Our Human Resources Blog

A new study released last month revealed that employees do not feel they receive adequate, ongoing communications about their performance. Of those surveyed, only 45% felt they received consistent communications and evaluations.  As organizations and their employees are under more pressure than ever to meet company goals, providing feedback to employees is a critical component in measuring and meeting these goals.

Providing performance communications and evaluations on a regular basis is a necessary and beneficial process for organizations. Not only does it provide opportunities to discuss organizational priorities and align employee's goals with the company's objectives, it is also beneficial for employees. Consistent feedback allows employees to see that their employer cares about their development, helps employees stay engaged in their jobs and provides clear expectations and goals, which help improve morale.

An important component of providing consistent feedback, is scheduling performance evaluations on a regular basis. When developing performance evaluations, not only should they be consistent, they should also:

• Use objective job related data
• Document both positive and negative accomplishments
• Include specific compliments
• List specific ways for employees to improve
• Focus on outcomes which the employee has control

Most importantly there should be no surprises in a formal evaluation. Employees should be able to anticipate what will occur because managers should be giving regular feedback in between reviews.

Providing communications to employees about their performance on a routine basis can go a long way in having a positive impact in the workplace. Not only does it help employers meet goals and develop talent, it can also be an effective form of employee motivation as well.  

 

As kids, most of us couldn't wait for a snow day. NO school, sleeping in late, sledding and hot chocolate! As working adults, "snow days" take on a new meaning-- juggling schedules, shoveling sidewalks and driving to work in sometimes dangerous road conditions.

As employers, dealing with the winter months can be even more complicated. Many employers struggle with closing and delay decisions due to inclement weather and the impact it will have on their customers and employees.

As the threat of major snow storms loom over the country, it's a good time for companies to review their policies on inclement weather to make sure a solid and up-to-date plan is in place. There are no laws that govern what businesses should or must do during bad weather. It's simply a matter of policy for each business to decide for itself - keeping in mind both employee safety and financial productivity.

Like all HR policies good communications and planning are key to ensuring operations run as smoothly as possible. As businesses review or implement an inclement weather policy, there are certain questions they may want to address.

Closing Decisions- What circumstances will dictate when your office will close?

Communications- How will employees receive notification that your office is closed or has a delayed opening?

Wages & Salaries- If the business remains open and employees are unable to report to work, will they be paid for this time?  What if the business makes the decision to close, will employees still be paid?

Special Considerations- Will telecommuting or bringing children to work, if schools are closed, be an option for employees?

Every company is different and developing an inclement weather policy that is safe and cost effective requires many variables be taken into consideration. Whatever policy you ultimately decide to implement-- communicating this information to employees so they know what to expect is essential in avoiding difficulties down the road.

 Most people know that texting while driving is dangerous and creates unsafe and potentially fatal scenarios on the roadways. Unfortunately, many continue to do it anyway.

According to studies done by the Federal Motor Carrier Safety Administration drivers take their eyes off the road for an average of 4.6 seconds, out of every 6 seconds, while texting. Traveling at a speed of 55 mph this is the equivalent of driving the length of a football field, including the end zones, without looking at the road. The results?  Drivers using cell phones are more than 20 times more likely to get into an accident and cause 28% of all crashes. (1.6 million a year)

Nearly 6000 people died in 2008 in crashes involving a distracted or inattentive driver and more than 500,000 people we're injured. Two high profile accidents in 2009 include a California commuter train engineer who missed a stop signal while texting, 25 people were killed and a trolley operator in Boston who caused a collision while texting, injuring 62 people. 

In response to the recent data and accidents, legislators and business leaders have been busy evaluating the need for policies and legislation on "distracted" driving. On the legislative side 19 states, plus the District of Columbia, have passed laws banning texting while driving. In addition, the President signed an Executive Order directing federal employees not to engage in text messaging while driving government owned vehicles or equipment.

The latest ban came from the Federal Transportation Department, this past Tuesday, when they announced that effective immediately drivers of trucks and buses are prohibited from texting while operating commercial vehicles. Violators will be subject to civil or criminal penalties of up to $2,750. 

Distracted driving in the workplace is a much bigger problem than with just truck and bus drivers and employers are beginning to examine their in-house policies. In any business where employees travel as part of their daily routine, inattentive driving can be a problem. These positions include account representatives, territory managers and administrative assistants- who run business errands.

So, what should employers be doing to protect their employee's safety and their company against liability?  There are certain steps that businesses should consider:

Review Policies- Determine appropriate level of risk and tolerance.

Implement a Policy- Spell it out in a written statement in your Employee Handbook.

Train & Educate Employees- Provide specific instructions and include training that covers state and local laws.

Enforce the Policy- Spell out disciplinary measures and make sure employees understand the consequences of violating the policy.   

By implementing and enforcing a zero tolerance policy -  you can feel positive in the fact that you will be helping to protect the well being of your employees, your customers, your communities and your business!