The Kiy HR Perspective – Treating Employees with Respect Pays Off!

When managing and conducting a large group of employees, employers can focus on an ineffective management style that disengages workers and creates a negative environment. In her article entitled “If You Treat Employees Like They Don’t Make a Difference, They Won’t!”, Brigette Hyacinth highlights issues when an employer does not treat employees like the assets they are. It is reiterated multiple times throughout the article that if an employee is treated without respect or decency, the employee’s ambition and effort levels will reflect how they are being treated. Hyacinth argues that not only will effort and enthusiasm in the office decrease, but employees will also spread their experiences and disgust with that employer or company, which in turn damages the company holistically. Employee satisfaction is a bridge to customer satisfaction.

In a difficult situation such as being treated poorly by an employer, employees can start to seem devalued and are only pointed out for their mistakes and missteps. There is a simple and easy solution to this problem; Hyacinth emphasizes the importance of recognition and appreciation of employees. A quote by Dale Carnegie states “people work for money but go the extra mile for praise, recognition, and rewards”. By taking employees for granted, employers are not showing that their staff is valued in their own workplace; however, by recognizing achievements and having reward systems in place, employees are more likely to feel treasured and important to the company, and therefore willing to achieve more. Hyacinth references a study in which this concept is demonstrated, “A Maritz study in 2010 showed more than 84 percent of employees viewed their company as a great place to work if it had three or more reward and recognition programs in place.” Therefore, a strong company is one that treats its employees with respect and integrity, rather than only offering “constructive” criticism.

In our Kiy HR Perspective, Brigette hits the nail right on the head with her article. Addressing mistakes is just as important as praising your employees, but it is not the only thing an employer should focus on. There is a bottom line in business that states that if the employees are not happy with the workplace, the company will not thrive. Employees are the foundation to a growing company, and to tear them down would be to tear down the entire organization. However, being treated with respect is not a synonym for coddling. Balancing praise and recognition with addressing faults is the substance of respect within the workplace.

If you feel you could benefit from more information on this topic or other topics like this, feel free to contact us at info@kiyhr.ca or phone us at 780-801-5246.

The Kiy HR Perspective

 

Hyacinth, Brigette. “If You Treat Employees Like They Don’t Make a Difference, They Won’t!”. LinkedIn, 8 Jan. 2018, https://www.linkedin.com/pulse/you-treat-employees-like-dont-make-difference-wont-brigette-hyacinth/?trk=eml-email_feed_ecosystem_digest_01-recommended_articles-11-Unknown&midToken=AQEqtYFU8uRM1g&fromEmail=fromEmail&ut=19M0uHEAdcC841.

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Workplace Personalities

Throughout many years in the workplace, you will encounter countless different people, various characters, and diverse personalities. In one office, too many personalities may seem overwhelming. However, different personalities are not unmanageable. Employers are responsible for learning about who works best with who, what strengths their employees have, and creating great teams; employees are  responsible for respecting their co-workers, while also knowing themselves and their own strengths. If everybody in the workplace can respect each other, and their work, the team dynamic flourishes and connections between workers thrive.

A fun way to embrace your working personality and show-off your wonderful qualities is to attempt a personality quiz! We recommend “What TV Office Should You Actually Work In?”, posted on buzzfeed.com by Candace Lowry. Feel free to try out this quiz, and share your results with us on our social media, or leave a comment on this post!

All the members of our Kiy HR team attempted the quiz, and here are their results!

Teresa and ShellyOlivia Pope & Associates from “Scandal” – “Just like Olivia Pope herself, you work well under pressure and enjoy getting the scoop on all your cases. Glitz and glamour need to play a role in your office. You always dress for the job you want, not the one you have. You’re a very driven individual who loves seeing justice served. However, you secretly like a little drama in the office, because it keeps things interesting.”

Nickie: Sterling Cooper & Partners from “Mad Men” – “As a member of Sterling Cooper & Partners, you could sell a “How to Quit Smoking” book to the whole office. You’re serious, smart, and don’t mind getting your hands dirty every once in a while. As blunt as you may be, you tend to stay guarded when it comes to your personal life. Go out and close that deal.”

Jade: 30 Rock from “30 Rock” – “In order to work at 30 Rock, you gotta be both funny and creative — two things that come naturally to you. You’re zany, smart, and can’t deal when work environments are monotonous. You can be a little spazzy and dramatic, just like Liz Lemon, but, people love you for it and it tends to make the day fly by.”

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The Kiy HR Perspective – What Human Resources Leadership Knows

If you are a fan of The Office, you know all too well of Michael Scott’s continuous infuriation with Toby from HR. While Michael Scott may be a bit of an extreme outlier, the sentiment remains. Human Resources is not always portrayed positively in the workforce. The department can be construed as limiting, or as an obstruction for many business executives, even though HR leadership and executives are ultimately working toward a common goal. Both perspectives must be considered in order to endure a tension-free workplace. In their article entitled “What HR Leadership Knows, But You Don’t”, Thuy and Milo Sindell illustrate three points that HR Leadership knows, for the understanding of the business executive.

