Exchange

JUNE 2009

What Every Employee Wants You to Know

The Things They Don't Say and Why They Matter

Have you ever wondered exactly what your employees are thinking? In the workplace, the employee-employer relationship is complex, to say the least. But, understanding where your people are coming from may help you know how to better manage them and build relationships with them. So, take a few moments to enjoy this sneak peek into the mind of the typical employee to find out what they really want you to know, but may never say.

"I need help." Asking for help is difficult, no matter who you are. And, even the most accomplished employees probably have some area where they need help. The problem many managers face is that learning when and where your employees need help takes time, patience, and effort. But, it's important to be perceptive to the places where your people need your guidance. After all, part of the role of the boss is to equip people to do their jobs best, not just to serve as a casual observer. So, take a few days to engage with your team. Note the projects they get stuck on, and don't be afraid to ask them if they need help, so you can find constructive ways to offer your guidance.

"I can handle the truth." The fear of not knowing is one of the worst feelings an employee can have. When people think they are out of the loop on what's happening at work, negativity grows. Gossip can start, teams can crumble, and productivity can plummet. It's important to communicate openly with employees, both in times of change and in times of stability. Creating a culture of communication within your team will not only combat the negatives that a conversation-void can create, it can also establish trust, camaraderie, and innovation.

"I can change." It's never easy, for employers or their employees, to deal with corporate or individual change. But, that doesn't make change impossible. In fact, you might be surprised how open your team is to it – when open communication is involved in the change process. Whether you need to help one employee understand the need for change personally or if you are faced with equipping an entire team to deal with a difficult transition, don't assume people aren't willing to do what it takes to evolve. Learn to build and lean on the resilience of your people and trust their ability to handle change when it's necessary.

"You can't do it alone." The most effective leaders realize that they are never successful alone. And, the most savvy teams understand that their role is not just to complete tasks and projects – it's to work together to support each other. As a workplace leader, you may often face the urge to bear your burdens alone. But in the end, all this will create is stress, frustration, and too much work. It may also have your team wondering exactly what you are doing all day long. So, find ways to build your team into a group that truly leans on each other – regardless of title or position. Remember that as a leader, you're part of the team too.

"You can trust me." Trust is one of the most important yet complex parts of the work relationship, probably because trust must be both earned and exercised, often simultaneously. Each and every day, your employees, whether they're new recruits eager to prove their mettle or experienced workers who want to show they can adapt and evolve in today's work environment, deeply desire your trust. So, set the standard for both giving and receiving trust by finding ways to demonstrate confidence in the knowledge, skills, and instincts your team members portray.

By putting yourself in your employees' shoes, you can diagnose all sorts of behaviors, attitudes, and issues in the workplace. Chances are, it wasn't long ago that you had many of these thoughts yourself. So, take some time to reflect on your personal journey into leadership. What were the fears, thoughts, and questions you had along the way?

If you're really not sure what's going on in the minds of your team members, don't forget that you can always just ask them. As a leader in today's workforce, it's part of your job to build relationships with your employees, and having a conversation is a great place to start. By understanding the thoughts of those you lead, you can begin to define a positive, exciting reality for each member of your team, building a legacy you can be proud of too.

Want more leadership advice? Check out our latest inspirational video, Consistency in Leadership.

Need a Break? So Does Your Team

How to Navigate Summer Vacation in a Recession

With all the stress and change that have characterized the past year, it’s no wonder most people are planning a vacation from work this summer. In fact, our recent monthly poll showed that despite some reports that workers are worried about a vacation ending in a layoff, 77% of our readers plan to take time off from work this summer, whether to travel or just to get away from the office. In fact, only 5% of our readers said they don’t plan to take time off because they are concerned about job security.

Depending on the nature of your business, scheduling multiple people away from work within a few months' timecan be a headache, to say the least. But, even if your staff is leaner than normal, it’s worth the effort to equip your team for some much-needed time away from the pressures of work.

So, how can you best manage the summer vacation season in the midst of a recession? Try using this helpful guide.

1) Don’t cut vacation days. If you have cut staff in recent months, you may think that simply cutting available vacation time is the best way to keep your business running smoothly during the summer months, but experts disagree. Even if you are still fully staffed, now is a critical time to make sure your entire staff can enjoy the benefits of a break. Otherwise, motivation, focus, and even loyalty, can take a hit. With employee morale already a top workplace concern, it’s best to focus on what you can do to make the vacation process as smooth as possible – for yourself and your employees.

