Greetings from Rising Sun Consultants
Welcome to the May issue of Rise & Shine –
Your Leadership Solutions and Resource Newsletter!
New Horizons (Meetings/Events):
Public Seminar:
May 17, 2006 – “The 3C’s: A Model of Positive Productivity™”
8:30 a.m. – 4:30 p.m.
Harrisburg, PA
The purpose of this hands-on, applied workshop is to provide participants with both statistical data and applied skills needed to build a strong organizational culture which focuses equally on both people and productivity. As a result, participants will be in a position to engage their employees in new and exciting ways designed to increase their involvement in the organization’s mission and vision.
Investment
To Register Online, click here
To Register by Phone, Contact Lynn Lehman @ 717-512-7531
Bright Lights (Tips/Solutions):
There is only one thing constant in life . . . and that is change.
One of the most challenging issues in organizations and business today is change. Some people love it and others hate it. But one thing is for sure, change takes time. We either make change happen so quickly that people don’t have time to get on board and make it happen effectively or we’re not given enough time to do what it takes to see change occur when it needs to.
Whenever change occurs, transition goes with it. In order to be effective, we need to:
- involve the people affected by the change in the change process.
- allow a process to occur which deals with people’s emotions.
make intentional efforts to allow people to experience their losses and deal with their emotions.
However, people are unique. We don’t all adjust emotionally at the same pace or in the same direction. You will always find individuals who accept and embrace change easily and quickly. You will also always find people who need more time and support to work through the change process. Do not assume these people don’t care or are unwilling to get on board with the change. Take the time to involve them, to engage them and support them through their feelings. You will find that some of your greatest advocates of the change you desire will be those who struggled with it the most in the beginning.
Shining Stars (Best Practices):
This month’s Organization of Excellence is the American Cancer Society, Pennsylvania Division. The headquarters for this organization is found in Hershey, PA. Among the very few non-profit organizations that earned a Best Place to Work in PA award in 2005, this voluntary agency is extremely passionate about its mission to eliminate cancer. Although their 60 offices are spread out across Pennsylvania, the employees feel as though they are part of an extended family. This is possible in part through the use of the following strategies:
- A mission that is extremely meaningful, not only to those who work at the organization, but to the entire world;
- A generous benefits package, which defies the stereotype that non-profit organizations cannot provide decent benefits for their employees;
- A system to provide learning opportunities, leadership development, coaching and counseling to prepare workers for promotion within the organization;
- Extensive communication efforts to keep the people located in their various locations in the loop and up to date; and
- Avenues for people at all levels to not only have input into decision, but also to make some of the decisions through involvement in several task forces designed for that purpose.
With such a noble goal of eliminating cancer altogether, the American Cancer Society is able to hire a passionate and devoted staff. By providing systems to funnel that energy in ways that positively impact the organization, the American Cancer Society, PA Division amplifies its own success. We thank Jan Baker (Vice President of Human Resources) for meeting with us to talk about their organization. More information about The American Cancer Society can be found at their website, www.cancer.org.
World Views (In the News):
Employees play a critical role in the success of any business, so it seems helpful to try to answer the daunting question: How should you go about hiring your first employee? BusinessWeek Online talked to business owners, human-resource specialists, and lawyers to get their perspective on what people need to keep in mind. Twelve of their guidelines follow:
1. Defining the role.
Initially all small-business owners wear multiple hats -- from CEO and accountant to receptionist and marketing manager. And that's good because, as a small-business owner, you get to know and understand all aspects of your business. But no one can do it all. You have to determine the specific skills and experience you're looking for in an employee. And yes, define a job title along with a list of all the employee's responsibilities.
2. Salary.
Once you've decided that you want to expand your staff, determine what you can afford with your future cash flow and see whether you need a part-time employee, temporary contractor, or full-time staffer. Do some research with human-resource experts and find out a competitive salary for the position.
3. Hidden Costs.
A salary is just the beginning. Don't forget that the new employee will need a computer, Internet access, office furniture, a telephone, supplies, and possibly more.
4. Where to look.
It's a pretty good idea to start your search within your circle of friends and family. Many small-business owners hire their spouses, if they're qualified for the job. You can also attend local-business or industry get-togethers and mention that you are looking for somebody who would be interested in working for a small business or startup venture. Let people know you have an immediate opening, in case they are interested or can pass the word along to someone who might want to consider a job switch. You can also place an ad in the local newspaper or visit Web sites such as Monster.com to search for applicants.
