Month: January 2024

Qualities of a Good Manager

A manager can make or break an employee’s experience. Some employees have even left their jobs to get away from their manager. On the other hand, having a strong manager is known to produce more engagement, increased productivity, and higher brand loyalty. What makes a great leader and how do you become a better manager? While this definition may vary depending on the individual, there are key qualities of a good manager that every strong leader needs to have or do.

1. Be a role model.
As a leader, it’s important to lead by example. Demonstrate the behaviors and performance standards you want your team to adopt. This is a step toward reinforcing the core values of the organization.

2. Be Trusting.
Everyone knows that trust is an important component of any strong relationship. It’s no different when it comes to the relationship between an employee and their manager. While challenging to develop, there’s a reason why trustworthiness is one of the most important traits of a good manager and is often linked to employee job satisfaction. You can build trust by listening to your staff members, giving employees the space to make mistakes, encouraging them to learn new skills, take on new challenges, or seek solutions, and not micromanage their work.

3. Be Empathetic.
Once upon a time, a manager’s only role was to play “boss”. But times have changed, and organizations today are focused on building strong relationships, to increase retention, and drive employee engagement. That’s why some of the best manager qualities include having compassion and empathy. These characteristics of a manager can facilitate productive conversations, encourage employees to be honest, and lead to a more positive culture. If you’re not naturally empathetic, don’t worry! Studies have shown that empathy can be learned. It is a muscle that has the ability to be strengthened.

4. Be Goal and Outcome Driven.
While the people management skills of leadership are incredibly important, characteristics that help move the business forward – such as being goal-driven – are crucial as well. Without the ability to propel a team toward a shared objective, managers can inadvertently lead their team in the wrong direction or waste valuable resources. Not to mention that a lack of focus will ultimately set employees up for failure, or worse, hinder their development. Processes are important and there are many ways work can be accomplished so a focus on results and outcomes is a quality of a good manager that needs to be reinforced.

5. Be Motivating.
Employees are human beings. They have good and bad days, as well as periods of high and low periods of productivity. That’s why one of the best leadership qualities is the ability to inspire and motivate others. There are various ways managers can help their employees get out of a rut or prevent employee burnout in the first place, especially giving recognition when and where deserved. Whether it’s sending a heartfelt ‘thank you’ note, providing a gift, or kinds words of praise, all of these forms of demonstrating employee appreciation will see a positive impact on engagement.

6. An Effective Communicator.
Managers, more than anyone else in an organization, need to be strong communicators to deal with the diverse situations they’re exposed to. They have the responsibility to share information up and down the organization. It is also part of their job responsibility to provide regular positive and constructive feedback to their employees. If a manager is indirect, long winded, and strikes the wrong tone during a performance review or weekly check in, it impacts employees negatively. They may walk away from a conversation unsure of the takeaways or without a clear picture of where they stand.

7. Be Composed.
Life happens. Deadlines are missed, mistakes are made, and customers complain. One of the qualities of a good manager is the ability to maintain a cool head while leading their team through obstacles. The worst thing a leader can do is panic and take out their stress on employees. This type of toxic behavior can make employees afraid to fail, come forward, or open up, which impacts rapport in the relationship and ultimately affects productivity and the bottom line.

8. Be Supportive.
A supportive manager plays a critical role in the career development of their employees. Being supportive means being able to listen to what your employee really wants (and needs, while not making assumptions), identifying how they can move in growth directions and providing the resources or guidance (mentoring) they need to succeed. With these people management skills, employees will feel a real workplace connection and that their manager genuinely cares about them as individuals, but they’re also likely to perform better if they’re doing work that matters to them. A report by Harvard Business Review also found that 9 out of 10 people are even willing to take a pay cut for meaningful work, which again demonstrates why supportive manager qualities are so important.

9. Be Open-Minded.
Managers work closely with individuals who come into the organization with diverse backgrounds and different ways of thinking and doing things. Instead of shying away from the challenges that come with working with people who differ from each other, embrace them and focus on developing one of the qualities of a good manager: the ability to learn from others and be open-minded. By welcoming new ideas to the workplace and thoughtfully considering people’s perspectives, managers will be able to connect with employees on a deeper level and the business will see additional benefits like more innovation and increased revenue.

10. Be A Critical Problem Solver.
With our ever-evolving business landscape, leaders who are able to identify problems and develop solutions are able to make better decisions and lead their employees to success and navigate the challenges of daily activities and needs of moving the operation forward.

