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Category Archives: Corporate Wellness

Three Keys to Successful Conflict Resolution

Conflict resolution is an essential element to a successful management style. As a professional employer organization (PEO) that works with many client companies, Total HR Management has seen firsthand the importance of conflict resolution. Through conflict resolution, a manager can address and ultimately fix potential problems that could undermine a company’s productivity and profitability.

Conflict Resolution Means Prevention

conflict resolution

The Key to Conflict Resolution in the Office

By using the principles behind these three keys to conflict resolution and making them intrinsic to employee management, a manager will highlight prevention in their workplace. The prevention of problems before they become aggravated and fester makes so much sense. Through prevention, you stop a problem from becoming a problem that could limit teamwork and hurt a company’s forward movement.

In truth, nobody wants conflict in the workplace. After all, internal conflict is a hindrance to external success. In light of the many challenges in any industry, ranging from competition to innovation, internal conflict thwarts the weaving of the true fabric of success. By preventing internal conflict, a manager ensures that the focus remains on external success.

Three Keys to Conflict Resolution

Below are three keys to conflict resolution in today’s workplace. Easy to understand and simple to institute, such conflict resolution strategies make a manager’s life easier. As a professional employer organization, Total HR believes the main goal of any PEO is to help our clients work on their business and not in their business.

The three keys to conflict resolution include the following —

  1. Foster Open Communication Across the Board

Managers need to promote healthy discussion and open communication within their teams. When problems remain unexpressed, they tend to fester and grow worse. Of course, it’s impossible for every employee to agree on everything one hundred percent of the time. However, differences of opinion do not have to lead to conflict. Open communication fosters conflict resolution by keeping issues above board before they become problems.

A corporate culture of open communication allows employees to feel comfortable saying what they need to say. While maintaining professional boundaries, such expression often leads to the resolution on its own. When ideas and thoughts are expressed, the result often is positive critical thinking and creative problem-solving.

  1. Encourage Employees to Resolve Conflicts First

It makes sense to encourage employees to first talk about their issues among themselves. When employees resolve conflicts between themselves, they improve the team dynamic. The first sign of tension does not imply that a manager needs to get involved. In many cases, one employee may perceive a conflict while the other employee does not.

Employees need to learn how to resolve conflicts between each other. Such an emphasis on employee-to-employee resolutions has positive long-term implications by fostering an atmosphere of prevention. Often, a simple conversation can smooth things out before it gets serious. However, if employee conflict is getting serious, a manager needs to step in before a small problem becomes a big problem.

  1. Address Employee Conflict Well Before DEFCON One

DEFCON One refers to a defense readiness condition (DEFCON) that is used as an alert posture by the United States armed forces. The DEFCON system prescribes five graduated levels of alert. DEFCON One is the highest level of alert, basically implying that a nuclear exchange is imminent. You never want a nuclear exchange in your office. Thus, managers need to be proactive when dealing with conflict in the workplace. Indeed, just because an employee hasn’t said anything, doesn’t mean there isn’t an issue that needs to be addressed.

If you can cut the tension with a knife whenever certain employees are in a meeting together, then something is wrong. A good manager learns how to “read the room,” thus keeping aware of the mood in the office. Do not allow obvious frustration to blow up into serious conflict. Rather, by making conflict resolution a part of your management style, you can proactively avoid such issues. Indeed, a failure to address rising levels of conflict almost always lead to bigger problems down the road.

Total HR Management Can Help

A focus of Total HR Management’s approach as a professional employer organization is to help our client companies optimize their employee management techniques. By helping you manage your employees more efficiently, we increase your ability to do the business of your business. After all, the goal is to increase productivity and profitability as opposed to allowing intra-office issues to affect the success of your company.

To learn more about how Total HR can help, please call (800) 975-5128 today to set-up an HR audit. We are here to help!

 

No Legal Advice Intended: This blog includes information about legal issues and legal questions. Such materials are for informational purposes only and may not reflect the most current legal developments. These informational materials are not intended, and should not be taken, as legal advice on any particular set of facts or circumstances. You must not rely on the information on this website as an alternative to legal advice from your attorney or another professional legal services provider.

 

 

 

 

Three Alternative Incentives To Motivate Employees

In the modern age, finding incentives to motivate employees is important for any business owner. The key to success in this area of employee engagement is to find incentives that effectively motivate while not being too costly. After all, the goal of motivating employees is to add and not detract from your company’s bottom line.

