1 Stop HR

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Top 6 Ways to Combat Conflict that will Work Anywhere!

Wouldn’t we all like to eliminate workplace conflict?  Why do we have to have it?  Why don’t we just all avoid it?  Ahhh but that only works for so long…

The truth is, that it is impossible to eliminate all workplace conflict, and some conflict is actually good believe it or not!  Conflict can bring about change, and inject new ideas! 

Most of the time conflict is driven through Communication or Emotion.  Think back to the last conflict you had at work, were you missing information or was there a lack of communication?  Some of us will react based on emotion as well rather than fact – has this happened to you?

Knowing how to deal with conflict is key.  

Let’s get to the tips!

1.  Deal with it head on.  Don’t let it fester because, it will only make things worse.  Confront it and then seek to move forward.

2.  Understand WIIFM – look at the other side and try to understand what it is that they stand to gain – the “What’s In It For Me” factor.

3.  Decide whether it is worth it.  Gauge the other things on your plate and the other battles you may encounter. Is this one really worth fighting for?  If not, let it go.

4.  Look at it as an opportunity.  Is there something that could be gained through this?  Could you view this conflict as a possible opportunity to maybe show some leadership? 

5.  Recognize differing perspectives.  Is there something that you can learn from this other perspective?  Is it possible you could be wrong or could stand to learn something?

6.  Engage in in-person conversations.  Conflicts can escalate through misinterpretations from email, phone or social media communication.  Meet in person to discuss wherever possible.

Whatever method you choose, try not to avoid unless it makes sense to do so.  Try to be open minded and look for opportunities to learn and grow as a result of conflict.  Many people get too focused on their immediate reaction rather than take a step back and grow as a result of their exposure to it.  It takes guts and at times courage.  Don’t be afraid – you can do it!

Still struggling? You know we are 100% willing to help. If you have conflict within your company, your team, in your management group…don’t be afraid to reach out. Email

www.1stophrconsulting.com

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Brace for Impact Ontario Employers – Legalized Marijuana is Almost Here!

October 17th 2018 is the big day. The big day that employers have been bracing themselves for in Ontario – the legalization of marijuana.

Here are some quick facts for you:

• Medical marijuana will have different rules than recreational marijuana

Recreational Marijuana:

• The minimum age for buying, using, possessing and growing recreational cannabis will be 19 and older
• Those using it will only be allowed to use it in a private residence, their unit or on their balcony (if in a multi-unit building and subject to building rules/lease agreement)
• Those using will NOT be allowed to use recreational cannabis in:
*Any public place
*Workplaces
*Motorized vehicles
• It is illegal to drive drug-impaired
• There will be zero tolerance for young, novice and commercial drivers
*The user will not be able to have any cannabis in their system in the following circumstances:
when driving and:
?        *age 21 or under
?       *the driver possesses a G1, G2, M1 or M2 licence
?       *the vehicle requires an A-F licence or Commercial Vehicle Operator’s Registration
?       *the vehicle is a road-building machine

For the Workplace:

The consumption of recreational cannabis in the workplace is illegal and will continue this way even after the legislation comes into effect October 17th 2018.
Employers and those with Managerial duties:
• Must have a clear understanding of the rules for medical cannabis
• Must address workplace hazards under the OHSA and take every precaution reasonable in the circumstances for the protection of a worker.
• An employer may consider conducting a risk assessment to identify risks that should be addressed, then developing, maintaining and implementing written measures to control risks etc.

Employees and Workers:

• If unfit or unable to work safely, must understand that they could be a hazard to others at work
• Have a duty to perform their job safely and report hazards to management under the OHSA

Medical Cannabis:

• Employers must make accommodations for those disabled employees who have a prescription for medical marijuana, just as they would be for any other disabled employee with a medical drug prescription
• Having a medical marijuana prescription does not mean that that employee is entitled to be impaired at work, compromise his/her safety or the safety of others, smoke in the workplace, have unexcused absences or late arrivals

Employer Steps to Prepare:

• Consider conducting a Risk Assessment to identify risks and hazards in your workplace
• Address the hazards and risks
• Prepare and release a workplace drug, alcohol and substance abuse policy(s), a smoking policy and an accommodation policy and review/update annually
• Ensure H&S training to workers, supervisors and employers including around drug, alcohol and substance abuse, how to recognize signs and how to deal with impairment

You are not alone – there are many employers that are bracing for impact. If you need help with any of the steps above to help prepare – contact us.

