Tuesday, March 29, 2011

Guest Post: The Need for Workplace Conflict Resolution

The great guest posts keep on rolling in this week. This next one focuses on workplace conflict resolution and come from Claudia Vandermilt. Claudia works in conjunction with Villanova University and University Alliance to promote professional training materials. She’s currently enrolled in Mastering Organizational Effectiveness through Villanova because there’s little else more challenging than remaining organized.
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In a perfect workplace, everyone would work together in peace and harmony – there would be no politics, disagreements or differing opinions. However, no such workplace exists; conflict is a normal part of daily life and doing business, as each employee has a different view on the world (which is also what makes a business successful). It’s also a typical challenge for HR.

HR professionals, like yourself, must work hard to create a work environment that allows employees to grow and thrive, and to work together without tension. It’s your job to ensure that interoffice conflicts don’t escalate into interpersonal conflicts, so intervention is necessary. Your HR knowledge, management and mediation skills play a critical role in getting employees back to being productive.

From your perspective, conflict within the workplace should actually be considered neutral territory. Your job is to take into consideration the individual, their concerns and the policies of your organization. While addressing conflict is often not an enjoyable part of being in an HR role, it is an aspect that cannot be ignored.

Conflict Resolution vs. Conflict Avoidance
Determining precisely when to intervene in an employee conflict is tricky, but leaving a conflict totally unresolved can greatly harm productivity and teamwork. Addressing conflict isn’t easy, but giving employees the opportunity to be heard can have positive results for the staff and organization. In a supportive environment, employees experience higher morale and file fewer formal grievances, as they feel validated and appreciated.

Because most conflicts can be resolved quickly and fairly, it’s best to address them early. Waiting too long or avoiding the conflict altogether only adds to the tension and could even escalate the grievance. When faced with the challenge of conflict resolution, consider the pros and cons of intervention:

• Pros
Dealing with conflict resolution results in:
o Stronger relationships
o Builds teamwork
o Diffuses anger
o Encourages problem solving
o Re-focuses employees toward results
o Conveys a positive environment
o Encourages open communication

• Cons
Avoiding conflict results in:
o Defensiveness
o Discourages productivity and teamwork
o Damages relationships
o Creates hidden agendas
o Drains energy and morale
o Produces stress and animosity
o Harbors workplace chaos and negativity

In your role, you have the ability to create a positive, supportive work environment that opens communication and enables employees to achieve success. Swiftly dealing with workplace conflict creates a harmonious environment that motivates employees and encourages creativity, willingness and loyalty.

Monday, March 28, 2011

Guest Post: Before You Worry About the Interview Questions

I'm sorry to have been absent from the blogging world for a while but I just recently entered the world of dog ownership (picture on the right) and the puppy has been occupying way too much of my time. But I'm back now and we've got some great stuff on tap for this week including a few great guest posts. The first guest post is contributed by Katheryn Rivas, who writes on the topics of online universities. She welcomes your comments at her email: katherynrivas87@gmail.com.
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A picture of little Jack taking a nap
We often read so much about how to prepare for the actual back and forth discussion part of our job interview that we don't actually get any advice about how to prepare for the logistics of going to a job interview. When I say logistics, I mean all of the details surrounding the interview itself. If you don't get these details right, they can seriously hamper your efforts to nail down that job. And in this economy, you can't afford to let the details keep you from getting a steady paycheck.

Anyhow, when you get ready to go off to your interview, take a moment to track down some of these logistical details. These may seem obvious and common sense, but you'd be surprised at how many people might forget these in the nervous rush of thinking about the interview. And, of course, good luck!

Plan Your Route

Before you leave for the interview, plan out the route you will drive to get there. Keep in mind an alternate route as well so that you can adjust where you go in case there is a traffic jam. Also, use a traffic monitoring system, such as the one on your GPS, or use the radio to get traffic updates.

Figure Out the Parking Situation

Next, you should try to figure out the parking situation at the place where you are interviewing. Some places have easy parking, while others will require you to get your parking ticket validated. Simply check with whomever helped you set up the interview for more information.

Where Will You Meet?

This is a pretty basic step, but it's still one that needs to be taken so that you can avoid some anxiety once you arrive at the office. Simply establish where you will wait or how you will meet with whomever is going to interview you. Should you wait in the lobby? Will someone come and get you? Do you take the elevator up? Establish the process here to save yourself some trouble the morning of the interview.