Motivate Employees with Alternative Incentives

alternative incentives

Motivate Employees with Incentives

Total HR Management offers three potential alternative incentives to accomplish this goal. Although there are many others that we can brainstorm with your company in regards to your overall industry and specific business model, these three possibilities are a good start.

The key is to raise employee engagement by expressing and demonstrating value. When employees feel that they are valued, performance levels increase and productivity rises. Since everyone worries about money, financial incentives are consistently effective. Indeed, beyond improving employee engagement, such incentives are another edge in the recruitment and selection process.

Three Ways to Motivate Employees

  1. Commuter Advantages

Long commutes are difficult for anyone. If a number of your employees have long commutes, you can try to improve those commutes by offering advantages. For example, you can team up with an audiobook provider to offer a significant discount on the best material, both from an entertainment and an educational perspective. Moreover, you can offer to subsidize a portion of monthly expenses for tolls. If employees are paying tolls to get to the office, such an incentive is a big deal because they are reminded of the company’s support on an almost daily basis.

  1. Discounted Services

Whatever services or products your company offers, your employees should be getting them at a decent discount. For example, if you are an automobile company, you can provide service and maintenance discounts to your employees. Also, complementary services by other industries often can be provided as well. For example, airlines team up with hotel chains to provide significant discounts to their employees. Moreover, if there are stores in your company’s building or around the neighborhood, you can negotiate discount incentive deals for your employees. The stores get more business while your employees feel like they are saving money by getting a negotiated discount on certain goods and services.

  1. On-the-job Volunteer Opportunities

Volunteering is good for both employee morale and the reputation of your company in your local community. It’s not that expensive to provide a certain number of hours each month where the employee can volunteer time during the workday to specific community nonprofits while still being paid. If you don’t want to institute it monthly, it can be done quarterly or even be a one-time incentive to open the door to future volunteer work.  Millennials and Generation X employees want more than just a paycheck. They want to feel like they are part of something bigger than their job. By supporting volunteer efforts, a company shows they care not only about employee morale but also about the community as a whole. It connects your employees to the macrocosm and provides value.

Help Motivate Employees Today

To learn more about these alternative incentives, please contact Total HR Management today. Please call (800) 975-5128 today to speak with an HR professional and access the help your small to mid-sized company needs.

 

 

 

No Legal Advice Intended: This blog includes information about legal issues and legal questions.  Such materials are for informational purposes only and may not reflect the most current legal developments.  These informational materials are not intended, and should not be taken, as legal advice on any particular set of facts or circumstances. You must not rely on the information on this website as an alternative to legal advice from your attorney or other professional legal services provider.

 

 

OSHA Requirements Equal A 21st Century Necessity

OSHA requirements too often are ignored by small to mid-sized companies. Part of the United States Department of Labor, OSHA is an acronym that stands for the United States Occupational Safety & Health Administration. OSHA requires employers to maintain a workplace free from hazards by following established safety and health standards for workplace operations. As a professional employer organization (PEO), Total HR Management has helped many of our client companies become compliant with OSHA regulations and requirements.

The Importance of OSHA Requirements

osha requirements

Do you know about OSHA Requirements?

Although employers in many industries are exempt from OSHA’s basic injury and illness recordkeeping requirements, they still may be required to maintain records under specific OSHA requirements. Moreover, all employers must report the hospitalization of three or more employees resulting from a workplace accident or any fatalities in the workplace.

In the 21st century, OSHA requirements are not a choice, but a necessary element of ensuring your company’s ongoing success. The vast majority of employers must fill out and retain the following forms to maintain proper records and comply with OSHA regulations:

A) OSHA Form 300 — Log of Work-Related Injuries and Illnesses.

Part of the OSHA requirements, form 300 is used to record every work-related injury, including the following:

  1. Injuries that resulted in the loss of a workday
  2. Injuries that required medical treatment beyond first aid
  3. Injuries that involved a loss of consciousness, restriction of motion, or transfer to another job
  4. Any work-related condition involving a contaminated needle stick injury or cut from a sharp object
  5. Any potential tuberculosis infection
  6. Any work-related injury that downgraded an employee’s hearing test resulting in a Standard Threshold Shift in hearing

B) OSHA Form 301 — Injury and Illness Incident Report.

Part of the OSHA requirements, form 301 is used to detail a workplace injury or illness, including the following:

  1. The employer’s address
  2. A description of the incident
  3. A description and cause of injury or illness
  4. The name of the treating medical professional, physician, or hospital

C) All Employee Exposure Records

Records of employee exposure plus any resulting medical records must be maintained for all employees working in areas that may expose them to toxic substances or harmful physical agents. According to OSHA requirements, these records must be kept for thirty years.

