How to Eliminate Toxic Talk in the Workplace

Toxic talk and gossip in the workplace is not only distracting but it can wreak havoc on your office morale. Work productivity can go down because people are emotionally caught up in drama. Anxiety and tension can have people “walking on eggshells” around one another and there might even be unexpected turnover or loss of great talent due to the toxic environment. Whether the catalyst is one person or a number of them, toxic people have a huge effect on everyone you work with.

How to Identify Gossip

Sometimes it's hard to define, but you know it when you hear it. When light conversation and idle chit chat suddenly turns to negative or causes the embarrassment of others, you have entered the gossip realm. And as far as Human Resources is concerned, that's a form of attack and violence in the workplace.

According to INC.com, here are some questions to ask if you are still not sure if chit chat has become harmful workplace gossip: 

• Does the chit chat rejoice in the misfortune of others?
• Does it have a negative emotional charge or seem to perpetuate conflict or negativity?
• Does it hurt or damage the one being spoken of? Would you say it in front of this person's face?
• Is it an unsubstantiated rumor about another employee's work situation (a promotion or demotion)?

How to Deal with Toxic People 

1. Create Distance

If you can physically distance yourself from the toxic person or people, try to find excuses to work in different areas of the building. If this is not possible, create mental and emotional distance for yourself. Music might help you tune him or her out, or even just simply wearing headphone without music creates a buffer that tells people you are not interested and cuts off instant access.

2.  Clear your head

Stop giving toxic people your headspace. It can be difficult but it's important for your own wellbeing to take the emotions out of your reaction to these toxic people. They're going to do what they're going to do, but you don't have to get upset about it. Get right with that reality, and start taking your personal power back!

3. Set Personal Boundaries

Start by knowing your own boundaries and making them clear to the people around you. If toxic people ignore your boundaries and become inappropriate in a professional setting then you should make a complaint. Try not to allow this complaint to be personal as its about inappropriate behavior and should be acknowledged accordingly. Keep it professional and be aware that there may be backlash. By being ready for this, you are keeping your peace and putting your foot down.

4. Be an Example

What's the best way to counter negativity? Positivity! Be a role model by not engaging in the gossip or change the subject entirely. Make a conscious decision to stay happy and have fun with the people around you. Your own self talk can help you through this and help uplift your mood, thus affecting the people around you. This approach also gives you a lot of power in the situation because you are not a slave to whims and moods of others.

5. Let Them Be Who They are Going to Be

A huge frustration in life is trying to control another person. It can’t be done and it just creates resentment and hostility in you. Therefore, don’t completely block out the toxic person. You will need to cooperate with them on some level given your mutual workspace. Let him or her speak, share ideas and don’t interrupt them. No one likes to be shut out entirely and you don’t want to be accused of being someone who doesn’t listen to others. Give him or her the respect he or she deserves in their professional position so you're poised to ask for the same.

Have an interesting blog idea? Email us at blog@vertisourcehr.com 


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https://www.inc.com/marcel-schwantes/if-you-do-these-things-you-qualify-as-a-gossiper-which-research-says-can-ruin-yo.html

How to Manage and Optimize Remote Talent

There are many reasons remote work has become so popular. A remote workforce can increase productivity, with quieter environments and fewer distractions. They improve health and well-being for workers and decrease travel-related environmental impact. With lower turnover rates, your business is also able to widen its talent search as they aren’t limited to a small geographic region. The list goes on.

Of course, managing and optimizing remote talent has its challenges. For example, according to[1]  Entrepreneur.com, “one of the biggest negatives of remote work continues to be the feeling of isolation and disconnectedness telecommuters often report.” While managers are effective at keeping the cohesion among team members about the office space, it poses a challenge to keep that up with remote workers.

Here are a few of our tips for success when managing a remote workforce:

1.     Hire with Entrepreneur in mind

Self-discipline is the key quality when looking for remote workers. The right employee must know how to micromanage themselves. Hire a professional with an entrepreneurial spirit or a passion for their work. Since they will be overseeing themselves in a sense for most of the workday, this self-motivation and excitement are key to their success and as a successful employee.

