It’s no news flash that social media has gone from cutting edge to mainstream. However, some employers are slow to respond with new policies and practices on the use of social networking. How does your organization stack up? And, by the way, there is no one size fits all program for this one! Here’s a few statistics just in case you’ve been out of touch:
• Facebook signs up 600,000 new users daily
• 33% visit social media sites to engage in product research before buying
• 26% of respondents changed their minds about purchasing a product after reading about it on a social media site
• 91% say consumer reviews are the #1 aid to buying decisions
We conduct Professional Workplace Conduct programs on a regular basis and the number one topic is social media with questions from employees including “where’s the line between personal and business in the social medical world”. “Does my employer have the right to take action against employees because they have posted a sexist, racist, or other offensive message?”
This ever-changing world of social media is an opportunity for business leaders to lead by example. Leaders should model the behavior they would like to see employees take with an emphasis on responsible use. Social technologies including blogs, social networks and Twitter are communications tools. A company’s social media approach should integrate and work with existing communications channels and goals. Writing and implementing a set of guidelines is likely not enough. We know social tools are used to engage and interact with others including customers so provide the guidance to get the best results. We can help design policies, practices and programs to provide guiding principles for employees and well as to employees - give us a call today.
Thursday, May 5, 2011
Monday, February 28, 2011
March 2011
It’s amazing. We have serious trouble in the Middle East, major protests in US cities, budget headaches and numerous issues across the globe. AND the lead story on the major internet sites has been the use of the “f- bomb” on the Oscars. This is more than sad- have we truly gone to this new low level and is civility dead or just deeply wounded?
Yes this site and our company is dedicated to Human Resources in the workplace and we certainly don’t intent to make judgment. But ... the point of the story of the Oscars illustrates what is happening too many times in the American workplace.
Using swear words has become a norm and although not really accepted, the practice is tolerated. Leaders, mangers, co-workers turn away and shrug their shoulders. We work with companies to create good and sometimes great cultures and be a place where employees really want to work. This takes strong leadership principles and would suggest a practice of non-tolerance for cursing. The good ones we see seem to have this common ground.
Yes this was a Hollywood event but honestly listen to what goes on around you at work. The reason it seemed ok to the person using the term while accepting the Oscar was that it has become too widely accepted in everyday conversation. Now picture a work place where civility returns, words are used with purpose and manners are rewarded. The business books are full of clever titles and lines about lessons learned from our dog, friends, kindergarten and our past. In checking, not one of these titles has a chapter on throwing around the f bomb! As business leaders, let’s work today to put our conversations back on a better track.
Yes this site and our company is dedicated to Human Resources in the workplace and we certainly don’t intent to make judgment. But ... the point of the story of the Oscars illustrates what is happening too many times in the American workplace.
Using swear words has become a norm and although not really accepted, the practice is tolerated. Leaders, mangers, co-workers turn away and shrug their shoulders. We work with companies to create good and sometimes great cultures and be a place where employees really want to work. This takes strong leadership principles and would suggest a practice of non-tolerance for cursing. The good ones we see seem to have this common ground.
Yes this was a Hollywood event but honestly listen to what goes on around you at work. The reason it seemed ok to the person using the term while accepting the Oscar was that it has become too widely accepted in everyday conversation. Now picture a work place where civility returns, words are used with purpose and manners are rewarded. The business books are full of clever titles and lines about lessons learned from our dog, friends, kindergarten and our past. In checking, not one of these titles has a chapter on throwing around the f bomb! As business leaders, let’s work today to put our conversations back on a better track.
Monday, January 24, 2011
Take the next step------ really.
Three or so weeks ago we made lists—remember those New Year’s resolutions? The annual attempt to make changes in our personal and professional paths.
Why is change so difficult? A simple question with no simple answer as evidenced by the number of self-help books, audio tapes, and programs guaranteed to help us reach our goals. Yes of course the intellectual and emotional list for the reasons we don’t execute are significant but we know the slightest change can yield significant results.
So forget the books and all the daily mantras and focus on the result you want. Break it down into small pieces, develop target goals and simply do it. That’s why the Nike slogan resonates so well with people- the real understanding that sometimes we think about it too much and do too little.
February is just along the corner- do it now!
Why is change so difficult? A simple question with no simple answer as evidenced by the number of self-help books, audio tapes, and programs guaranteed to help us reach our goals. Yes of course the intellectual and emotional list for the reasons we don’t execute are significant but we know the slightest change can yield significant results.
So forget the books and all the daily mantras and focus on the result you want. Break it down into small pieces, develop target goals and simply do it. That’s why the Nike slogan resonates so well with people- the real understanding that sometimes we think about it too much and do too little.