5. Interviewing.
At the first meeting, it's hard to judge if the person sitting in front of you is honest or motivated. But you can certainly ask valid questions that deal with how the candidate dealt with different situations in previous jobs. The candidate's answers will give you an idea of their ability to handle situations and might even reveal a bit about their character. Do check all references concerning education and previous jobs. Once you've made a job offer and it has been accepted, put everything that you negotiate with your new hire in writing.
6. Pay and benefits.
Some employees will understand that you might not be able to offer a big salary. However you can offer variable pay that's performance-based. This allows you to keep your fixed costs low and lets your employees share the gains.
7. Growing.
As you grow in both size and sales, hiring decisions can get more complex. Once you cross $500,000 in annual sales, you need to know which employees are exempt from overtime pay and other such time-keeping details. You need to buy workers' compensation insurance once you have three employees, and some experts advise getting it from the day you hire your first employee.
8. Legal tips.
When you hire employees, you join a wider universe of employers, which means you need to comply with certain rules. For instance, you have to make sure your employees have their immigration paperwork at your desk within three days of hire and fill out an I-9 form with the U.S. Labor Depart. Also, most states require you to report a new hire within 20 days. Remember, you also have to comply with the Occupational Health & Safety Act, which requires a workplace without health hazards, once you have 11 employees. And if your business grows to more than 15 employees, you also have to display state and federal posters that inform employees workplace discrimination is illegal. Once you hire over 20 employees, you have to comply with the Consolidated Omnibus Budget Reconciliation Act (COBRA), which requires businesses that provide health-care coverage to offer employees a way to continue their coverage after employment is terminated.
9. Outsourcing.
Don't forget to think about payroll, Social Security, and tax deductions. Outsourcing payroll to experts who know when and what taxes need to be paid is a good idea.
10. Create an employee handbook.
Employees can use handbooks to find answers to basic questions instead of wasting a manager's time. The policies can focus on harassment-prevention, use of Internet, and company e-mail, code of conduct and ethics, dealing with conflicts of interest, grounds for termination, competing, moonlighting, and dating in the workplace.
11. Documentation
Make sure you have two files for every employee -- one related to the job and another with medical and personal information. Set up a performance-review process that will help you and your employees set goals and keep everyone focused on the job.
12. Sell excitement.
You may find it hard to accept that a potential employee doesn't seem to share your passion for the business. So how do you resolve this? You could inspire people with your enthusiasm for your company.
(Adapted from Pallavi Gogoi, BusinessWeek Online - APRIL 24, 2006)
Rays of Hope (Stories/Parables):
The Cracked Pot
A water bearer in China had two large pots, each hung on the ends of a pole which he carried across his neck.
One pot had a crack in it, while the other pot was perfect and always delivered a full portion of water. At the end of the long walk from the stream to the house, the cracked pot arrived only half full.
For a full two years this went on daily, with the bearer delivering only one and a half pots full of water to his house.
Of course, the perfect pot was proud of its accomplishments, perfect for which it was made.
But the poor cracked pot was ashamed of its own imperfection, and miserable that it was able to accomplish only half of what it had been made to do.
After 2 years of what it perceived to be a bitter failure, it spoke to the water bearer one day by the stream... "I am ashamed of myself, because this crack in my side causes water to leak out all the way back to your house."
The bearer said to the pot, "Did you notice that there were flowers only on your side of the path, but not on the other pot's side?" That's because I have always known about your flaw, and I planted flower seeds on your side of the path. Every day while we walk back, you've watered them. For two years I have been able to pick these beautiful flowers to decorate the table.
"Without you being just the way you are, there would not be this beauty to grace the house."
Moral: Although each of us may have our own unique flaws, it is in our uniqueness that we find our special talents and have an opportunity to brighten up the world for ourselves and others! |
Thank You:
On behalf of ourselves and our associates, we want to thank you for reviewing the May edition of Rise & Shine Newsletter. We invite you to visit our website (www.risingsunconsultants.com), and to enjoy our latest book review and white paper.
Until next month: Always Keep Your Eyes on the New Horizon! |