2. Purpose

With motivation in mind, setting clear and attainable goals for your remote workers will not only share your vision with them, but it will set their purpose. Remote workers are especially in need of connecting with an organizational purpose as they are void of the daily and physical contact that can ensure their work has meaning.

3. Connection

Remote work does not have to mean isolations. Most people want to be part of a team and collaborate on tasks and projects. Many even do their best work as a result of these people-to-people connections. When people are connected with people, they gain a sense of belonging. Try using video communication such as Google Hangouts, Zoom or Skype. Encourage connection through in-person meetups at least twice a year if possible. Use a social onboarding platform to unite the team.

4. Process

Keep the process simple. Although you want to hire talent that are capable of micromanaging themselves, remote workers still need structure. Clear, easy to find and simple to follow processes can take much of the anxiety out of completing day-to-day activities for remote workers. One way to do this is to make use of the surmountable technological apps that are available to you. Workflow and project management tools such as Basecamp, Asana, and Trello are some great examples. These apps can enable real-time and continuous performance feedback, learning, and coaching that keep your workers aligned in your company’s process.

5. Feedback

Every employee loves recognition. Multiple studies have even shown that[2]  “employees value recognition over financial compensation. This could mean taking them aside to show your appreciation or giving a gift. Feedback improved productivity and increases motivation. Since remote workers are not in the office every day, they might be unaware of how management gauges their work. Make sure to create time, perhaps twice a year, to have a one-on-one meeting with your remote talent to go over their performance or the written feedback you have created. This is a great effort to show they are valued, included in the team and important to your business.

Have an interesting blog idea? Email us at blog@vertisourcehr.com

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https://www.entrepreneur.com/article/272215

https://www.themarlincompany.com/blog-articles/employee-recognition-money/

Generation Z in the Workforce

“Millennial” has been a word on many employers tongues over the years, with hundreds of articles and tools created to understand, hire and foster them in the workplace. Now that most millennials are in their late 20s and 30s, they are most likely passed the junior level roles. Now, employers should avert their attention to the generation of college grads, Generation Z.

Smart companies should begin preparing now for this new tech-savvy, holistic and independent force.

What Generation Z is looking for

According to INC.com, “75% say there are other ways of getting a good education than going to college.” This means companies will be welcoming Generation Z into the workplace a lot sooner than expected.

They are also extremely motivated by security. "These Gen Zers have seen their parents struggle financially [due to the recession and student loan crisis], so parents are having conversations about finances, money and debt with kids earlier. They're having conversations older generations never really had before," said Denise Villa, founder of The Center for Generational Kinetics, according to CNBC.com.

While millennials were seen as more motivated by purpose than pay, Gen Z is leaning towards security and money. Companies should focus on offering promising job security and opportunity for raises in order to get this generation's attention when recruiting.

How to Recruit them

Companies should focus on delivering an exceptional candidate experience. Gen Z is less likely to do business with a company where they have a poor experience as a job applicant. Slow communication, for example, or non-mobile friendly career pages are going to deter them from moving forward with your company. Focus on creating timely, tech-savvy and effortless candidate experience.

Speaking of tech-savvy, this generation has never known life without a smartphone. Their technical skills are second nature. If companies want to recruit Gen Zers, they need to utilize innovative technology.

On the other side of the coin, Gen Z likes to talk face to face. According to Business 2 Community, “ Fifty-three percent of Generation Z said they prefer in-person discussion over instant messaging or email.” This could perhaps attribute to the negative feedback they saw millennials receive from their reliance on technology, or it could be because Gen Z grew up with Skype and Snapchat, forms of communication beyond text. Either way, companies should prepare for in-person meetings with Gen Z employees.

Why you should recruit them

Generation Z is 55% more likely to want to start a business than millennials. They are highly motivated and willing to work hard to achieve their dreams and are known to be great multitaskers. Their independent work ethic and entrepreneurial spirit can make great employees for your company. With a likely chance they will soak up as much knowledge as they can and take on many different challenges as they pursue their goal of starting their own company in the future, your company has the advantage of the very well rounded employee.

Of course, each candidate varies from person to person. There is no one way to assess an entire generation. But having these characteristics and tactics fresh in mind when recruiting will help you welcome Generation Z into your company’s space and welcome them to the workforce.

Have an interesting blog idea? Email us at blog@vertisourcehr.com.

