helping clients of all sizes save money, improve labor efficiency and provide the strongest support for HR Services.  As an entrepreneurs himself, he has lived the long days and sleepless nights on the road to success.  He brings the skill and scale to support you in the pursuit of your goals.  For more information on payroll services, benefit plans, benefits administration, HR technology, workers’ comp and safety services email Charlie.Reeves@questco.net or contact him directly at 936.521.5841.