Overall, the theme of this “Workplace Survival” game is flexibility. If you want to be an employee or an employer, there really is no stability. Here is how to stay alive if you choose to play. Choose your weapons wisely. Know your strengths and your weaknesses so you can adapt.
We are so email-heavy that we have to nitpick down to the detail. Our employees need to be good at email, because largely that is our product. What is the percentage of job function that email captures at your company? Here are some high level points to share with your employees at your next office meeting or training.
It’s lunch time. Your friend and fellow CEO starts to lament about being fined by the state for Nevada Revised Statutes (NRS) infractions. What do you do? a) Buy him a beer; b) give him the name of a good labor lawyer; or c) drift off to sleep (the NRS topic is a real snoozer) while wondering, “Have I made the same mistake?” NRS may evoke a yawn, but compliance is important. Take a look at this checklist for the laws that often trip up employers.
Why do an investigation? The onus is always on the employer. Ignorance equals risk. Begin an investigation when the gossip starts, before you receive a complaint and before you are sued. The three most common issues involved in an investigation are harassment, whistleblower, and discrimination. Whatever the issue, following the suggestions below can help manage the risk.
We are preparing the next workforce, and they are preparing us. Generation Y, Z and younger definitely have their personal preferences that will influence whether they choose to work for you or a competitor. BYOD is a term that means a worker can bring their own device — smart phone, laptop, iPad, etc. — to work. It is a sticking point now and contention will grow as younger employees push back on their employers’ need for risk management.