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Employee Relations

How to turn employee conflict into a positive, productive force

08/30/2010

If you manage a team that’s stuck in a rut or not working up to its full potential, it may have nothing to do with the drive and talent of the participants. They all may want to succeed and be giving 100% effort, but the results can still disappoint. The problem could be conflict—not too much, but too little.

Employers still giving raises, mostly to high performers

08/30/2010

U.S. employers will hand out pay raises averaging 2.5% across all employee categories in 2010, according to the annual WorldatWork 2010-2011 Salary Budget Survey. But in most cases, the size of the raise will depend on how well employees have performed. Employers “are no longer averse to withholding merit increases for poor performers so they can afford to grant meaningful increases to better performers,” says Anne C. Ruddy, president of WorldatWork.

In-office happy hour helps engage workers

08/26/2010
When the Chicago offices of marketing agency Upshot burned down, some of the employees spent a year working out of a local bar. Safely ensconced in new digs, the staff still likes to drink together—so they tap a keg in the office at 5:30 p.m. on the third Thursday of each month. It’s part of the perks conceived by a group of employees who call themselves “Pulse,” which recommends ways the company can liven things up.

Is it time to ban swearing in the workplace?

08/25/2010
Should you establish a zero-tolerance ban on swearing in the workplace? It’s probably not realistic and you may set yourself up for discrimination claims if you clamp down on one employee’s slip-up but not another’s. Instead, establish more general rules that say offensive language and other disrespectful conduct are not permitted, and violators will be subjected to the discipline policy.

5 steps for starting a pay-for-performance system

08/24/2010

Most organizations believe they do pay for performance. They don’t. If you’re committed to starting a true pay-for-performance system, you’ll want to ease into it with lots of crystal-clear communication. Here are five ways to get started.

When firing, choose words carefully, stick to performance

08/23/2010
Employees who have just lost their jobs usually leave their termination meetings in a foul mood. So, don’t give them any reason during that meeting to send them marching to a lawyer’s office. As you’ll see in the following case, one inflammatory phrase from a supervisor can spark a lawsuit.

Remind bosses: Handle FMLA requests stoically, even if they’ll cause scheduling problems

08/20/2010
An employee’s request to take FMLA leave can be frustrating for supervisors who have to manage schedules and projects. But if they voice those concerns in a way that seems angry or annoyed, they may be creating the perfect storm for an FMLA interference lawsuit. Remind them to accept FMLA requests professionally, without emotion.

Outrageous co-worker harassment? 4 quick actions can help you avoid liability

08/20/2010

It’s going to happen eventually: An employee will report egregious behavior that is clearly sexual harassment. If your organization is lucky, the harasser will be a co-worker, which means you will have a shot at mitigating the damage with quick action. Here’s what to do when the co-worker harassment call comes in:

10 ways to motivate employees toward self-empowerment

08/20/2010
Managers and HR pros can’t empower employees, but they can create an environment that motivates them to want to act in an empowered way. Here is a 10-step model for encouraging and motivating employees. It will help them build the confidence they need to empower themselves to make decisions and take risks:

When co-workers engage in racial harassment, act fast to remove offensive symbols

08/13/2010
Employers can escape liability for employees’ racist actions if they can show they acted quickly to stop any potentially race-based harassment such as graffiti or offensive symbols.