  1. HR Helps the Bottom Line
  • The Sindells state “for many CEOs, their main concern is the financial success of the company.” This type of thinking can lead to a sideline of some HR resources. Investing in HR resources, such as employee wellness, can have a huge impact on the “bottom line”. The Sindells mention a study1 that proves organizations who invest in these HR resources are 4% more profitable than those who don’t.
  1. HR Tech is Worth the Investment
  • There is an abundance of HR tech, and HR encourages executives to take advantage. This leaves time for HR to personally work on more valuable tasks for the company.
  1. Decisions are Data-Driven
  • The authors state that HR leadership does “not make decisions based on whim or opinions, but rather because of undeniable numbers”. Choices that come out of the department are not a product of thin air. Data can appear hollow to executives, and without an HR professional data can be misinterpreted.

 

In order to realize and understand that business and HR leadership are on the same side, each group needs to walk a mile in the other’s shoes. As the Sindells state “by having a better understanding of the HR point of view, business leaders can create a better workplace”.

In our “Kiy HR Perspective”, we believe that it takes many different, but crucial building blocks to be successful in the workforce. One of these building blocks is cooperation and respect. There must be an understanding that HR is not a police force, and that the department is looking out for the well-being of the company, it’s executive, and all of it’s employees. In order to achieve this type of understanding, communication throughout the organization needs to be consistent regarding the responsibilities of HR, to include reassurances that come straight from the HR department. There are areas where the executive will know more, and there are areas where the HR Manager will know more; however, without cooperation a business cannot thrive. Although HR is still considered to be in its infancy as a profession, the need for HR is undeniable. The Sindells are correct that a better understanding of HR is important, especially when it comes to the ethics of an HR professional.

If you believe your company could benefit from a Human Resources department or have any questions regarding what Kiy HR offers, feel free to contact us at info@kiyhr.ca, or phone us at 780-801-5246.

The Kiy HR Perspective

Article: https://www.allbusiness.com/hr-leadership-knows-dont-114130-1.html/2

1Study: http://onlinelibrary.wiley.com/wol1/doi/10.1111/1748-8583.12115/abstract

 

 

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HR Myths Debunked!

On September 30th and October 1st 2017, the Kiy HR Team attended the Franchise Expo in Edmonton. In addition to being an exhibitor at the expo, the leader of our team, Teresa Kiyawasew, held a seminar discussing myths surrounding the HR field entitled “HR Myths Debunked!”. In her seminar, Teresa defined myths, provided many examples of common HR myths, and provided alternative facts to debunk the falsehoods. Here are the key points from her seminar!

Myths are false ideas of beliefs that have a tendency to carry through generations as truth. In regards to the workplace, not everything you may hear is true, even if it comes from your supervisor or is common practice in your department.

References

Myth: It’s better not to give a reference at all than to give a good/bad reference.
Fact: You can be held liable for not giving a reference OR for not telling the truth.
  • As long as you are telling the truth about an individual, you will not be held liable for giving a good/bad reference.
  • Let the reference know this fact. Once they understand they can be held liable for a false reference, they will be more forthright in answering your questions.

 

Verbal Agreements

Myth: If you have a solid verbal agreement with a new employee, it can replace a written agreement.
Fact: Implied (verbal) agreements can leave an employer with a mess if the lines get blurred.
  • Even if the employer felt they were being fair during the hiring process and employment, a messy action against the employer could side with an employee.

 

Payroll Deductions

Myth: An employer can deduct anything from an employee’s pay.
Fact: The only deductions that can be deducted from an employee’s pay are government deductions or deductions that are agreed to by the employee within a reasonable time frame.
  • Any deduction that the employer does not have written permission by the employee, is not legally permitted!
  • If you received permission from an employee years prior to the actual deduction (such as in a case of termination), new permissions need to be requested.

 

Performance Reviews

Myth: Performance reviews are a waste of time and are not effective.
Fact: If a performance review or program is customized to suit the company and the entire organization is trained on the program, it will be very effective. It will also prevent issues when there is a termination.
  • They cannot work if no one is held accountable for completing reviews properly. They also cannot work if no one receives training on how to use the programs.
  • A solid performance management program will protect an organization when a dismissal is the only other alternative for an employee who performs poorly.

 

Employment Standards

Myth: Following the minimum Employment Standards is all an employer needs to do to prevent claims against the employer.
Fact: The Employment Standards Code is a minimum requirement. Common practices will further protect an employer.
  • When an employer follows minimum employment standards, they are doing just that…following the “minimum”.
  • With the absence of a strong employment agreement, a solid performance management program and a proper termination procedure, that employer could end up being on the hook for a lot more than the minimum employment standard.

 

Generation Gaps

Myth: Different generations cannot work cohesively together.
Fact: Similar to different personalities, different generations are able to work together and are manageable.
  • As employers we are responsible for learning about who works best with who, what strengths our employees have and creating great teams.

 

HR = Police

Myth: HR is transactional and robotic. They only ever side with the employer.
Fact: HR professionals are resourceful, information laden individuals that have a vast amount of experience in helping organizations find and keep their employees. This includes ensuring employees are happy in their workplace.
  • Our job is to attract and retain great employees.
  • The “policing” really doesn’t need to happen when an organization trusts their HR department.