Promoting a Harassment-Free Workplace

According to CBS News[1] , a recent CareerBuilder study revealed that “about four out of 10 LGBTQ workers report feeling bullied at work...The majority of those who said they were bullied said it was by one person, while about 13 percent said it happened in a group setting.” 

Since sexual harassment in the workplace has always been associated with unwelcome male/female conduct, workplace rights in the LGBTQ community have been a grey area. But as the community continues to gain the same rights as their heterosexual counterparts, people who identify as lesbian, gay, bisexual or transgender are now protected from unwelcome sexual advances in their place of work. According to California’s Fair Employment and Housing Act or FEHA, “people who are of a specific sexual orientation are protected under the law, thus making LGBTQ harassment illegal not only in the workplace, but also anywhere else in the state.” This means that any person of a different sexual orientation who is discriminated against based on their sexuality or sexual assaulted at work has the right to press charges according to new employment laws.

To ensure that harassment is taken seriously in your workplace, here are examples of incidents that are considered harassment and thus qualify for protection under these new laws:

1.     Retaliation for asserting legal rights in the workplace

2.     Hiring, firing, demoting or laying off a worker because of his/her sexual orientation

3.     Failure to pay LGBTQ workers because of their sexual orientation

4.     Eliminating benefits based on sex

5.     Harassing workers on being too masculine or feminine

6.     Using intimidation tactics that create a hostile work environment

While there isn’t one magical remedy to LGBTQ discrimination, specific initiatives can be implemented in the workplace that make a difference.

Trainings: Discrimination can occur unintentionally. Providing trainings for employees to help them gain understanding and empathy can be a great resource for your business. Activities that examine stereotypes, for example, can create awareness of the misconceptions about the LGBTQ community. Teaching employees about hurtful language, how to intervene if discrimination happens and how to provide support to the community.

Supporting Organization: Another great way to encourage tolerance and acceptance is by supporting LGBTQ support groups and/or LGBTQ employee resource groups.  This will communicate to your corporation that diversity is a priority and discrimination isn't an organizational value. It will also allow employees to find community, support and reassurance within their workplace.

Update Policies: Take the time to update harassment training and policies in your employee handbooks or resources, to include gender identity and enforce harassment policies for all employees regardless of sexual orientation.

Working on an inclusive work environment? Need to create diversity training programs? Contact VertiSource HR® today and our team of experts can help! Call 855.565.VSHR (8747) or email us at info@vertisourcehr.com.

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LINK TO SOURCE

https://www.cbsnews.com/news/bullying-lgbt-employees-workplace-epidemic/

Building an Effective Summer Internship Program

With high school and college coming to a close, many students will be on the hunt for internship opportunities. Creating an internship program within your company can be extremely beneficial as the right candidates can make significant contributions to your business and potentially join your team full time. Here are some effective ways to create an internship program that reaps huge collaborative benefits for both the intern and you.

1. Know what you want

Finding an internship is easier than ever these days with sites like College Recruiter, ScriptEd, and Internships.com. Companies have access to a number of candidates and their list of skill sets instantly. But in order to find the right talent, you need to know what you are looking for. A great way to figure this out is to ask your employees. Make a list of necessary qualities an intern will need to get the job done and choose your candidates according. This will not only improve company culture by getting your employees involved in this decision, but it will help you focus in on who will be the best asset to your internship program.

2. Onboard Efficiently

An intern's first 90 days might be the only time they have with your company. Therefore, your onboarding processes needS to be condensed in order to bring the intern up to speed on the workload, company values, and company culture. A great way to streamline this process is to get the intern acclimated to a relevant project that acts as kind of an orientation as well. With your guidance, this will allow the intern to get comfortable with higher priority projects.

3. Empower Interns with high priority projects

According to Business 2 Community, “many companies fear giving valuable projects to their interns.” But they have found that when interns are given more responsibility, they really deliver.
Empowerment is key. Some ways to do this is by inviting your interns to sit in on meetings and customer service calls or encourage them to build relationships with clients and give them projects that they can own. Not only will this allow interns to feel as though they are of value to the company, it will also help them build critical problem-solving skills and motivate them to return to your company full time if the opportunity presents itself.