2) Review and revise your policies. If you don’t have a time-off policy in place, now is a great time to create one. Written policies should cover the amount of vacation time different types of positions are qualified for, along with guidelines of how to schedule time off. This may be an area to revise especially if your staff size has shrunk. Consider adding additional notice for time-off requests, along with the guidelines you will use to approve or deny staff requests. In addition, it may be important to clarify all time off policies, whether you have a universal Paid Time Off (PTO) program, which counts all days as personal days, or if you have separate vacation and sick days. Whatever your preferred standard, proactively communicate any policies and updates with your employees, so they will know how to start planning.

3) Communicate openly. If you are struggling to find a way to manage your team’s work schedule around summer time-off requests, you might try having a conversation with them. Making scheduling conflicts an open, team conversation may make the process even smoother than you think. Staff members who simply want to schedule some time away from the office may be willing to schedule around those who have paid for and planned a vacation far in advance.

4) Don’t play office politics. In some workplaces, the scheduling process can become complicated quickly. So, make sure you rely on your policies instead of your relationships to help you manage sticky time-off request situations.

5) Get extra help. Finding room in the budget to hire extra help while team members are away may be difficult, but in a pinch, it may be just the relief you need. Consider bringing in temporary workers only during peak times to maximize the value of extra help while still being budget-mindful.

6) Pitch in yourself. Right now, the very thing your team may need is to realize you are willing, ready, and able to make sacrifices that improve their lives, even if it’s just for a week. So, if push comes to shove and there’s slack that needs to be taken up so your team members can schedule a break, offer to pitch in to cover the essential tasks. It may be a small price to pay, but it could go a long way with all of your employees to see true servant leadership in action.

Economists predict that the recession is nearing its end. So, what better time than this summer to encourage your team to take a break from work and get some much needed rest and relaxation – so they’ll be ready to tackle the economic upswing that lies ahead.

Preparing for OSHA Updates

Safety Tips You Need to Know

Safety June is National Safety Month, and since nearly a quarter of employers plan to hire seasonal workers this summer, now is a great time to remember your responsibility in keeping your employees safe – not just in the summer, but all year long. And, to help you do just that, the Occupational Safety and Health Administration (OSHA) is tightening its enforcement of OSHA standards.

How Does This Affect You?
The OSHA Act of 1970 requires all employers to provide a safe working environment for all employees. Under OSHA standards, an “employer” is defined as anyone who employs people engaged in business “affecting commerce.” So, whether you’re a small or large company, you’re required to follow OSHA regulations. Failure to implement safety guidelines and ensure the protection of all employees, including seasonal workers, can result in violations of OSHA standards and then you could incur hefty penalties.

Also on the safety front, Congress reintroduced the Protecting America’s Workers Act in April 2007. This bill is designed to expand coverage under the OSHA Act by protecting whistleblowers and increasing penalties against violators. The bill has yet to become law; however, President Obama backs the bill along with stronger OSHA regulations. Experts believe the administration will turn its focus to workplace safety issues by the middle of this year.

What Does This Mean for You?
Stronger OSHA regulations and stricter enforcement will push companies and employers to take the necessary steps to deal with a harsher, more disciplinary OSHA.

Preparing now for tomorrow’s tougher OSHA standards will save you from costly penalties and keep your employees from being injured. To help you take preventative measures to protect workers and your business interests, start by following these steps.

Audit current safety procedures and update safety programs.
Document all OSHA violations.
Inform and educate all employees on safety procedures and programs.
Implement safety inspections.
Train new employees and retrain current employees on proper use of equipment.
Stress the importance of safety to all employees.
Require water breaks to give employees time to rest and re-hydrate if working in hot environments.
Consult with a safety advisor to ensure OSHA requirements are met at your workplace.

With many employers making hiring plans for summer work, it’s important to re-evaluate safety programs and procedures. This enables companies to ensure that all employees, not just new hires, are up-to-date on workplace safety policies and that your company is implementing the best workplace practices. Every industry and business will have different requirements on workplace safety, so contact your local Express office to make sure you’re compliant with OSHA standards.

Other Resources:

For more HR Advice, register for our next HR Webinar on the topic of Monday Morning Leadership.

Exchange is a publication of Express Services, Inc., Oklahoma City, Oklahoma. Copyright 2009.