In our HR News Roundup, we offer links to workplace management, leadership and compliance stories from around the web that we found noteworthy.
The top 10 mistakes employers keep repeating
Jon Hyman, Ohio Employer’s Law Blog
“Today is Groundhog Day, which, because of the eponymous Bill Murray movie, has become synonymous with repeating the same mistakes over, and over, and over…
In that spirit, I thought we’d take a look at the 10 biggest mistakes that employers keep making.”
Want to Hire a Team Player? Ask About Volunteer Work
Anne Fisher, Fortune
“The biggest benefit of pro bono work, though, is that it usually hones people’s “soft” skills, including empathy, negotiating, conflict resolution, and figuring out creative solutions to problems.”
EEOC task force identifies 6 tactics to curb harassment
Christian Schappel, HR Morning
For nearly a year now, a task force created by the EEOC has been charged with finding the best ways to stymie harassment of all types in the workplace — and its efforts are starting to bear fruit.
At its second public meeting, the EEOC’s Select Task Force on the Study of Harassment in the Workplace named these tactics as some of the best ways to stop/prevent workplace harassment.
Pay for Performance is Given a Poor Grade
Dave Shadovitz, HRE Daily
Employers have long embraced the notion of paying for performance. But are these programs really making a difference? Are they really leading to better employee performance?
If we’re to believe the latest survey of 150 companies coming out of Willis Towers Watson, the impact these efforts are having on organizations leaves something to be desired.
Late for work? Don’t blame your lizard
Aimee Picchi, MoneyWatch
The most typical excuses for showing up late are related to traffic, oversleeping, bad weather, lack of sleep, and needing to get children to daycare or preschool, according to the survey, which was conducted by Harris Poll. About 2,600 hiring and human resource managers participated in the survey late last year.
Why This Fast-Food Chain Has a Lower Employee Turnover Than Your Company
Will Takowicz, Inc.com
How can a 33-year-old fast-food chain have an annual turnover rate of 1.4 percent? Find out what Pal’s Sudden Service does to ensure employee loyalty.
Working and Living in the Fourth Industrial Revolution
Megan Purdy, Blogging4Jobs
The theme for this year’s World Economic Forum gathering in Davos was the Fourth Industrial Revolution. The idea goes that we are in midst of, or depending on who you ask, on the cusp of another revolution in industrial production and design, this one driven by ever-deeper levels of automation, machine learning, new materials and 3D printing and related technologies. The Fourth Industrial Revolution is poised to disrupt and potentially de-center manufacturing, transportation and even service, and therefore eliminate or transform millions of jobs. Estimates vary but as many as 47% of American jobs could be affected.
If Pain, Yes Gain — Part XVI: Winter 2016 Brings Flurry of Paid Sick Leave Activity
William Perkins, Joshua Seidman, JDSupra Business Advisor
One area of employment law that certainly isn’t hibernating this winter is mandatory paid sick leave. Since the start of 2016, mandatory paid sick leave developments have occurred from coast to coast and include: (1) an amendment of one of the country’s first sick leave laws; (2) three additional municipal laws going into effect; (3) a city’s court battle to unfreeze its sick leave law; and (4) a vote that has paved the road for Vermont to become just the fifth state in the country to mandate statewide paid sick leavel.
This alert explains and summarizes the key aspects of these developments as employers continue to work their way through America’s sick leave storm.
The angry man vs. the angry woman: A double standard of influence?
Jessica M Salerno, Minding the Workplace
Do angry women have less influence in group settings than angry men?
In a research article titled “One Angry Woman: Anger Expression Increases Influence for Men, but Decreases Influence for Women, During Group Deliberation” (Law and Human Behavior, 2015), Jessica M. Salerno (Arizona St. U.) and Liana C. Peter-Hagene (Illinois-Chicago) offer some insights on that question. Their experiment set up a mock jury deliberation that allowed them to compare the influence of male jurors vs. the influence of female jurors. They found that when male jurors expressed anger, they gained greater influence over the group. However, when female jurors expressed anger, they lost influence over the group.
How High Performing Companies Manage Change
Sharlyn Lauby, HR Bartender
It’s important for us to remember that the process of change doesn’t mean going from a state where something is bad or wrong to a state where something is good. Change can involve going from a state of good to better. I think that’s some of the reason that individuals are reluctant to change – because there’s this assumption that change means what we’re currently doing is wrong. And that’s simply not the case. I also think that’s why becoming a high performing organization is so difficult. Change is hard.
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