Expectations.

Are you clear about them with your employees? Does your boss know what you expect from him/her? There is a saying that "Expectations are premeditated resentment." How many times a day do you think someone knows what you want? Be clear and concise. It is the little things that we don't communicate to each other that gets us in trouble with each other. If you want an employee to stay late, tell him/her early in the day and explain the reason. If you can't stay late and your boss asks you, explain the reason and offer a solution. Can you get the work done just not right after the 'regular" hours but later in the evening?
Respond to the non verbal signs you get when explaining something. You see the signs but in your rush to get your point across, you may ignore the signs. Take time now and save time later.

100 to go

So, 100 days to the end of the year. You have the opportunity to change your employees' lives in the next 100 days. Let them know the challenges of your business. Ask for their ideas. Praise the actions you want publicly. If someone got the results but in a way not in line with your values-tell them. The stress of year end will be here--but the dawn of resolutions does not have to wait until Jan 1. Today, speak with a person you haven't had a discussion with--it could be a peer, a boss or an employee. Communicate eye to eye. Email is for information. Strive in the next 100 days to listen more, be grateful more and be a human being-not a human doing!

OH BOY!! A new piece to the compliance pie!

Starting September 8, federal contractors and subcontractors are obligated to use E-Verify to verify that all new hires, as well as other staff, are legally employed.

E-Verify is a free Internet-based system that allows employers to confirm the legal working status of new hires in seconds. With one click, E-Verify can match your new hire's Social Security Number and other Form I-9 information.

http://www.uscis.gov/portal/site/uscis/menuitem.eb1d4c2a3e5b9ac89243c6a7543f6d1a/?vgnextoid=75bce2e261405110VgnVCM1000004718190aRCRD&vgnextchannel=75bce2e261405110VgnVCM1000004718190aRCRD

Employee Free Choice Act info

The Employee Free Choice Act aka Card Check? F Do you know that this is a very BIG deal. Couple background items: today, if cards are signed and presented to companies can accept them or have those interested go to NLRB and file a petition. Then there is a period of time, determined by the NLRB for the unions and companies to communicate to the employees (under specific rules), and then here is a secret election conducted by the NLRB. If the "yes" votes win, there is a requirement to shave good faith bargaining. Just 2 of the items that would change with the EFCA: 1) no secret ballot. If cards are collected-you have a union. No communication period, no opportunity for employees to sign a card, learn more and then secretly vote without duress. Another big issue is the mandatory binding arbitration. The EFCA says the federal government step in and determines the contract. Feds determine the deal for biz and employees. No voting on the contract.

http://www.gpoaccess.gov/bills/index.html

Info for Small Business HR 3047

So, here's a bit of info for the smaller businesses in the crowd. Watch HR 3047 and let your Senators and Representatives know what you think. This bill expands Family Medical Leave--thus the name The Balancing Act of 2009. Here's what's in it: currently FMLA covers employers with 50 + ees, who work 1,250 hr per yr--would expand to those employers with 15+ who work 1,050 ee per yr; The 12 weeks would be paid leave funded by the FML Insurance Fund jointly subsidized by the employers and employees (0.2% of earnings). Mandatory requirements include: 7 days of paid sick leave; extends protection to victims of domestic violence; broader category of family members to include domestic partners and same sex spouses and a new definitions for creating protected leave for "parental involvement" and "family wellness," I'll post a link to the bill.

http://www.gpoaccess.gov/bills/index.html

An episode to learn progressive discipline!

So since this seems to be learning weekend from The Deadliest Catch; let's look at progressive discipline. There are 4 things to be sure to include whenever you discipline someone: what was wrong when; what is the expectation; what is the time period to fix it and what happens if you don't. In this clip I linked, Captain Andy covers those items. Also, he delivers the message to everyone at the same time. This didn't take 6 times; time outs or tons of forms. Yes, there are a couple things unique to this work environment, but you get the picture. Well done, Captain Andy!

http://www.youtube.com/watch?v=WoYYdK72qm0

Even Captains have HR issues

HR issues are in every business; even crab boats. Letting someone go is a tough thing but the Time Bandit's Captain Johnathan Hillstrand did it right. In one of the episodes on last year's The Deadliest Catch, Capt Johnathan had one person too many and the decision was to let long time friend Russ go. Capt J made the decision with his brother Capt Andy; informed Russ and then called a competitor to help place Russ somewhere else. Capt Johnathan also felt bad about the decision. When someone feels good about letting anyone go--that person is in the wrong position. Russ landed the job.

http://www.youtube.com/watch?v=f2FYqaS-WJ0

Leadership tips

Learning leadership is one thing--applying it is another.

http://www.businessbrief.com/apple-ceo-steve-jobs-12-rules-of-success/