Know Your Interviewers

Tuesday, March 22, 2011

Astronology - 2011 Office Spring Cleaning

Astron Website Top

Astronology

Volume XI

Issue 26

March  22, 2011

Dear Andrew,

Astron Solutions provides high-quality, low-cost, innovative human resources consulting services to organizations like yours. Call us for advice, innovative program design, and user-friendly Web/PC based software.

 

The Astron Road Show

It's Spring, and the Astron Road Show rolls on!  On April 6th, National Director Jennifer Loftus will attend the CUPA-HR New York Metro Chapter Spring 2011 program as a Sponsor.  The half day event, held in New York City, will feature a variety of topics surrounding the theme of employee retention.

 

Do you host or attend an event that you think Astron should include in our annual Road Show?  If so, please let us know!  We're always looking for new opportunities to meet with HR professionals and share our knowledge!

 

Welcome Deb Woolridge!

Astron Solutions is excited to welcome Deb Woolridge to our consulting team!  Deb comes to Astron with a wealth of HR experience garnered at organizations including Collegiate Church Corporation, OfficeTiger, LLC, the American Red Cross September 11 Recovery Program, and EngenderHealth, Inc.  You can reach Deb at 212-792-8889, or dlwoolridge@astronsolutions.com.

 

 

Fact or Fiction

2 Million "junk" telephone calls / phone solicitation are made every day in the United States.

 

FICTION!

 

It is estimated that 4 million "junk" telephone calls, phone solicitations by persons or programmed machines, are made every day in the United States!

 

What's your best advice for dealing with junk phone calls? 

Please share your ideas with us and we may reprint them in an upcoming issue of Astronology!

 

2011 Office Spring Cleaning

After a harsh winter of snow, snow, and even more snow for most of the country, it's seems like everyone is looking forward to the spring weather!  Part of preparing for the new season is the usual spring cleaning not only of one's home, but also at the office. Besides the physical cleaning that most everyone will undertake, Human Resources should take the time to make sure software is up to date and to research possible upgrades in office management. In this issue of Astronology, we take a look into the fun, and sometimes seemingly daunting task of office spring cleaning.....more

 

 

Have a Question?

If you have a topic you would like addressed in Astronology, or some feedback on a past article, don't hesitate to tell us!  Simply reply to this e-mail.  See your question answered, or comments addressed, in an upcoming issue of Astronology.

Looking for a top-notch presenter for your human resource organization's meeting?  Both Jennifer Loftus and Michael Maciekowich present highly-rated sessions on a variety of compensation and employee retention issues.  For more information, send an e-mail to info@astronsolutions.com.

 

The Fine Print

We hold your e-mail address in trust.  Astron Solutions promises never to share or rent your personal information.  We also promise never to send you frivolous e-mails and will allow you to leave our list, at your option, at any time.

To remove yourself from this list, please follow your personalized subscriber link at the bottom of your Astronology alert e-mail.

Copyright 2011, Astron Solutions, LLC

ISSN Number 1549-0467

Quick Links


 

World of HR Blog

Bringing you Human Resource news from around the globe...compliments of Astron Solutions.

More

 

Join Our Mailing List

 

Thursday, March 17, 2011

March Madness

As mid-March hits, productivity starts to go down in the office. The weather gets nice outside, fun holidays like St. Patrick's Day is celebrated and baseball Opening Day and Summer are both right around the corner. But March is also bad for productivity because of March Madness. For a few weeks, afternoons are spent bracket-watching as hopes and dreams are beaten as the buzzer is. Well what happened if you had the coolest boss ever? someecards.com and Sports Pickle took a look and the result is pretty funny and pretty awesome.

Also, you have a few minutes left to still join the bracket that is being co-hosted by my two blog passions: Astron Solutions World of HR and NYaT: http://www.nyat.net/2011/03/join-nyats-tournament-pickem-and-win.html

Make sure to join quickly so you are in the running to win and enjoy March Madness!

Tuesday, March 15, 2011

Another Plug for Napping at Work

Here at the Astron Solutions World of HR blog, you may think that we're obsessed with napping. In January of 2009 we quoted a study that we found on ESPN.com that says that people ought to take afternoon naps, in March of 2009 Jennifer wrote about National Nap Day, Labor Day last year we posted that Bloomberg and Yahoo! gave a nod to napping, and a month ago Astronology said that 50 million Americans suffer from sleep problems. Well napping has moved past the traditional workplace and is now prevalent among basketball players in the NBA according to the New York Times:
In the United States, napping is often stigmatized, seen as evidence of laziness or a lack of purpose. But in the world of sports, and certainly in the N.B.A., the attitude is entirely different.

