Tag Archives: HR

Five 2016 Workforce Challenges Screaming Down Tracks

 

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(Post by Rick Dacri, November 29, 2015)

As a manager, you will be faced with several challenges in 2016 and workforce issues are right at the top. Recruiting and retaining qualified personnel, staff development, succession planning, employee morale, competitive compensation packages, and reducing employee health care costs will dominate your attention. Like a freight train screaming down the tracks, today’s manager must tackle these issues head-on. Let’s look at five of them:

  1. Aging workforce: We’re getting older. Baby boomers are beginning to exit the workplace in what some are calling the “silver tsunami” leaving both employment spots to fill and huge gaps in knowledge to replace. Most employers are ill prepared. Recommendation: Put in place succession plans which address replacements, skills gaps, and prepares the organization for an orderly transition of talent.
  2. Creating a performance based culture: Today’s workplace culture must reward performance and productivity and foster employee engagement resulting in worker retention and attracting the best external talent. Work rules that hamper productivity must be replaced with those that support flexibility and pay should be merit based and include performance incentives. There also must be an increased emphasis on setting priorities and goals, measuring productivity and monitoring performance. And your employees must be agile, customer centric, and willing to do whatever it takes for the organization. Recommendation: Put in place training programs to prepare both supervisors and employees. Add communication initiatives to demonstrate the need for and benefits of these required changes. Recruit only employees who can thrive in a changing environment.
  3. Managing a multidimensional and changing workforce: Today’s workforce is changing and different. As boomers age out, we are seeing a different look in the workplace then we have come to expect in the past. As the workforce becomes more diverse, managers must have the skills to lead this workplace. Engaging a younger generation, who will work along side older individuals who have different views and expectations of both their boss and work, will require significant adjustments, patience, tolerance and clear understanding. Recommendation: Multicultural, mutigenerational training should become a part of your training curriculum. Employee engagement/satisfaction surveys should be conducted annually.
  4. Recruitment, retention and rewarding: There is a new “3 R’s.” Work/life balance, flexibility, career development and telecommuting will be needed in order to attract and retain this new generation of worker. And to retain them, you will have to reward workers with cash (merit pay, incentives, benefits) and non-cash (opportunities, training, titles). Recommendation: Recruitment and retention programs should be put in place that include development of a recruitment brand and tool box; compensation market surveys should be conducted; and turnover analysis should be put in place.
  5. A strategic approach to managing: Managers must make decisions about the direction of their business utilizing a strategic framework. No longer can they simply move from crisis to crisis. A big picture, business approach will be needed, discarding “how we’ve always done it” approach and re-inventing your business to address today’s and tomorrow’s realities. There will be a greater reliance on technology, creativity, innovation, and best practices and benchmarking and these require a new kind of leader to manage a workforce that can thrive in this new world along with a workforce that can blossom amongst rapid change and have the skills to learn and adapt. Recommendation: Strategic plans should be updated to reflect the changing workforce and market place.

In 2016 and beyond we all must begin to think differently, have the skills to look around corners, while making bold decisions in addressing this changing workplace.

Other posts you may like:

  1. Aging Workforce: Few Employers Prepared
  2. Succession Plan in Municipalities Assure a Steady Flow of Talent
  3. How Unhealthy Cultures Stymie Progress

 

 

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New Online Program for Municipalities: Accelerated Supervisory Development

Today I am launching a new training program specifically designed for municipal or county government that want to quickly provide training for a single manager or two. I call it

UnknownRick Dacri’s Uncomplicating Municipal Management

Accelerated Supervisory Development Program.

In five short weeks, beginning September 23rd, your department head, manager or supervisor will:

  • Enhance their skills as a manager
  • Increase their ability to motivate and engage their people to deliver outstanding results
  • Know how to attract, hire and retain exceptional talent
  • Delegate and make better decisions
  • Inspire, coach and mentor their people, creating enthusiasm, clarity and increased effectiveness
  • Listen and communicate better, resulting in open and honest dialogue
  • Confront problem employees, resolve tough issues, including attitude, performance and behavior
  • Provide honest feedback, praise and recognition
  • Understand and operate within the law, without fear of lawsuits

The program includes 5 regularly scheduled, 90-minute, training sessions, one-on-one executive coaching with me, training materials, my book, more, and me.

Interested? Follow this link and read all about it and register. With a starting date of September 23, this program could be the perfect way to end the year!

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Overtime Eligibility to Double: Prepare for Changes

images(Post by Rick Dacri, August 24, 2015)

The Department of Labor’s (U.S. DOL) proposed change to overtime eligibility is likely to force all employers to review and make changes to their compensation plans prior to the expected 2016 implementation.

Under the proposed rule, the salary threshold under which employees would be nonexempt—required to receive overtime pay (regular hourly rate x 1.5 for all hours worked beyond 40 hours per week), would be $970, or $50,440 per year for a full-time worker, more than doubling the salary threshold from the current level of $23,660. Afterward, the salary-level threshold would be updated annually based either on the percentile or inflation.

Earning above the $50,440 annual ($970 per week) salary level does not automatically classify an employee as exempt from mandatory overtime pay, as the duties test still comes into play.

This is a significant change to the law and all employers should review their plans now, before the likely 2016 implementation period. Don’t wait, as changes will be complex and contain plenty of pitfalls.

