Jim Fannin Show: Scaling the Wall of Scrutiny

Rob was recently a guest on Jim Fannin’s weekly podcast, The Jim Fannin Show:

“This episode of the Jim Fannin Show spotlights the mindset required to reach the formidable apex of peak performance in the most competitive situations, conditions and circumstances.  Reaching your ultimate dream or vision is NOT easy.  However, I look forward to providing a Sherpa’s take on the ins and outs of success mountain climbing.

This week you’ll learn:

  • How special guest and HR expert Rob Wilson of Employco USA prepares companies and their employees for a great 2019 (for a free HR consultation email Rob at robwilson@employco.com).”

Read more and follow the link to listen below:

Jim Fannin Show

The Rules for Holiday Giving in the Office

H.R. expert talks the do’s and don’ts of holiday gifts

GiftsA recent survey found that 41% of employees say that the number one holiday gift they want from their boss this year is a holiday bonus. However, 46% say that holiday bonuses are not given at their company, with 13% going on to describe their boss as “stingy” this time of year.

“It’s a tricky line to walk because you don’t want to seem like Scrooge, but at the same time, giving out bonuses to each employee is not necessarily feasible for many companies,” says Rob Wilson, human resources expect and President of Employco USA, an employment solutions firm that works with clients across the country.

Wilson also says that many employees can struggle with holiday giving as it relates to their own colleagues or managers.

“Not only do many workers feel chagrined if they don’t receive a bonus from the boss, but they also have the added pressure of figuring out what to give their boss or managers, and how much to spend on coworkers,” says the employment trends expert.

To help circumvent these holiday headaches and keep employees focused, Wilson suggests the following do’s and don’ts as it relates to holiday giving:

Set a rule about in-office gifts. When emailing about your office holiday party, Wilson advises employers to include a line asking for employees not to give presents to their managers. “A simple line such as ‘While we appreciate your generosity, please no gifts for us.’ This will help to remove any fears of ‘brown-nosing’ or people getting favorable treatment just because they are able to splurge on a big gift for the boss while others cannot afford to do so.”

Give back to the community. “Rather than deal with the stress of Secret Santa or the distraction of a white elephant game, ask for employees to bring in one unwrapped toy to give to kids in need. Then, you can drop the toys off to a local YMCA, Toys for Tots, or similar charity. Not only will this remove stress about holiday giving in the office, but it will increase holiday spirit and joy in the office.”

Give the best gift of all: time off. “Research has found that employees say ‘time away from the office’ as their favorite thing that employers give them this time of year. If you don’t have the funds for bonuses or a big holiday party, simply giving the team an extra day off or even half-a-day can go a long way in inspiring goodwill. Even turning the week of Christmas into a ‘casual dress’ week can help employees to feel relaxed and appreciated by the boss.”

For more on this topic, please contact Rob Wilson at rwilson@thewilsoncompanies.com.

As Marijuana Gains Legal Status, Can Employers Still Fire You for Testing Positive for Marijuana?

Human resources expert explains what employees and employers need to know about pot in the workplace

Medical MarijuanaAfter the 2018 midterms, three states voted in favor of marijuana legalization, with Missouri and Utah approving the drug for medical use, and Michigan approving it for recreational use. Additionally, states like Wisconsin and Illinois voted for several crucial medical marijuana and legalization measures.

But, what does this mean for employees and employers when it comes to marijuana and the workplace? Will these new regulations make drug testing a thing of the past?

Rob Wilson, President of Employco USA and human resources expert, says no.

“Employers can still administer drug tests and prohibit their employees from using or being under the influence of marijuana at work or during work hours. However, some state laws prohibit an employer from taking adverse employment actions against an employee based solely on a positive marijuana test.”

With this in mind, Wilson advises employers to become familiar with laws in their state that address drug testing.

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Study: 1 in 4 Americans Say They Overindulged and Humiliated Themselves at the Office Holiday Party

H.R. expert shares tips for how employers and employees can navigate the office holiday without disastrous results

AlcoholA recent NPR survey found that 1 in 4 Americans confess to drinking too much at the office holiday party…and embarrassing themselves as a result. And, 80% of survey respondents also say that they have witnessed coworkers drink too much at holiday parties and act unprofessionally.

