Inevitable Change - Positive or Negative?

Hello Again:


Well, this has been quite a busy week since I last posted. I found this quote especially appropriate these days: "Change is inevitable – except from a vending machine. ROBERT C. GALLAGHER"


In pondering this, I had several thoughts. Yes, change is inevitable, but it doesn't have to be a negative. Change is the sun coming in the bedroom window earlier in the morning; it is a noticeable rise in the temperature (at least here in Arizona); it is a sense of excitement about spending more time outside and enjoying the flowers that are opening their little buds; it is a change in attitude as we shake off the drabness of winter thoughts and pull on our lighter spring-weight thoughts along with our short sleeved shirts.


Change is what prompts small business, or any business, to think about new ways to go about their business. Change prompts us to do things differently-to think differently when customers stop coming in the door-to think differently about how we market our business.


Employees feel change as much or more than the business owner. They may feel their jobs are tenuous and may give up caring what your business looks like. Now is the time to change how we treat them. As leaders, we need to instill the attitude of "we can change things around" instead of "it's all going downhill."


Here are three suggestions for changing morale:


1. Rally your troops - get them involved in strategizing ways to keep the business moving ahead. Ask them for ideas on ways to cut costs. Keep them informed on what is going on in your business. With information, your employees will respond more positively and actually help you create the positive change you may need in this business climate.


2. Get to know your team - take time to learn about how they respond to stress. Understand that their stress at work may not be all they are attempting to handle - they may have financial or other stresses at home. Once you begin to learn about and understand them better, you can spot changes in their behavior and performance and address them before they get out of hand.


3. Remotivate your management team - no matter how small your business, you have at least one or two key people who are your leaders. These folks feel change from two levels - the other employees and the employer. Give some thought to those in your ranks who could use some kudos, a little team spirit, and a pat on the back for being the glue that helps hold the organization together especially during these times of change.


Whether you believe times to be tough or just fine, the perception of those you work with is the reality they face every day. How you handle change in the downtimes shows character, strength, and leadership. You show real leadership when you take on change in positive ways and bring your team along with you.


Now is the time for a positive change in your business.

Getting to Know You (and Me)

Hi All:

This is only my second attempt at posting a blog entry, so I thought I would just tell you a little about me and invite you to let me know who you are and what you might like to get from my postings.

Aside from consulting in the human resources arena for the past 10+ years, I have been a practitioner of this craft for some 30 years! Wow, when I put it in writing, it sure knocks my socks off. Time really does fly when you are having fun, and I have had fun in my work life. I hope to pass some of that experience and knowledge to my readers and clients via this new medium - blogging.

I will need your help from time to time - like suggestions for topics, questions that are on your mind, situations that you might like a different perspective on from someone else.

I will also attempt to post breaking news and developments on the legal front that impact your and your business, not to overload you with information, but to keep you informed.

Hopefully some of what I write will stimulate discussion or opinions from you. You may not agree with everything I have to say or what others say in response. That's ok - you know what "they" say, "Take what you like and leave the rest."

Also, I won't be posting daily (way too much concentration necessary to do this). Look for some thoughts about twice each week. I will acknowledge as many responses as possible.

So, I'm ready to journey into this new Land of Blog - won't you join me?

3 Alternatives to a Lay-off

Many times when employers are faced with economic results below their expectations, as so many of us are right now, the first thought is to lay off employees. I think that other alternatives should be reviewed first since any reduction in force will require a business justification that may be challenged in litigation.

Involving your employees in the decision-making process may yield some interesting and effective cost-saving measures. It will also give them a real idea of the situation you are facing and give them ownership in the final decision.

Here are just 3 alternatives:

1. JOB SHARING: This is a flexible schedule that allows two part-time employees to share one full-time job. By reducing both employees' hours or schedules and sharing one job, you reduce your employee costs (including taxes and benefits) and still get the work done. Some employees welcome such schedules. This also "saves" the jobs of two workers.

2. INDEPENDENT CONTRACTORS: These folks, also known as freelancers, can handle some jobs that you currently pay a full-time or even part-time employee to perform, such as payroll processing, benefits management, IT support, graphic design, or you name it. By hiring an IC, you save the costs of taxes, OT, benefits and workers' compensation insurance. BE CAREFUL, though. Be sure you have a written agreement and don't control the method and means of the contractor's work - just the outcome.

3. TEMPS: Using temps in many instances allows you to protect the core workforce and save the costs of benefits, certain taxes and administrative expenses. It can also avoid or at least minimize your liability under workers' compensation, unemployment and other regulations. Aside from the benefits of using temps, there are some risks. Be sure the contract you sign with the temp agency provides for indemnification and proof of insurance should a joint-employment situation arise. If disciplinary issues arise or time off is requested, refer those issues to the temp agency and be sure they participate in the resolution of the issue. Limit the duration of the temp employee's tenure with your company. The longer a temp works for you, the more it looks like they are your employee.

These are only 3 options to look at during this business cycle. I will post additional thoughts in the next couple of blog entries.

If you have immediate questions or concerns, do let us know. We'd love to help you.