D) All Employee Medical Records.

Employee medical records relate to the health status of an employee. They tend to be made or maintained by a physician, nurse, or another healthcare professional. According to OSHA requirements, such records must be kept for the duration of employment, plus thirty years.

OSHA Forms = OSHA Requirements

Outside of the medical and exposure records, a major part of OSHA requirements is that all these forms must be kept for five years following the year to which the record relates. Yearly updates are required to ensure accuracy. If these OSHA requirements seem overwhelming, you are not alone. Luckily working with a PEO can greatly help reduce any stress or worry about keeping in compliance.

A professional employer organization like Total HR Management will handle many of the OSHA requirements for your company, relieving you of that responsibility.  To learn more about what we can do to help your business with OSHA requirements, please call Total HR at (800) 975-5128. Once we understand what your company needs, we can help your business take the next step forward by offering you a tailored package of PEO offerings.

 

No Legal Advice Intended: This blog includes information about legal issues and legal questions.  Such materials are for informational purposes only and may not reflect the most current legal developments.  These informational materials are not intended, and should not be taken, as legal advice on any particular set of facts or circumstances. You must not rely on the information on this website as an alternative to legal advice from your attorney or another professional legal services provider.

 

Three Simple Steps to Improving Company Culture

Do you remember when company culture was seen as one more trend that would blow over like the latest office fad? Many people are surprised today to see how firmly entrenched company culture has become in the business lexicon. Then again, perhaps this should not be so surprising. The proof is in the pudding: Dedicated focus by managers and executives on improving company culture achieves actual results.

How to Improve Company Culture

company culture

Three Steps to Improving Company Culture

As a professional employer organization, Total HR Management understands the importance of a strong company culture. Indeed, such a company culture can lead directly to higher productivity and increased profit margins. After all, happy employees tend to accomplish more on the job and in the office. As a result, improving company culture makes sense.

Below, we outline three basic strategies that can be taken today to improve company culture. The goal of these simple steps is to improve company culture both in the short and long term. By implementing these steps, you can increase the bottom line and improve employee morale at the same time. Now that’s certainly a win-win that we’re all looking to achieve.

Three Steps to Improve Company Culture

1) Communicate Purpose and Passion to Foster Investment

Purpose and passion are not empty words when put into practice. In truth, they are the root behind all great successes. If you look at the history of American business and industry, the legendary entrepreneurs and innovators like Thomas Edison, Henry Ford, and Steve Jobs were filled with a sincere enthusiasm for what they did and how they did it. As a business owner, you need to communicate that same purpose and passion to your employees.

Ultimately, such communication fosters investment in the workplace. Give your employees the opportunity to see that their work makes an impact. Purpose-driven employees find their jobs to be truly meaningful. Moreover, your industry is not the issue. Honestly, there are no “purpose professions.” Instead, employees are inspired to find purpose in their work.

2) Promote a Team Atmosphere of Positive Teamwork

According to experts in human nature and motivation, everyone wants to be a member of a team. Indeed, we have known this simple fact since we were kids and were introduced to team sports. Team members see themselves as being part of something. In business, that something is your company. In contrast, individuals see themselves as separate from each other and tend to look out for their interests first.

By creating a team atmosphere in the workplace, you foster a supportive atmosphere of “One for all and all for one.” The question isn’t about who gets credit for success, but the success of the entire team as a whole. If your employees can avoid silos and pull in one direction, it will make an enormous difference. A team atmosphere promotes the success of the company as a whole.

3) Embrace Transparency in the Workplace

Transparency is a positive that has positive and lasting ramifications on every level of business. Not only does it help your employees; it also will help your business as a whole as well.  Employees that are given an unfiltered look into a company’s operations and future become invested. Like you, your employees know when they hear the truth or one more line of bullshit.

Transparency gives employees a voice and should be the foundation of company culture. Transparency can be achieved by implementing modern communication and collaboration tools. Indeed, by creating online feedback mechanisms and real-time cloud updating procedures, your company can keep everyone in the loop. By seeing the big picture, your employees will believe in the worth and value of their work.

Finally, embracing transparency means sharing both success and challenges. By letting employees know the successes of your business and what is working well in the macrocosm, you give value and meaning to their microcosm. Sharing success is a significant motivation boost for employees and helps to build morale.

At the same time, you need to share the challenges being faced by the company. If the greater marketplace has become more competitive, let your employees know what is happening. By sharing the challenges, your company faces, you open up the possibility for your team to offer a truly innovative that you may never have considered. When it comes to solving complex challenges, being transparent with employees can lead to a greater sense of investment in your company.  Such investment helps boost your company culture and improves your business model.