So is this you? Do you have these qualities? How do these qualities measure up against your existing supervisor and manger base? Perhaps these qualities are not a “10” just yet, and that’s okay. The good news is that it’s never too late to start developing the skill sets. It is a new year and a good time to start strengthening them. HR Answers’ Success for Supervisors Series begins February15th and these skills, among others, will be part of the curriculum and there will be time dedicated to practicing them and looking for feedback. Click here to learn more.

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Important Washington Wage Change Information

Employers in Washington or with workers in Washington need to take note of some important updates regarding employee wages. Here’s a breakdown of key information:

1. Overtime Exemptions: To be exempt from overtime laws, Washington workers need to earn at least $67,724.80 per year or $1,302.40 per week. This amount is part of a phased implementation, with future thresholds based on the Consumer Price Index. Employers should remember that meeting the salary requirement is just one part of the exemption test; employees must also be paid on a salary basis and meet specific duties criteria. All parts of the test must be met for exemption.

2. Outside Employment Restrictions: In general, employers cannot restrict employees from having outside employment or being self-employed unless they are paid at least $32.56 per hour.

3. Non-compete Thresholds: Employees earning $120,559.99 or more may be subject to non-competition agreements, while independent contractors have a higher threshold at $301,399.98.

4. Dairy & Agricultural Workers: These workers are eligible for overtime if they work more than 40 hours per week. Previously, the policy required agricultural workers to exceed 48 hours for overtime eligibility. The overtime pay rate must be at least 1.5 times the regular rate of pay.

5. Minimum Wages for 2024:
– Washington State: $16.28 per hour
– Seattle: $17.25 to $19.97 per hour (with variations for small business employers)
– SeaTac: $19.71 per hour (Hospitality and Transportation Industry)
– Tukwila: Large employers: $20.29 per hour; Mid-size employers: $18.29 per hour (effective 7/1/2024)

If you have additional questions about this information or any other human resource topic, don’t hesitate to reach out.

Setting the Stage in 2024: Navigating HR Successfully and Avoiding Common Pitfalls

What if you could anticipate and avoid your next HR debacle? Kicking off the new year in a good space is a great place to be a leave you breathing easier.

In the realm of Human Resources, steering clear of potential pitfalls is paramount for any business. The repercussions of outdated policies and inadequate documentation can significantly impact an organization’s trajectory. Are you confident in the current state of your employee handbook? Do your policies address every essential aspect? These questions often indicate areas prone to HR issues, whether it’s in hiring, firing, employee documentation, or other critical areas vital to an organization’s growth.

To assist in fortifying your proactive approach to managing HR policies and procedures, we offer these suggestions containing key areas from our professional experts to enlighten you on the most frequent HR mistakes and how to circumvent them effectively.

Consider:

The Outdated Employee Handbook: An outdated handbook can lead to costly errors and challenges with employee experiences, communications, and meeting expectations. Whether you have an outdated employee handbook or none at all, take a look at what you may want to include:

Social media guidelines
Communications policy
Statement of company culture
Nondiscrimination policy
Anti-harassment policy
Attendance policy
Professional conduct expectations
Code of ethics
Safety guidelines

Employee handbooks can help small businesses avoid misunderstandings and minimize their risks regarding employment-related lawsuits and claims. These claims often stem from inconsistent treatment of employees or a lack of clarity in policies and procedures.

Handbooks that outline policies and guidelines not only provide expectations for employee conduct, it also creates a framework to guide management and leadership – helping to ensure policies are enforced appropriately and evenly across departments.

Documentation Essential for Performance-Based Termination: Understand the criticalness of proper documentation and the steps involved in a corrective action policy to mitigate risks.

Having candid conversations with employees who aren’t performing well isn’t easy. But documenting those employee performance conversations is important, especially when terminating the employee is the result of continued poor performance. What you need is a corrective action policy. While it provides employees with an opportunity to improve their performance, it also can support decisions to terminate or demote that employee. If you don’t have the documentation that shows a pattern of poor performance, small businesses may open themselves to liability issues such as a wrongful termination or discrimination complaint. General steps to follow in a include:

Verbal warning – Discuss the specifics of the employee’s poor performance. It is a verbal warning, but it should still be documented and put in the employee’s personnel file.
Written warning – Meet with the employee and a member of HR. Give written information detailing how the employee hasn’t performed, the impact the lack of performance has had, the expected course of action and consequences of noncompliance. This is signed by all meeting attendees.
Final warning – Similar to the written warning meeting, but with the condition that any further performance issues will result in termination. Signed by all attendees.
Termination – This is a meeting where you notify the employee of termination. Provide a written, dated document that goes over final pay, collecting any company issued property and permitting the employee to collect personal items.

Effective Employee Data Management: Gain insights into the proper handling of sensitive employee data and the significance of maintaining meticulous records in compliance with regulations.