February is just along the corner- do it now!
Monday, October 4, 2010
Before the fall rush...
Summer has been in full swing with employees focused on vacation plans. Before the Fall rush is a good time to review and revisit your benefits. We know the recession has presented challenges to support and continue some employee benefits and we know organizations who are finding creative ways to replace most costly benefits with alternative ones. These smart organizations will be ahead in retaining key employees as employment opportunities increase, post recession.
According to the SHRM 2010 Employee Satisfaction Survey, Employee Benefits placed second to Job Security in this poll. Health care and medical benefits rated the most important followed closely by paid time off and defined contribution plans including 401(k), etc.
We know many organizations were faced with difficult decisions in 2009 and 2010 regarding employee plans including increased contributions, cut coverage and stopping employer matches for 401(k) s.
Our suggestion is to put your focus on the communication side of benefits to employees. If you made cuts or cost containment changes, let your employees know the dollars saved in implementing these changes. Give them a real sense of your plan for the future around benefits including what it would take to reinstate some lost or changed benefits. Information goes a long way ….
Saturday, June 5, 2010
HSA Limits Unchanged for 2011
Last week the IRS announced that the 2011 parameters for health savings account-compatible high deductible health plans, or HDHPs, will remain the same as the parameters for 2010. These limits are tied to changes in the Consumer Price Index, which remained flat this year. The limits for 2011 are set forth below:
The 2011 HSA Limits
| Annual HSA Contribution Maximum: | $3,050 for single coverage, $6,150 for family coverage |
| Annual Catch-Up Contribution Maximum: | $1,000 (for HSA eligible-individuals age 55 or older) |
| HDHP Minimum Deductible: | $1,200 for single coverage, $2,400 for family coverage |
| HDHP Out-of-Pocket Maximum: | $5,950 for single coverage, $11,900 for family coverage |
Thursday, March 25, 2010
Top 5 Candidate Skills/Qualities
According to Job Outlook, 2010, National Association of Colleges and Employers, these are the top 5 skills and qualities desired when hiring new college graduates:
1. Communication Skills
2. Analytical Skills
3. Teamwork Skills
4. Technical Skills
5. Strong Work Ethic
Interesting, it’s likely there would be a similar list for hiring experienced employees as well. It’s a reminder of the importance of communication with your work groups; keeping them apprised of the skills, abilities and qualities that are valued.
Thursday, March 11, 2010
How smart is your company?
Evidence of organizational intelligence or lack there of is abundant in our world today. Whenever you see an organization accomplish a company wide goal you know there was a collective intelligence at work. Like the construction company that in two years drastically improved their safety record and saved millions in insurance costs. Or the technical services company branding itself by being first to market with a revolutionary new software program. Unfortunately, just as prevalent are those “what were they thinking” blunders that can set a company back for years. Like the engineering company working on a new, state of the art nuclear reactor only to find that design changes in one department that were not communicated, left two critical components incompatible and put the project behind by months costing the company millions.
The reality is that left unrecognized and unattended to, a company will gravitate towards collective stupidity. Ironically, as a company organizes itself with departments, structures, and regulations it unknowingly makes it harder and harder for people to put their collective intelligence to work. Smart companies add one more element to their organizing process. They manage the conditions and circumstances where knowledge and learning can flourish, thereby creating connections, aligning efforts, and leveraging their intellectual capital. This is accomplished by having clear, concrete, intentional strategies involving leadership, employee engagement/ownership, knowledge transfer and knowledge deployment.
In our knowledge driven economy, companies cannot afford to take organizational intelligence for granted. The new competitive advantage is being smarter than your competition. How does your company stack up?
Gus Cooke has been helping organizations manage their learning and development strategies for 15 plus years. He lives in Boulder Colorado with his wife and musical partner Beth.
The reality is that left unrecognized and unattended to, a company will gravitate towards collective stupidity. Ironically, as a company organizes itself with departments, structures, and regulations it unknowingly makes it harder and harder for people to put their collective intelligence to work. Smart companies add one more element to their organizing process. They manage the conditions and circumstances where knowledge and learning can flourish, thereby creating connections, aligning efforts, and leveraging their intellectual capital. This is accomplished by having clear, concrete, intentional strategies involving leadership, employee engagement/ownership, knowledge transfer and knowledge deployment.
In our knowledge driven economy, companies cannot afford to take organizational intelligence for granted. The new competitive advantage is being smarter than your competition. How does your company stack up?
Gus Cooke has been helping organizations manage their learning and development strategies for 15 plus years. He lives in Boulder Colorado with his wife and musical partner Beth.
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