4. Company Culture

Every company has their own culture, through office traditions, weekly social events, initiatives or overall work environment. It's important to allow interns an opportunity to be a part of that and feel a sense of camaraderie. While most internships don’t take the time to develop a community among interns, creating an effective internship program is about building a relationship with the intern so that they are more open to collaboration and feedback, which ultimately benefits the company.

5. Invest in training

Entrepreneur. com suggests heavily investing in training for your interns. While it may seem counterintuitive to designate resources for training when interns are only with the company for a short time, that is not the case if you want your interns to return to your organization.
“If interns feel their learning and growth was significant in the few months they were with your company, they are more likely to continue investing in themselves and their growth by returning full time.”

This investment can reap rewards and allow for a successful program that will make interns want to stay with you and help grow your business.

For help with creating a successful intern program, contact VertiSource HR® today! Call 855.565.VSHR (8747) or email us at info@vertisourcehr.com.

ICE Cracking Down on I-9 Audits

The U.S. Immigration and Customs Enforcement (ICE) is planning on ramping up I-9 audits this summer (shrm.org). Additionally, ICE also recently released staggering stats illustrating their increased resolve to curb illegal immigration. Only 7 months through the 2018 fiscal year and ICE has already doubled the number of workplace investigations over the 2017 fiscal year.
Between October 1, 2017  and May 4, 2018, Homeland Security Investigations (HSI) opened the following:

• 3,510 worksite investigations, up 105%
• Initiated 2,282 I-9 audits, up 68%
• Made 594 criminal arrests, up 327!!
• 610 administrative worksite-related arrests, up 255%

Compared to the 2017 fiscal year, which runs from October 2016 to September 2017, HSI opened the following:

• 1,716 worksite investigations
• Initiated 1,360 I-9 audits
• Made 139 criminal arrests
• 172 administrative worksite-related arrests

This increase follows the directive issued by Deputy Director Thomas Homan about 7 months ago calling for actions that would ensure U.S businesses maintain compliant with the law. “Our worksite enforcement strategy continues to focus on the criminal prosecution of employers who knowingly break the law, and the use of I-9 audits and civil fines to encourage compliance with the law,” said Acting Executive Associate Director for HSI, Derek N. Benner. “HSI’s worksite enforcement investigators help combat worker exploitation, illegal wages, child labor and other illegal practices.” (U.S. Immigration and Customs Enforcement Newsroom 5/14/18)

This increasingly volatile issue has left many of our clients unsure of employer obligations when issued a Notice of Inspection. If you find yourself in this situation, please contact our HR specialists at VertiSource HR® today!

Need specialized with your I-9 compliance efforts?  

Contact VertiSource HR® today! Call 855.565.VSHR (8747) or email us at info@vertisourcehr.com.

Maximizing Payroll on a Small Business Budget with VertiSource HR® Cloud

Working with a small business budget is all about maximizing. Making the best of what you have, and strategizing to get exactly what you need at the lowest cost. But budgeting doesn’t mean employee benefits and payroll have to be compromised. Both of these are vital when running a business despite the fact that they can drain essential resources for your budget.

At VertiSource HR®, we have developed a strategy for those with small business budgets to make the most out of their payroll.

The VertiSource HR® Cloud contains a series of modules that can help your business stay organized, efficient and keep your costs down. The payroll module makes its easy to approve, manage and execute payroll for all your employees on time.

All your data is automatically integrated with other VertiSource HR® modules, such as onboarding and hiring information so you don’t have to rekey anything from one system to another.

You can quickly review timesheets, process your payrolls, and even see payroll status in real-time.

Employees can also view payroll and benefits information from their computer, tablet or smartphone which can save you a great deal of time, as well as open the lines of communication with your staff.

Access to payroll data is granted to individuals in your organization as needed, and you can control what specific data, fields, and reports each individual can see.

Your payroll can even include your brand logos on checks, so your employees have a consistent experience.

This time saver can maximize your small business budget by taking the headache out of payroll and transforming into a well organized system.

For more information on how to implement VertiSource HR® Cloud into your small business budget, visit us as www.vertisourcehr.com or speak with a representative at 855.565.VSHR (8747)

Take advantage of our payroll and human resource services so you can focus on the future of your business, worry free today.