Employee records and human resources administration can seem time-consuming. But proper employee recordkeeping can help keep you in compliance with regulatory agencies.

Oftentimes, employee records include sensitive information such as:

Driver license number
Passport copy
Social Security number
Bank account information
Health or medical information
Personal contact information

Mishandling this information ranks high among bad HR practices. Managed improperly and releasing it to the wrong people could put an employee at risk and your company in hot water. You’ll need to have protocols in place for collecting, storing, and maintaining sensitive employee information.

Something to note: Under the Americans with Disabilities Act, medical information must be kept confidential and separate from other personnel information.

In addition to having a secure system, employers should conduct audits of employee files to ensure they are thorough and up to date.

Items to keep in an employee’s personnel file:

Job application
Resume
Benefits enrollment papers
Background check information
Offer letter
W-4
ADA paperwork
Drug-testing consent and results
Personal or family medical leave (FMLA) information
Doctors’ notes
Workers’ compensation documentation
Employee reviews
Counseling documentation
Training records
Confidentiality or noncompete agreements
Employee handbook acknowledgement

Employees should also have sufficient and easy access to their own data and files.

Modernizing Interview and Hiring Processes: Discover key considerations and questions to ask during interviews to ensure a successful hiring process.

Your interviewing and hiring process need to be deliberate, purposeful, and consistent.

Here are some factors to consider when hiring:

Skills – Does your new hire possess the basic technical skills to carry out the job functions? What essential business (soft) skills, such as negotiating, persuading, or emotional intelligence do they have?
Job experience – What is their job experience? How has what they’ve done in the past going to benefit your business in the future? How much training will they need?
Education – Do they have the education necessary to perform the duties of the position?

Team relationship: Can they work alongside others, if needed, to reach a common goal? Are they in alignment with the team, the department, and the organization (culture vision, mission and core values)?

In the interview, asking questions that can help you spot potential red flags is key to a successful hire.

Topics you may want to consider covering in the interview process:

Adaptability
Customer service
Dependability
Initiative
Interpersonal skills
Judgment

Of course, there are also the off-limits areas such as:

age, religion, illness, disabilities, weight, children, etc.

Importance of Job Training: Explore the necessity of continuous training and development for employee growth within the organization.

For employees to grow, they’ll likely need professional development somewhere along the way. Training and development can range from helping employees develop skills (Excel or Word classes) to providing tools and training to become a great leader. Unfortunately, lack of job training is among “missed” opportunities for HR and business.

Training begins when an employee joins your team in the onboarding process. Proper onboarding training sets the right expectations and can prevent issues later. You’ll want to introduce your organization culture, mission, vision, and expectations.

Within your workforce, you might also find employees you want to develop into the next leader. One BIG mistake businesses make is promoting individuals without adequate management training. You can’t just take that outstanding employee and drop them into a leadership role. Here are some skills you’ll want to impart:

Communication
Conflict resolution
Team building
Coaching and visioning
Negotiation

Clarity in Policies: Identify often-overlooked policies such as vacation payout, complaint filing, and disaster response that are crucial for a well-defined framework.

Clearly defined HR policies are fundamental to your success. They protect your business and educate employees about what is expected. Here are several policies that may slip through the cracks when you’re developing yours.

Social Media Usage: With the widespread use of social media, employees may not always be aware of the company’s policies regarding their online presence. Guidelines for appropriate online behavior, disclosure of company information, and representing the company on social media platforms are important.

Use of Company Resources: Policies related to the use of company property, equipment, and resources may be overlooked. Guidelines on using company computers, phones, and other assets for personal use should be clearly communicated to prevent misuse.

Conflict Resolution Procedures: Employees may not be familiar with the procedures for resolving conflicts within the workplace. HR policies related to reporting grievances, harassment, or other interpersonal issues should be well-documented and easily accessible.

Emergency Evacuation Procedures: Employees should be aware of evacuation routes, assembly points, and emergency exits in case of natural disasters, fire, or other emergencies. Regular drills can help reinforce these procedures.

Disaster Communication Protocols: Clear communication channels during a disaster are essential. Employees should understand how information will be disseminated in emergencies, including the use of company communication systems, emergency contact information, and any designated emergency communication personnel.

Compliance with Employment Laws and Regulations: Understand the essential areas and agencies in employment law compliance to avoid potential legal liabilities and penalties.

Keeping up with employment laws can be overwhelming for HR and small business owners. But ignoring HR compliance and employer liability can lead to costly litigation and penalties. Here are some key areas and agencies where keeping track of employment laws and regulations is essential.

