BECOME HUMAN RESOURCES CERTIFIED

80% PASS RATE FOR 10 YEARS RUNNING.

WEB BASED PHR/SPHR PREP CLASS STARTS ON THURSDAY, SEPTEMBER 6

ONLY $700
FOR
TWELVE
2-HOUR SESSIONS,
STUDY MATERIAL
LOADS OF PRACTICE TESTS

Contact Bob McKenzie
904-861-2903
bobm@mckenziehr.com


PROTECT
YOUR
BUSINESS
WITH THE
MCKENZIEHR

COMPLIANCE GUIDE

OUR NEW
PRODUCT COVERS

  • Hiring Process
  • Required New Hire Forms
  • Recordkeeping Requirements
  • Contractor vs. Employee
  • All Required Posters
  • Wage and Hour Regulations as they pertain to your business.

Only $300

Don't get Caught

Contact Bob McKenzie
904-861-2903
bobm@mckenziehr.com


SUPERVISORY,
LEADERSHIP AND
EMPLOYEE
TRAINING
PROGRAMS TO
BE ANNOUNCED
SOON

Be on the Lookout


McKenzieHR
Services Include:

  • Full HR Outsourcing
  • Customized handbooks
  • Resolution of harassment and discrimination complaints
  • Unemployment hearings
  • Outplacement services
  • HR audits
  • Compliant recordkeeping
  • New employee orientation
  • Safety programs
  • Training and development
  • Implementation of Human Resources Information Systems
  • Mergers and acquisitions due diligence
  • Benefits administration
  • Recruitment assistance
  • Compensation administration
  • Discipline and termination
  • Coaching and counseling
  • Performance management
  • Employee surveys

Contact Bob McKenzie or
go to www.mckenziehr.com
for more information

ASK BOB

For no charge you have the opportunity to ask human resources related questions of Bob McKenzie, President of McKenzieHR

To ASK Bob click here

 

Contact Information

4237 Salisbury Rd, Bld 1, Suite 112
Jacksonville, FL 32216

Phone: (904) 861-2903
Toll-Free: (888) 861-2903


Friend's Name:
Friend's Email:

You will need Adobe Acrobat Reader to view some these linked files. Click here to download the reader now.


 

If this email is not displaying properly, please click here.

This newsletter is provided as a service to our clients and friends with the premise that informed clients are better clients. If you like it, feel free to pass it along to others. Do not hesitate to contact us for more information on this or any other human resources related subject.

If you would like to remove your name from our email list, please follow the instructions at the bottom of this newsletter.


 

I'm Going to Write You Up

As with most business processes – especially with regard to Human Resources practices, different people have different ideas on how to document poor performance. There are many management types out there and some of which are explained below:

Tree Killer
This is the person who has taken the business mantra of the disciplinary process, "Document, Document, Document" to an extreme by "writing up" every mistake made by every employee. Two minutes late – you get a "write up"; make a data entry error – "write up." Sneeze during a meeting – "write up."

The thought is that this is the best way to ensure that the company is in a defensible position if and when that employee sues you for some sort of discrimination. After all, in today's litigious society, employers cannot be too careful. Right?

Ostrich
An ostrich allegedly sticks his head in the sand when things get tough thinking that if I can't see them, they can't see me. This is just another way of saying, "If I ignore it, it will go away". This works well, doesn't it?

Neutron Bomb
This is a variation of the Jack Welch style of management when he was referred to as Neutron Jack. A Neutron bomb kills all the people, but leave the building intact. The Neutron Bomb wants to get rid of the whole workforce and start all over again. We have all had this idea from time to time, but the Neutron manager truly considers this a viable option. Huh?

Time Bomb
This is that very patient person who does little to correct substandard work until reaching the point of no return. He or she just blows and goes BOOM – unable to take it anymore. Employees think the manager must be committed – immediately - and then they all run away.

Cheerleader
OK we have all known or worked with those who are waaaaay too cutesy for most people. Instead of disciplining people, the cheerleader tries to motivate employees with inane saying like, "There's no 'I' in team." The Cheerleader also gets all of those motivational posters thinking that a picture of a wave breaking against the shore with the word, "Persistence" will make the employees work harder. What?

The cheerleader usually hires other cheerleaders. In most cases very little gets done on the Cheerleader's department. Unless, of course, you consider coming up with cutesy quips is considered progress. Fun stuff for all. It's enough to make you want to run away and live in a spider hole for the rest of your life.

Ask yourself these questions

  • Do you find yourself "writing up" employees for every minor infraction?
  • Are you too busy or too lazy to take the necessary time to offer coaching and counseling when the necessity becomes apparent?
  • Have you gotten to the point that we are becoming more and more accepting of unsatisfactory performance because it is more trouble than it is worth?
  • Do employees roll their eyes when you speak to them?

Does Discipline Work?
It is our belief that, with few exceptions, discipline does not work. It is also our belief that it is a must when coaching, counseling and other means do not change the performance or behavior to what is expected. If formal discipline is not conducted AND documented, there is no proof that an employer gave an underperforming employee an opportunity to improve.