“You’re nocturnal in terms of what you do, playing at night, so your body adjusts to the rhythm of being up late, getting in early in the morning,” said Grant Hill, [Steve] Nash’s teammate with the Phoenix Suns. “You’re tired around midday. Naps are important. It refreshes you. It gets you ready for competition.”
The key now is to figure out a way to get rid of that stigma in the rest of society. A 20-30 minute "power nap" at work can be the way to keep your employee base fresh and to keep them from burning out or making mistakes. While others may be okay shunning naps, here at Astron's World of HR, we're trying to make it an accepted practice in the workplace.

Speaking of basketball...if you are interested in getting involved in a NCAA tournament pool, you can check out my sports blog, NYaT, where we have a pool open to all Astron Solutions World of HR readers. Go over there and test your mettle for a chance to win bragging rights as the best of the blog. Good luck!

Tuesday, March 08, 2011

Astronology - 2011 Salary Increase Updates

Astron Website Top

Astronology

Volume XI

Issue 24
5

March  8, 2011

Dear Andrew,

Astron Solutions provides high-quality, low-cost, innovative human resources consulting services to organizations like yours. Call us for advice, innovative program design, and user-friendly Web/PC based software.

 

The Astron Road Show

It's spring, and the Astron Road Show is kicking into high gear!  Our National Directors have a number of speaking events booked over the next few months.  Where will we see you in the coming weeks?

On Monday, March 21st, Jennifer Loftus will be the guest on
Coach World TV.  Jennifer will talk with host Terry Yoffe regarding Human Resources and the impact of coaching on individuals.  Watch locally on New York City cable TV, or stream the program live through the internet.

National Director Mike Maciekowich will be in Ithaca, NY on March 22nd, presenting to the Society for Human Resource Management of Tompkins County.  His topic is "A History of Pay Equity: From FLSA to Lilly Ledbetter and Beyond."

We look forward to meeting you on the road!

 

2011 Salary Increase Updates

As we explored in Astronology last year, many organizations were projecting an optimistic 2011. The sense was that the economy would be on the mend, inflation low, and the stock market on the rise.  But much has happened over the past few months which may run contrary to these hopes - from the unsettled Arab world, skyrocketing oil prices, and labor unrest in America's heartland....more

 

 

Have a Question?

If you have a topic you would like addressed in Astronology, or some feedback on a past article, don't hesitate to tell us!  Simply reply to this e-mail.  See your question answered, or comments addressed, in an upcoming issue of Astronology.

Looking for a top-notch presenter for your human resource organization's meeting?  Both Jennifer Loftus and Michael Maciekowich present highly-rated sessions on a variety of compensation and employee retention issues.  For more information, send an e-mail to info@astronsolutions.com.

 

The Fine Print

We hold your e-mail address in trust.  Astron Solutions promises never to share or rent your personal information.  We also promise never to send you frivolous e-mails and will allow you to leave our list, at your option, at any time.

To remove yourself from this list, please follow your personalized subscriber link at the bottom of your Astronology alert e-mail.

Copyright 2011, Astron Solutions, LLC

ISSN Number 1549-0467

Quick Links


 

World of HR Blog

Bringing you Human Resource news from around the globe...compliments of Astron Solutions.

More

 

Join Our Mailing List

 

Monday, March 07, 2011

Contacting Ex-Employees

When employees leave your organization, a lot of information tends to leave with them. As much as they document their everyday activities and hand off work to co-workers, there's always something that they forgot to leave behind. Most of the time the employee who leaves says "contact me for anything you need", and although this is just said as a courtesy, there may be times when contacting that employee for a quick question is absolutely necessary. But how much is too much and how long is too long to contact an old employee?

The question comes after I read an article from Ask a Manager about an employee who was being harassed by their old boss 16 months after leaving their old job. This is an extreme circumstance (it seems like the boss is an extra vindictive person) but it should prove a point that while it's okay to contact an old employee a few times, it should be done sparingly and it should be done with a great deal of gratitude.

In one of my old jobs, my predecessor left for another job within the company (at a new location). He was a really nice guy and had a hard time saying no to anyone so he let everyone know that he was available to help when he left for his new job. Well the problem was that everyone wanted to contact him and they wanted to contact him all the time. It not only made him feel that he really had never left his old job, but it also was really frustrating for me because--correct or not--it always made me feel that no one had trust in me to make the right decisions in these situations.

It's always nice to have old employees who are readily available to help, but it's always worth understanding that the person who left is under no obligation to actually help you--and it could be doing a lot of damage to the confidence of the people left behind. It's okay to contact old employees but, as they say in alcohol commercials, if you choose to do so, do so responsibly.

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