FLSA: The Fair Labor Standards Act gives employees basic rights and wage protections, including specifications on federal minimum wage, job classifications and overtime requirements.
OSHA: The Occupational Safety and Health Administration sets and enforces standards for safe working conditions and provides training, education, and assistance to support those standards.
IRS: Conforming with Internal Revenue Service regulations includes items such as filing business taxes and reporting annually the health coverage offered to full-time employees.
Department of Labor: The Wage and Hour Division is the primary enforcer of FLSA provisions related to worker classification. Dependent on industry and state-specific generally speaking, nonexempt employees must receive overtime for any hours worked beyond a 40-hour workweek. Overtime pay cannot be less than 1.5 times their regular pay. If you are audited, misclassifying employees can be a costly mistake. Please double check your state and industry specific (of course you can always call our consultants for clarification too).

By learning from these mistakes and implementing best practices, your organization can safeguard itself against potential setbacks and forge a path toward sustained success.

Launching into Laughter: National Fruitcake Toss Day Extravaganza!

A celebration that will have you laughing, tossing, and embracing the delightful absurdity of life – National Fruitcake Toss Day! Every January 3rd, fearless fruitcake enthusiasts from around the world come together to partake in a hilarious tradition that involves catapulting these notorious holiday treats into the wild blue yonder. If you’ve ever wondered what to do with that unwanted fruitcake that’s been sitting in the back of your pantry since the dawn of time, wonder no more! Strap on your safety goggles, flex those throwing muscles, and join us as we dive headfirst into the wacky world of fruitcake tossing.

The History of National Fruitcake Toss Day:
The origins of this whimsical holiday are as mysterious as the elusive perfect fruitcake recipe. Legend has it that a group of friends, tired of receiving the same fruitcakes year after year, decided to turn their holiday burden into a source of laughter. Thus, National Fruitcake Toss Day was born! Over the years, the event has grown into a lighthearted celebration of camaraderie, humor, and the timeless art of tossing fruitcakes.

Organizing Your Fruitcake Toss Extravaganza:
Now, you may be wondering, “How do I get in on the fruit-flinging action?” Fear not, intrepid reader, for organizing your very own Fruitcake Toss Day event is easier than you think! Here’s a step-by-step guide to launching your celebration into the stratosphere:

1.Gather Your Supplies:

Fruitcakes (the denser, the better!)
Safety goggles and protective gear
A designated tossing area (preferably outdoors)
Measuring tape for distance records
Laughter and a sense of humor

2. Invite Fellow Tossers:
Spread the word far and wide! Invite friends, family, neighbors, and even that quirky colleague who has a penchant for peculiar pastimes. The more, the merrier!

3. Set the Tossing Rules:
Establish ground rules to keep the event safe and entertaining. Consider categories like “Longest Toss,” “Most Creative Toss,” and “Precision Toss.” Don’t forget to award prizes for the winners!

4. Create a Festive Atmosphere:
Amp up the fun with decorations, music, and festive attire. Encourage participants to dress in their most outlandish fruitcake-themed costumes.

5. Capture the Moments:
Designate a photographer or set up a DIY photo booth to capture the laughter, joy, and absurdity of the day. Share the memories on social media to inspire others to embrace the fruitcake-tossing madness.

The Benefits of Fruitcake Tossing:
Besides the sheer joy of watching fruitcakes soar through the air, this quirky tradition offers some surprising benefits:

Stress Relief: Unleash your frustrations and worries with each toss.
Community Bonding: Forge connections with others who share your appreciation for humor and whimsy.
Environmental Friendliness: Give those ancient fruitcakes a purpose beyond taking up space in your pantry.

Conclusion:
So, there you have it – the recipe for a perfect National Fruitcake Toss Day celebration. Embrace the absurdity, let laughter reign supreme, and revel in the joy of flinging fruitcakes with abandon. Who knew that these holiday doorstops could bring so much merriment? This January 3rd, grab your fruitcake, rally your friends, and join the ranks of tossers who refuse to take life too seriously. Happy tossing!

Fostering Growth and Empowerment: National Mentoring Month

National Mentoring Month, celebrated annually in January, is a dedicated time to recognize the transformative power of mentorship and its positive impact on individuals and communities. Established in 2002 by the Harvard School of Public Health and MENTOR: The National Mentoring Partnership, this initiative aims to raise awareness about the importance of mentoring and encourage individuals and organizations to get involved in supporting the next generation.