“This is a cultural problem that has been embedded in both our corporate and non-corporate working environments for years,” says Rob Wilson, President of Employco USA, a national employment solutions firm which helps companies navigate human resources and other employment concerns. “For some reason, good sense seems to go out the window during the holiday season. Alcohol flows readily and people can’t help but let loose…often with disastrous results.”

So how does H.R. expert Rob Wilson advise companies and workers to handle these holiday pitfalls in the workplace?

Ban alcohol altogether. “I know this won’t be a popular choice,” says Wilson. “But it’s a wise one. Have your holiday party in the morning and celebrate with hot cocoa and donuts, rather than wine and cheese.”

Ask people to give only non-alcoholic gifts. “It’s common for people to give wine or fine liquor during the holiday season, but not everyone feels safe around alcohol. Some people are in recovery or don’t drink for religious reasons. Whatever the case, it’s better to gift non-alcoholic items, such as Starbucks gift cards or homemade cookies or chocolate.”

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(Article) “Cutting Them Off: Owners Ponder Limits on Alcohol at Parties”

Rob Wilson, President of Employco USA, was recently quoted in an article for the Associated Press:

“HR consultant Rob Wilson has gotten many more calls than in the past from companies needing help with party policies. Even owners who haven’t had problems are asking about going alcohol-free or limiting everyone’s intake. Some owners ask whether they should have chaperones to ensure no one is over drinking or trying to grope anyone.

“They’re much more cautious than I’ve ever seen,” says Wilson, president of Chicago-based Employco.”

Follow the link to read more:

Associated Press

 

 

 

 

For more on this topic, please contact Rob Wilson at rwilson@thewilsoncompanies.com.

Improving Job Market Means Employees Have Options: Don’t Let Your Top Talent Get Poached

Employment expert shares “The Three E’s” which will keep employees happy and hard-working

Leaving EmployeeAs the job market improves, so too does employers’ risk of losing employees. It is estimated that around 60 percent of employees are either actively or passively searching for a new job, or they are being approached by other companies who want to ‘poach’ them for their own team.

Rob Wilson, President of Employco USA and employment trends expert says, “Losing an employee is a serious financial blow. It will cost you about 6-9 months of salary to replace a salaried employee, and this does not even include the soft-dollar cost of lost knowledge. This includes technical and institutional knowledge as well as lost productivity as other employees have to pick up the missing employee’s slack, which can in turn cause lower morale, lower employee engagement and other financial concerns.”

Wilson says that employers would well to remember the three E’s (economics, employee engagement, and environment) when it comes to attracting and retaining top talent.

“From an economic standpoint, you need to think in terms not only of salary and health insurance, but also a total compensation package,” says Wilson. “There are many benefits which today’s employees are looking for, including whether you match a 401k, what is the value of the paid time off offered, along with medical, dental, vision and life insurance.”

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Employees Quit in Record Numbers Over Perceived Poor Pay

Employment trends expert explains how to manage the tricky topic of raises

QuitA record number of people are leaving their jobs because they are not happy with their current pay. In fact, nearly half of the employees who recently quit their jobs did so because they wanted a raise.

“Employees are being advised that the job market is improving, which makes them believe that this a good time to ask the boss for a raise,” says Rob Wilson, President of Employco USA and employment trends expert. “However, not every employer agrees.”

Wilson goes on to point that salary increase levels are uncharacteristically low given how good the unemployment numbers have been.

“We expect national salary levels to increase 3.1% in 2019,” says the employment trends expert. “The vast majority of our clients are expecting to increase their 2019 salary budgets by that same target.”

So, given that raises will be a hot-button topic that many employers will face in the coming months, how should they approach this topic with their workers?

“We recommend that employers review not only employees’ performance to set 2019 salary levels, but also review that position’s pay against internal and external salary data to ensure their top performers are compensated appropriately,” says Wilson.

The employment trends expert also says privacy can be a good idea when it comes to a person’s pay.

“In very few organizations is it a good idea to openly communicate salary ranges for each position to the entire employee population.  We’ve seen this go very poorly in companies without strong total compensation philosophies,” says Wilson.

For more on this topic, please contact Rob Wilson at rwilson@thewilsoncompanies.com.