Here are some links to assist you with additional information:

The Ontario Ministry of Labour
Occupational Health and Safety Fact Sheet

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6 Ways you can Find the Best Candidate for the Job

You’ve got an open position in your company—great news for people looking, right? The problem, of course, is finding that person: taking a chance on the unknown and making a decision based on what is probably just a short interview and a first impression combined with some key questions about work habits, strengths, and weaknesses. So how do you find people who fit your staffing clients’ needs and not waste your time searching through unqualified candidates?
You can start by relying on good applicant tracking systems. Those networks an referrals are a great way to narrow down the list of standout candidates for a job. And of course, the materials that an applicant sends to you—resume and cover letter—should be error free and provide all the information that you requested in the opening.
What other tips can help you get the best person yet for your open position? Use the ideas in this graphic for help.

Click To Read Full Post

6 ways you can find the best candidate for the job

Via AkkenCloud

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Stressed out? What are you doing about it?

It doesn’t seem to matter who you are, where you live, what stage of life you are in, stress has a way of creeping in and making life difficult doesn’t it? Whether it is work stress, family stress or otherwise, it all can make its mark! It can impact our day to day, our eating, our sleeping, our work, how we communicate, and so much more! Sometimes the stress is short-lived, like an important deadline coming up with a work project. Sometimes the stress is just the nature of the type of work we do. One of the most important things we can do for ourselves is look to have coping mechanisms in place.

Coping mechanisms for combatting stress are essential for your health, for your work productivity, for your family and mental well-being! Google “Coping mechanisms for stress” and you will find all kinds of ideas from breathing techniques to changing jobs to eating habits and everything in between. The most important thing is that you have strategies for coping and outlets for venting or combatting the impact of stress – and that you actively utilize them.

Over the years that I have been in HR, I have counselled many employees that are going through a lot of work stress.  I have worked with many managers to create more effective ways to manage and reduce employee stress.  Many of the clients we deal with have heath plans in place for their employees and within those plans usually are options for additional assistance i.e. Massage therapy, specialists etc. Family doctors are also there for help. The key is for employees and employers to recognize stress and to actively work to alleviate it.

Some stress is good stress, prolonged stress can have unintended consequences. So what is it you do to help combat stress?

Here is a link to an article that provides some tips on dealing with work stress: Beyond Blue

What can you do today that will help combat your stress tomorrow?

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Develop your People for Strategy Success

Recently we tweeted a quote by Lawrene Bossidy from GE, “I am convinced that nothing we do is more important than hiring and developing people. At the end of the day you bet on people, not strategies.” What are your thoughts?  Do you agree?  Disagree?

I love this quote and believe it to very much be true!  When we are hiring people, we may not find the ultimate fit in terms of all the experience and qualifications we are looking for, but if we find fit otherwise i.e. right person, right attitude, mesh with our business culture, ability to challenge our way of thinking, desire, etc., we can work to develop our talent and this talent will work toward executing on our strategies. We can have all the best strategies in the world….but strategies don’t execute themselves. Strategies need manpower and that manpower needs to have the tools to be successful – these tools need to be developed.
What training and development programs do you have in place?  Do you measure them for effectiveness?  Do you monitor them?  When you develop business strategies…do you look at the training and development that needs to occur in order for your talent to achieve these goals?

 

 

 

 

 

Next time you get frustrated with the lack of goal or strategy attainment…take a step back…ask: “Did we do all we could to train and develop our team members to be successful?” “Did we help our people acquire the tools for success?” “What can we do differently to ensure the continual development of skillset in order to improve our strategy achievement?”
Strategy development is key to your business success however at the end of the day people are your key to strategy success.

Learn More About US

1 STOP HR was founded by Christie Ferguson, CHRP CHRL Christie is a certified Human Resources Professional & Leader with many years of hands on HR expertise.

Contact US

Tel: 226-750-3160
Email: info@1stophrconsulting.com

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