Total HR Management Can Help

To learn more about improving your company culture, please contact Total HR Management today. Please call (800) 975-5128 today to access the help you need.

 

No Legal Advice Intended: This blog includes information about legal issues and legal questions.  Such materials are for informational purposes only and may not reflect the most current legal developments.  These informational materials are not intended, and should not be taken, as legal advice on any particular set of facts or circumstances. You must not rely on the information on this website as an alternative to legal advice from your attorney or other professional legal services provider.

 

 

 

 

PEO Support — Is Recruitment and Selection the Answer to Healthcare Attrition?

Today, we address the HR challenge of healthcare attrition in the 21st century. In the ongoing PEO Support series, Total HR Management asks the tough questions that managers and business owners answer on a regular basis. Our goal is to provide constructive and supportive answers based on years of experience of working with our clients. Employers face challenges, and Total HR is here to help.

Healthcare attrition has become a major HR problem for healthcare providers and medical offices in the 21st century. Attrition from the healthcare workforce leads to a shortage of health workers. Such critical shortages affect both the microcosm and the macrocosm. First, healthcare attrition can hurt a medical office, resulting in a lack of qualified employees. Overtime hours become stretched to the limit, reducing positive healthcare outcomes. Second, from a larger perspective, healthcare attrition can be a barrier to the United States reaching universal health coverage and equity goals. Worldwide, a healthcare study reveals that “recent analysis from the World Health Organization (WHO) estimates a shortfall of 18 million health workers by 2030.”

Addressing The Healthcare Attrition Problem

healthcare attrition

Overcome the Reality of Healthcare Attrition

A major problem is that healthcare attrition, particularly voluntary attrition, has been under-recorded. There is no reliable ongoing study in the United States or worldwide that offers statistics and information to healthcare providers about the problem at hand. A definitive lack of standardized methods of measuring attrition has led to healthcare providers and medical offices getting caught off-guard.

Upon the retirement or moving on of valued healthcare professionals like doctors and registered nurses, the lack of viable replacements available becomes a difficult reality. Healthcare attrition contributes to an increased workload and longer hours. Such increases result in a lowering of a medical office’s working conditions for a healthcare company’s remaining workforce. This directly leads to an overall lower quality of care and worse patient outcomes. Total HR strongly believes that such problems must be avoided at all costs. For the good of all the parties involved, healthcare providers need to succeed.

Recruitment and Selection = Antidote to Healthcare Attrition

As a professional employer organization (PEO), Total HR Management has a solution to this problem. Improving recruitment and selection techniques is key. When it comes to healthcare providers, recruitment and selection techniques need to be taken to the next level to address the healthcare attrition problem. Although Total HR includes a staffing agency option, this approach is not enough when it comes to healthcare attrition. Rather, the expert recruitment and selection services that we offer are needed. Through recruitment and selection, Total HR can help a medical provider access the very best experienced and qualified candidates in their area.

Total HR has found that an excellent tool for healthcare recruitment and selection is the implementation of a pre-employment assessment. The assessment results are based upon self-reported answers of the applicant. In some cases, his or her answers will not match what is best for a medical office. While interviews are subjective, pre-employment assessments are more objective. If implemented in the process prior to the interview, a recruitment and selection interview can be used to ask more specific questions. They help to guarantee the qualifications of applicants and make sure the needs of a medical office are met.

The challenge of healthcare attrition does not have to affect your medical office in the 21st century. Total HR understands if you are worried about the proverbial brain drain and your ability to access the right candidates. Our in-depth knowledge of the healthcare industry helps company clients find the best candidates for their organizations. We help foster win-win scenarios where healthcare job applicants are directed to positions that will enhance their careers and clients will only see applicants that fit their specific requirements. This saves a lot of time AND energy!

Total HR Management Can Help

As experts in recruitment and selection with a proven track record of accessing the very best candidates for our client companies, Total HR Management can help. To learn more about how we can help your healthcare company overcome the dangers of healthcare attrition, contact Total HR Management today. Please call (800) 975-5128 today to speak with an HR professional and access the help your small to mid-sized company needs.

 

 

No Legal Advice Intended: This blog includes information about legal issues and legal questions.  Such materials are for informational purposes only and may not reflect the most current legal developments.  These informational materials are not intended, and should not be taken, as legal advice on any particular set of facts or circumstances. You must not rely on the information on this website as an alternative to legal advice from your attorney or other professional legal services provider.

 

 

 


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