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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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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Beginners Guide On Peer-To-Peer Recognition Programs

A happy workforce is a productive workforce, as most managers and HR professionals know. In recent years, several startup companies have grabbed attention by using some unusual methods to create a happier workforce. They’ve experimented with unorthodox ideas such as unlimited vacation time. These companies have also established more flexible workspaces and gone overboard with perks such as in-office climbing walls and coffee shops. Although there’s something to be said for these ideas, the reality is that not all companies have the resources to implement them into their workplaces. However, even if your company doesn’t have the ability to adopt one of these radical ideas, you still have all the raw materials at your disposal to create a happier and more productive workforce. Peer-to-peer recognition programs can be the tool you need to unlock the potential that already exists within your workplace for more engaged and happier employees.

The factor that makes peer-to-peer recognition so powerful and effective is the fact that recognition simply means more to people when it comes from someone in the same position. When an employee feels appreciated by co-workers who have the same experiences, that appreciation carries more weight and is more likely to be a positive influence on that person’s work going forward. They also have a higher degree of effectiveness than other types of recognition or incentive programs because people who are lauded by their peers are more likely to pay it forward and reciprocate when they see another peer go above and beyond the call of duty.

Creating and implementing a peer-to-peer recognition program can be a powerful way to tap into the potential already contained within your most important resource. As long as such a program’s procedures are clearly defined, the rewards fully understood and everything properly communicated, a peer-to-peer recognition program can drive greater employee engagement and reduce turnover significantly. The following guide explains how peer-to-peer recognition can work toward higher employee engagement and details how it can be implemented. Follow it, and your office environment can be a lot more connected and productive.

Author bio: Carl Martens is a resident catalyst for change at Award Concepts. After graduating with a degree in sales and marketing from DeVry University, he has become an advocate for his clients. Martens is dedicated to working closely with his clients to understand their organization and develop and deliver custom recognition programs.

Peer-to-Peer Recognition Guide from: Award Concepts recognition award ideas

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Bill 148 – Fair Workplaces, Better Jobs Act – It’s Official!

 

The suspense is over, Bill 148 – has been passed – Ontario businesses,  are you ready?

Here are the highlights of this legislation taken from the Ministry of Labour:

  • Raise of Ontario’s general minimum wage to $14 per hour on January 1, 2018, and then to $15 on January 1, 2019, followed by annual increases at the rate of inflation
  • Mandate equal pay for part-time, temporary, casual and seasonal employees doing the same job as full-time employees; and equal pay for temporary help agency employees doing the same job as employees at the agencies’ client companies
  • Expansion of personal emergency leave to 10 days per calendar year for all employees, with at least two paid days per year for employees who have been employed for at least a week
  • Ban of employers requiring a doctor’s sick note from an employee taking personal emergency leave
  • Provide up to 17 weeks off without the fear of losing their job when a worker or their child has experienced or is threatened with domestic or sexual violence, including paid leave for the first five days
  • Movement of Ontario’s vacation time in line with the national average by ensuring at least three weeks’ vacation after five years with the same employer
  • Make employee scheduling fairer, including requiring employees to be paid for three hours of work if their shift is cancelled within 48 hours of its scheduled start time
  • The government is also expanding family leaves and adding measures to ensure that employees are not misclassified as independent contractors, ensuring they get the benefits and protections they deserve.

These changes are, in our opinion, going to create a huge ripple effect in Ontario businesses.  What do you do?  Engage in a certified HR professional to help you through this transition.  Your employee handbook, your employment agreements, your vacation policies, your sick time policy, your compensation practices…all are most likely impacted.

Don’t be caught in the dark…  Want to read Bill 148 details?  Here is a link: Bill 148

 

Bullet points above taken from the Ministry of Labour

 

 

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Considering Working with a Friend?

Ok, so here is the scenario…Your best friend tells you there is a fantastic job opening at their workplace. You interview and are offered the job. You are excited at the possibility of working with your friend, but do you take the job?

At first the opportunity to work with your friend sounds great but there are some pitfalls that may come along with this opportunity…have you thought about them?

Here are a few:

*  What happens if your friend is promoted and becomes your boss? What about if you were promoted to be their boss?
*  What happens if you feel your friend isn’t pulling their weight on a project?
*  What if your friend was terminated?
*  Would other staff treat you differently knowing about the friendship?
*  What other possibilities come to mind? There are many. Some people don’t take the time to really think this through.
*  Would your relationship change with your friend after taking this position? It is highly likely. If you truly value your friendship, do you take the risk?

 

Our friends mean the world to us, is there potential to risk that friendship by working together?  Ensure to make the right choice for you, your friend and your friendship…

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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