Rodney
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Wow! I never thought this would be the place to find wonderful recipes. HR people are so multi-talented.
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Look at the handbook more as a guideline & an orientation tool. As a consultant, I have put together a couple of handbooks for small employers. Does this client have growth plans? Whether he has growth plans or not, you can put a brief stat…
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To start, I am going to agree with Don. Having been in the arena of performance reviews for a number of years (both internally and externally), I have in the last couple years come of the mind that performance reviews should be eliminated. Basical…
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All this chat on performance reviews is interesting. This always seems to be a hot topic. I have developed them both internally and for clients. A few years ago I changed my thinking about them due to Tom Coens & Mary Jenkins book, "Abolishin…
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Thank you much. We are thrilled with what he got. It may be a good way to ease into the big R. The company still benefits by having a knowledgeable and reliable person working for them. He usually does 5-days worth of work in 4 days. I hope you…
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Wow!! Talk about speed of nimble fingers. Thanks for all your input. My husband did not decrease his hours independently. He worked with management to come to an agreement that he could work a 4-day week (32 hours). He is retirement age and wante…
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I would add a question to this. If the spouse is not of Medicare age, can s/he use COBRA for the interim? Mary IL
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Sounds like he wants to be in control. Consider asking what he likes to do the best & is best at. He, like employees, should function in the area of "talents." Of course that is what you have been trying to tell him. Another question is, "Do…
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Alot of good information has been posted. I will say up front that I am an independent consultant and nothing that I say is intended as advertising. Having been internal in HR and designed a company review for them, I came to a point a few years a…
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Well I do agree that a catchy title is the job of the publisher. And we all agree, it works. Tom Cohen is a labor law attorney, so I would not call him a theorist but rather a realist. (There are alot of other authors who have talked about such c…
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There is training involved. We can't say how consistent people will be since they are individuals but if they follow and incorporate the concepts and guidelines there would be more consistency. I learned when I developed a performance review sys…
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Another example of how appraisals are used to control. Also, demonstrates one of the many reasons to abolish performace reviews. Read Tom Cohen's book, "Abolishing Performance Appraisals." There are other ways to give feedback - Ongoing communica…
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As stated early on, loyality is not something that you buy. I would suggest the basis for it, & a lot of things, is TRUST. Firing someone because they irritated you does nothing to build trust. Consider reading the book "Stewardship" by Pet…
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I am a DiSc distributor & agree with Margaret. It is simpler so therefore, in my opinion, more useable. You can use it to learn not only about your behavior but what you need to do to adapt to others & therefore be more effective. I am in…
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I agree with Don & Down the Middle. What is the purpose? Have you ever been accused of speeding and you weren't? (Maybe that is a poor selection! ) Is this question pertinent to the job? E.g. are they applying to be the CFO? If not relevant…
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As usual, you have some good advice. I would suggest that job descriptioons are good guidelines for all involved. However, I would add that they should be flexible and a working document. I think they loose their value when they are not updated a…
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It appears you have gotten a lot of good words and advice. We all experience bumps in the road, called our career. Recognize that you may have been treated unfairly but ask what have you learned? Look at the company culture when you go for the ne…
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This sounds great. Tell him your parameters. I can't help but wonder how he gets his work done if he is talking to you and everyone else, plus the e-mails. Is this something you can look in to? I agree that he does not seem happy here. Why does…
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Nina: After I sent the last message I found another book with different information. This is probably more accurate. 311 S. Wacker Dr. Chicago 312-983-7100 I would guess one of these should get you where you need to be. Good luck.
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Contact the Illinois State Chamber of Commerce. They always put out a very good publication. My copy is quite old so I cannot speak to the correct contact information. This is what I have: The Illinois Chamber - Center for Business Management 20 …
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Wow! I can see how this can make your head spin (as many review systems do). I would suggest you do some additional research. It seems to be agreed by most that 360's are not good for evaluation/appraisal purposes. They create just what you sugge…
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I agree that much is common sense. When we all first started working we were energetic and enthusiastic to do our best. Then the "system" and its controls changed us. As mentioned so many things have been tried over the years & then dumped be…
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There has been much said on this topic. Paul, seems the first, to me, who is getting close. I would guess the issue is deeper than the line workers. What about management? I think top management is where you start. I would guess some of their b…
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The jeopardy type game sounds like great fun. You could also consider opening up discussion. Since sexual harassment is a gray area (in the eyes of the beholder). You could either show the video first, or not. But have small groups & then a …
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I do sex harassment training. I am a consultant in the Chicago area. Feel free to contact me at 630-653-1933.
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My immediate reaction is that there is a management problem. No one or organization can dictate someone elses "attitude." I do think it can be said that professional behavior (with a definition - no outbursts or negative comments or behavior in fr…