To avoid problems with existing exempt workers currently being paid less than the new threshold, your options include:

  1. Reclassify affected workers as nonexempt, or
  2. Increase the employees’ salaries to at least $50,440, or
  3. Reduce the hours of these workers, or
  4. Pay a lower hourly rate so that, when multiplied by time-and-one-half, weekly compensation remains unchanged

None of these steps are ideal and are likely to result in employee relation issues and increased payroll costs. To make matters worse, the DOL has stepped up enforcement of the law, doling out significant fines, attorney fees and back pay for violations.

Some other problematic areas for employers that should immediately be addressed include:

  • Misclassifying employers as exempt, when they should be non-exempt when the duties test is applied
  • Misclassifying individuals as independent contractors when they are bona-fide employees
  • Failing to pay for “off the clock” work, including non-exempt employees working, unpaid, during breaks; bringing work home; being required to respond to emails, calls and texts, etc.

To avoid problems and lawsuits:

  • Audit your compensation program and pay practices for compliance
  • Review the classification of all exempt workers, particularly those being paid under $50,440
  • Review the classification of all independent contractors
  • Put in place a safe harbor policy, which states that if an employee feels he/she has been incorrectly paid, to bring it to your attention for review.

Develop a plan now that can be rolled out in 2016 when (and if) the law changes. Call me if you need help.

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Filed under Compensation, Compliance

Workplace Trends & How Employers Must Respond

Screen Shot 2015-08-18 at 11.23.43 AMThree critical trends are emerging in today’s workplace: 1) the traditional full-time, 40 hour worker is being replaced by part-timers, Independent Contractors and gig-workers; 2) the ability to attract and retain workers is going to require different strategies and those employed in the past; and 3) workforce loyalty has a new look.

Rick Dacri & David Ciullo discuss these trends and how employers should respond in this Mind Your Own Business TV interview with Debi Davis.

To view the interview, click Workforce Trends.

Post by Rick Dacri, August 18, 2015.

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Online Accelerated Supervisory Development Program–May 13

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Last year I introduced the Accelerated Supervisory Development Program. I conducted two programs and 24 individuals signed up and successfully completed it. Since then I have been asked when I was going to offer the program again. Well, mark your calendars. A new program is scheduled to begin on May 13, 2015.

This training program is specifically designed for small companies with only a few managers or companies that want to quickly provide training for a single manager or two. I call it

 Rick Dacri’s Uncomplicating Management

Accelerated Supervisory Development Program.

Here’s what some of the “graduates” said about recent programs:

Great class. Rick cleared up issues on employee problems.”

Chris Davidson, Supervisor, Paras Electric

 

“Rick Dacri provided me a template with which I can elevate the performance of my crew, reward top performers, and address the needs of those not yet reaching their potential.”

Kevin Snow, Supervisor, Groveland Municipal Light Department

 

“Just the chapter/lesson on legal issues of hiring and terminations and drug testing do’s and don’ts are worth its weight to the average employer who doesn’t deal with this on a regular basis. Lots of info packed into a very painless time frame.”

Mark Dufoe, Operations Manager, Kennebunk Light & Power District

In five short weeks, you or your supervisors will:

  • Enhance their skills as a manager
  • Increase their ability to motivate and engage their people to deliver outstanding results
  • Know how to attract, hire and retain exceptional talent
  • Delegate and make better decisions
  • Inspire, coach and mentor their people, creating enthusiasm, clarity and increased effectiveness
  • Listen and communicate better, resulting in open and honest dialogue
  • Confront problem employees, resolve tough issues, including attitude, performance and behavior
  • Provide honest feedback, praise and recognition
  • Understand and operate within the law, without fear of lawsuits

The program includes 5 regularly scheduled training sessions, one-on-one coaching with me, training materials, my book, and more.

 Interested? Follow this link and read all about it and register. With a starting date of May 13, this program is the perfect way to develop the skills and effectiveness of your management team!

To learn more or to enroll, click Accelerated Supervisory Development Program or call me, Rick Dacri at 207-229-5954 or email me ar rick@dacri.com.

Enrollment is limited, so sign up now.

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Culture Trumps Everything

(Posted by Rick Dacri, June 2, 2014)108

Walk into a Whole Foods, order shoes through Zappos, or spend a night at the Ritz and you’ll quickly see the value of a positive workplace culture. Whether its Zappos emphasis on delivering “WOW” through service (ask my wife), or Whole Foods’ friendly, smiling clerks (I love shopping there), and I can’t even describe the joy in staying at the Ritz–the emphasis on taking care of the customer is ingrained into the fabric of each company and embodied in its workforce.

Culture is not a squishy concepts best left to human resources. No, its the essence of a company, its personality. Culture is made up of a company’s core values, beliefs, goals, and traditions. It’s who they are and how leaders form and shape it determines whether the company will flourish or wither on the vine.

L.L. Bean hires employees who are Continue reading

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Operating Your Business Without an HR Department

(Post written by Rick Dacri, April 10, 2014)

The Wall Street Journal recently reported that many companies are choosing to operate their business without a human resource department. In 2007, in a published article I wrote, I discussed how many organizations I have worked with have successfully run their business without an HR pro on staff. I pointed out, that to do it well, while avoiding potential pitfalls, managers should do the following:

  1. Delegate HR responsibilities to their managers, after training them first
  2. Develop systems that promote consistency
  3. Know the law
  4. Use outside experts to handle thorny workplaces issues
  5. Address workforce issues immediately

Properly addressing compliance and workforce issues, while at the same time increasing productivity and employee performance, are the critical challenges facing many executives. With outside, professional expertise, many companies can operate well without an HR department.

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