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volume II issue VII July 2014 |
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7 Learning Perks to Engage Employees Most companies know that employees need more than health insurance and a 401K to stick around these days, so they're offering everything from unlimited vacation to acupuncture at corporate headquarters to lure top talent. Nurturing employees goes beyond office freebies, though, and employers don't have to mirror flashy tech start-up perks to offer meaningful opportunities. In a recent study of the relationship between workplace policies and employee engagement and wellbeing, Gallup found that "indulging employees is no substitute for engaging them." Here are seven unconventional office perks that go beyond free lunch and encourage employees to engage with their company – and each other – through learning. 1. Imagination boosters To inspire creativity among employees, Discovery Communications offers a variety of whacky classes. The nonfiction media company hosts everything from improv seminars to African dance classes and fly-fishing lessons. Employees also enjoy free in-house premiers of the network's educational shows, which sometimes include live interviews with the cast. Read more. Getting the Most Out of Performance Reviews Performance reviews: Let's face it–they're not the most enjoyable part of the employer/employee contract. If you're an employee, the review process is when you must painstakingly wade backwards in time, through copious emails and calendar items, trying to piece together some coherent semblance of a year's worth of work to present to your manager. If you're a manager, not only must you do the same for yourself, but you also have a pile of reviews to complete and deliver to each of your direct reports. The result? Typically, a one-hour-per-year conversation between employees and their managers about whether expectations were met, whether a pay raise is in order, and possibly an insightful reflection or two. With the addition of a few signatures, the report is then filed with HR—where it may or may not ever be seen again. How to Leverage the Process What if the process was different? At many of the "Best Companies to Work For," the performance review process is treated as much more than a compulsory HR procedure. These companies treat employees' performance as an integral part of the functioning of the business. Read on. Is Multi-Rater Feedback Right for Your Organization? Every Human Resources practitioner I talk with agrees with me on one point: there is no such thing as a perfect generic feedback instrument and process. However, a customized 360, or multi-rater process, when planned and executed well, can provide excellent feedback for recipients and foster a motivating environment for employees. I've worked with organizations using this process for 24 years and observed some positive advantages to the 360 process, as well as some pitfalls. HR can guide the process to ensure that the advantages are leveraged and pitfalls minimized. First, I want to clarify what I mean when I refer to the term 360 feedback. This is a process in which a person receives feedback about his or her competencies from peers, supervisors, direct reports, and internal and external customers. It's a complete picture of the impact one has on those with whom he or she interacts on a frequent basis. Many companies use a "180" feedback process instead, which allows for feedback from peers, the supervisor, and sometimes direct reports (if applicable). Advantages to the 360 Process Read on. 5 Attributes of a Successful Non-Compete Agreement After The New York Times and other media outlets reported recently that more and more employers are asking their employees to sign non-compete agreements, we asked JD Supra contributors who know about such matters to tell us: What is the one thing that a business's non-compete agreement should accomplish? Here is what we heard back: 1. A Non-Compete Agreement Should Protect Your Business's Property "Property rights, whether tangible or intangible, are, after all, key business assets which courts recognize merit protection..." From Jen Rubin, a member of Mintz Levin: "Protecting property should be the singular focus of a non-compete agreement. While this is easier said than done given the often imprecise concept of 'property,' the critical focus of a non-compete agreement is the vigorous and effective protection of business property rights. Read more. Can an Employer Ever Settle an FLSA Claim? As we have previously noted, employers are increasingly resorting to arbitration agreements, waivers and releases and other strategies in an attempt to limit liability in employment matters and reduce or eliminate the risk and cost of litigation. With the explosion of litigation being brought under the Fair Labor Standards Act ("FLSA"), employers may be similarly tempted to "cut deals" to eliminate and reduce the risk of an FLSA claim. Similarly, with increased attention being paid to raising the minimum wage as well as President Obama's recent Executive Order instructing the Secretary of Labor to re-examine exemptions, employers may be tempted to cut corners by striking private deals with employees. However, the FLSA is a different animal and employers must understand that unlike most other employment laws, the ability to obtain valid waivers and releases are severely limited under this law. Read more. |
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> FEATURE ARTICLE 7 Learning Perks to Engage Employees > TIP OF THE MONTH Getting the Most Out of Performance Reviews > Q & A Is Multi-Rater Feedback Right for Your Organization? > LEGAL UPDATES 5 Attributes of a Successful Non-Compete Agreement Can an Employer Ever Settle an FLSA Claim? Area Temps, Inc. 1228 Euclid Avenue Cleveland, OH 44115 Toll Free: 1.866.995.JOBS www.areatemps.com |
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