The Origin of National Mentoring Month:

The roots of National Mentoring Month can be traced back to the efforts of organizations and individuals committed to addressing the needs of young people facing challenges. Harvard School of Public Health, along with MENTOR, recognized the potential of mentoring to contribute to the personal and professional development of young minds. This led to the creation of National Mentoring Month as a platform to mobilize individuals and organizations in fostering meaningful connections.

Objectives of National Mentoring Month:

1. Raise Awareness: One of the primary goals of National Mentoring Month is to increase public awareness about the positive effects of mentoring on youth development. By highlighting success stories and the benefits of mentorship, the campaign seeks to inspire more individuals and organizations to become involved.

2. Recruit Mentors: National Mentoring Month serves as a call to action, encouraging individuals from all walks of life to consider becoming mentors. Whether in schools, community organizations, or workplaces, there are countless opportunities to make a difference in someone’s life through mentorship.

3. Promote Mentoring Programs: The month-long celebration also emphasizes the importance of structured mentoring programs. Organizations are encouraged to establish or expand mentoring initiatives that provide guidance, support, and encouragement to those in need.

Setting Up a Mentoring Program:

For organizations looking to establish a mentoring program, here are key steps to consider:

1. Identify Objectives and Goals: Clearly define the objectives and goals of the mentoring program. Determine the specific needs of the mentees and how mentorship can address those needs.

2. Create a Framework: Develop a structured framework for the mentoring program, including guidelines for mentor-mentee interactions, frequency of meetings, and the expected duration of the mentorship.

3. Recruit Mentors: Identify potential mentors within the organization or community. Look for individuals with relevant experience, a passion for helping others, and strong interpersonal skills.

4. Training and Support: Provide training for both mentors and mentees to ensure they understand their roles and responsibilities. Ongoing support and resources should be available to address any challenges that may arise.

5. Matchmaking: Thoughtfully match mentors and mentees based on compatibility, shared interests, and specific needs. This process contributes to the success of the mentorship by fostering a positive and productive relationship.

6. Evaluate and Adjust: Regularly assess the effectiveness of the mentoring program through feedback and performance metrics. Use this information to make adjustments and improvements as needed.

National Mentoring Month serves as a powerful reminder of the impact that mentorship can have on individuals and society as a whole. By establishing and supporting mentoring programs, organizations can contribute to the growth, empowerment, and success of the next generation. As we celebrate National Mentoring Month, let us reaffirm our commitment to making a positive difference in the lives of others through the invaluable gift of mentorship.

A Fresh Start for the Team: Acknowledging Employee Contributions on New Year’s Day

As we bid farewell to the old and welcome the new, New Year’s Day marks a time for reflection, resolutions, and a fresh start. While many individuals focus on personal goals, it’s equally important for organizations to take a moment to celebrate the efforts of their employees. Below we highlight five examples that play a crucial role in fostering a positive work environment.

Consistent Team Collaboration:
In the fast-paced world of business, it’s easy to overlook the everyday teamwork that keeps the wheels turning. Acknowledge those team members who consistently collaborate with their colleagues, share ideas, and contribute to a positive and inclusive work culture. Recognizing the value of teamwork can go a long way in boosting morale and promoting a sense of unity within the organization.

Innovative Problem-Solving:
Innovation is the lifeblood of any successful business, and employees who consistently offer creative solutions to challenges should be celebrated. These individuals may not always be in the spotlight, but their ability to think outside the box and find novel approaches to problems can significantly impact the organization’s success.

Mentorship and Knowledge Sharing:
Employees who go above and beyond to mentor their colleagues or willingly share their knowledge contribute to the growth and development of the entire team. Recognize those who invest time in helping others learn and grow, as their efforts not only benefit individual team members but also contribute to the overall knowledge base of the organization.

Positive Workplace Culture Contributions:
Creating a positive workplace culture is vital for employee satisfaction and productivity. Employees who actively contribute to this culture, whether through organizing team-building activities, promoting a healthy work-life balance, or fostering inclusivity, play a crucial role in shaping a positive and motivating environment. Acknowledging these efforts reinforces the importance of a supportive workplace culture.

Adaptability and Resilience:
In today’s rapidly changing business landscape, adaptability is a key trait. Employees who demonstrate resilience in the face of challenges, adapt to new technologies, and embrace change should be recognized for their contributions. Their ability to navigate uncertainties and stay focused on the organization’s goals is invaluable.

As the clock strikes midnight on New Year’s Eve, take a moment to not only set personal resolutions but also to appreciate the collective efforts of your team. Recognizing and celebrating the often overlooked contributions of employees can strengthen the bond within the organization, inspire continued dedication, and set the stage for a successful and collaborative year ahead. A fresh start for the team begins with acknowledging and valuing the diverse contributions that make the workplace a dynamic and thriving community.