 

If you would like to know anymore information on this topic or would like to receive a detailed copy of Teresa’s presentation, feel free to contact us at info@kiyhr.ca, or phone us at 780-801-5246.

The Kiy HR Perspective

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The Kiy HR Perspective – Importance of Human Resources in Business

 

Overlooking the importance of the Human Resources department is an unfortunate trend in today’s business climate. In many small to midsize companies, it is often that employers believe they can manage HR off the side of their own busy desk. In his article “My SmallBusiness Doesn’t Have an HR Department—Is That OK?”, Chris Lennon speaks to the downsides of not relying on a Human Resources department. In particular, how companies without an HR department rely on senior management to perform HR duties. Lennon includes examples of companies who have made major shortcomings in the HR field, due to their lack of prioritizing the department.

For instance, Lennon mentions the missteps driving service company, UBER. Their CEO, Travis Kalanick relied on a management team to deal with HR duties, and did not hire a professional until they already had 500 employees as they did not want to compromise their growth. This caused problems for the CEO, as the management team prioritized recruitment over issues of legality, ethics, and diversity (to name a few HR areas). This meant that addressing issues such as sexual harassment was not prioritized, and eventually led to Kalanick’s resignation. Lennon comments also on THINX; the CEO of the underwear company also resigned due to accusations of abusive management tactics within the company.

There are obvious risks to operating without an HR department, displayed by the companies above. The Society for Human Resources Management endorses taking on an HR professional when your company or business reaches 15 to 25 employees. Human Resources is a very delicate and practical department; however, it does require time, effort, and resources in order for it to be effective. Since precarious mistakes have a bigger impact on smaller companies, Lennon offers four procedures crucial to know if you are do not have professional Human Resources available:

 

  1. Bring in outside experts to handle sensitive issues.
  2. Know the law.
  3. Use people-management software.
  4. Train your managers.

 

In our “Kiy HR Perspective”, we believe that prioritizing HR is very important, and it shows in the examples provided by Lennon. Whether the HR department is external (such as Kiy HR) or within the company, the issues that arise in the workplace should be dealt with efficiently, respectfully, and in a timely manner through a qualified HR department. Taking on an HR professional early is very beneficial to the company and its employees; however, if you are unable, the four guidelines provided by Lennon offer a precise generalization of an HR kickstart without a professional.

If you believe your company could benefit from a Human Resources department or have any questions regarding what Kiy HR offers, feel free to contact us at info@kiyhr.ca, or phone us at 780-801-5246.

The Kiy HR Perspective

Full article: https://www.allbusiness.com/my-small-business-doesnt-have-hr-department-114005-1.html

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Interesting Canadian Facts

Kiy HR Services Inc. is an all-Canadian team, based and grown in Edmonton, Alberta. We feel very proud to live in and stand by our great (cold) country everyday! You may already know that Canada is one of the largest countries in the world; however, here are some more fun facts about the Great White North!

  • Canada has the longest coastline of any country in the world, at 243,977 km – 161,600 km!
  • One-tenth of the world’s forests are located right here in the Great North!
  • The first indoor ice hockey game took place on March 3, 1875 at the Victoria Skating Rink in Montreal!
  • It’s no secret that Canadians are smart, here are some Canadian inventions:
    • Trivial Pursuit – Scott Abbot and Chris Haney
    • The Telephone – Alexander Graham Bell
    • Basketball – James Naismith
    • Snowmobile (how else would we get around?) – Joseph-Armand Bombardier
  • The Royal Montreal Golf Club, founded in 1873, is the oldest golf club in North America.
  • The Moosehead Brewery in Saint John, New Brunswick turns out 1,642 bottles of beer per minute! 

O, Canada! We stand on guard for thee!

The Kiy HR Perspective

Facts collected from: www.hikebiketravel.com

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The Kiy HR Perspective – Toxic Work Environments

In the November 14th Edmonton Journal issue, Elise Stolte writes on the City of Edmonton and its employees. More specifically, how there are some that feel the work environment created is toxic, and has driven some to quit. It should be noted that the City of Edmonton is union-based, and its employees are speaking about these issues through the union, starting early last year. According to the article, the complaint process currently residing in the City of Edmonton workplace has left some employees disgruntled and unsatisfied. However, as Stolte states, the City of Edmonton has identified the problem in the complaint system and are rectifying the problem. The article states that the City will be using an “ombudsperson”, or a third-party, to help repair and deal with complaints.

In our “Kiy HR Perspective”, we believe that hiring a third-party to deal with and sort out inter-employee issues is the correct path to take. Some employees are too scared to come to HR with problems often because they feel as though HR only sides with management. Additionally, as Stolte states in her article “they worry about retribution”. Using a 3rd party such as an ombudsperson (or investigators in non-public environments) is non-biased when investigating a conflict.

If you feel like you or your company could benefit from learning about third-parties or investigators, feel free to contact us at info@kiyhr.ca or phone us at 780-801-5246.

The Kiy HR Perspective

Article: http://edmontonjournal.com/news/local-news/does-edmonton-deal-properly-with-harassment-at-work

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