Documentation is Crucial
Even though we say that discipline does not work, it is extremely important. In the event of an unemployment claim or worse, documenting the fact that you gave an employee a warning informing the person to shape up or they will be shipped out can be used as evidence in your favor.

Set Expectations and Standards
Setting clear expectations and work standards sets the foundation for effectively managing employees. Then all you have to do is think of two things – What is Happening vs. What is Expected. If there is a gap, discipline is easy. All you need to do is state the facts in a professional and matter of fact way.

Just Do It Right
Discipline is one of those things that can backfire in your face if not done correctly. Make sure you have all the facts. Never use the words of others to mete out discipline or blame the disciple on what others have said to you in passing. Do your homework and get the true story.

Never use the phrase "bad attitude." In fact, never use the word attitude when disciplining anyone. "Attitude" is not specific. In our world, a bad attitude usually manifests itself in more measurable or observable behavior such as excessive lateness or being rude to customers. Discipline based on facts – not non-descript words whose meaning can be interpreted differently by different people.

Stop The Madness
So stop killing trees, sticking your head in the sand, dropping bombs that only kill people, blowing up when your fuse is spent or trying to motivate people by being too chirpy. Stick with the expectations and facts.

Discipline is one of the most important things a manager must do. Unfortunately, it is not often done well. It must be fair and consistent and based on expectations and standards of performance.

As stated earlier – Just Do It Right.

   
 
   
 

The Required Disclaimer
The McKenzie Mailer is for informational purposes only and does not constitute legal advice. Before implementing any action on this subject, contact an expert in the field.

 

   
 
   
 

Members of TeamMcKenzie
Bob McKenzie, Head HR Guy
Chuck Petruska – Senior Advisor
Peggie Leitereg – Senior Advisor
Terrie McDonald – Client Services Specialist

 

   
 
   
 

Thank you for reading The McKenzie Mailer.


   
 

Bob McKenzie, President
McKenzieHR

potential@mckenziehr.com

 

June 2012
Ray’s Story – A Wage and Hour Saga
April 2012
Bob's Common Sense Theory On Leadership
February 2012
Don't be Complacent When it Comes to Compliance
January 2012
Optimism is Flowing
October 2011
UH OH!! Turnover is Starting to Rear Its Ugly Head Again.
May 2011
Small Business Week and Government Agencies are Being a Grinch
April 2011
I Want it All and I Want it Now!!
March 2011
Leadership Essentials
February 2011
Where's the Leadership Fad?
January 2011
Equal Employment Opportunity, Affirmative Action, Diversity. Where does it end???
December 2010
It is That Time of The Year
November 2010
The Department of Labor is on a Mission You have to be Careful Out There
September 2010
Following the Crowd is a Good Way to get Lost in it
August 2010
Customer Service Is Your Competitive Advantage
June 2010
Social Networking – Be Careful out There
April 2010
Is That a Light in The Tunnel?
January 2010
What's Your Theme Song?
December 2009
2009 Was Definitely a Murphy Year
August 2009
Swine Flu Preparations - Knowledge of Risk is the Best Course of Action
July 2009
Are Rising Healthcare Costs Making You Sick?
June 2009
Diversity – Who Cares?
May 2009
Why the Huge Increase in Discrimination Charges?
April 2009
EEOC Charges at a Record High
March 2009
Eaten Any Brains Lately??
February 2009
Just Trying to Keep Up with All of the Changes
January 2009
Compliance Update Handbooks Need Updating Too
December 2008
Employee Free Choice Act – Not a Free Choice at All
November 2008
The Americans with Disabilities Act Amendments Act Clarified
October 2008
Effective Handbooks Save Time and Money
September 2008
Negating the Nattering Nabobs of Negativism
August 2008
What's Your People Plan
July 2008
Human Resources Strange But True People Stories
June 2008
HR Compliance Issues at the Forefront
May 2008
Performance Management Never Stops
April 2008
Don’t Make Tough Times Tougher
March 2008
What Ever Happened to the Personal Touch?
December 2007
It's That Time of Year Again
November 2007
HR Hot Topic #3 - Immigration
September 2007 -
HR Hot Topic #2 - Controlling the Cost of Medical Benefits
August 2007 -
HR Hot Topic #1 Recruitment and Retention
June 2007 -
Strategic Human Resources is Not an Oxymoron
May 2007 -
Is It Really a Hostile Work Environment?
April 2007 -
What happens after a new employee is hired?
March 2007 -
SHIFT HAPPENS
February 2007 -
Imagine
January 2007 -
Discrimination & Harassment
December 2006 -
IT'S BEEN A HECK OF A YEAR
October 2006 -
The Why Label Generation Y?
September 2006 -
The World of Recruitment Has Changed
August 2006 -
Keep Your "A" Players
July 2006 -
Traits of a High Performance Workplace
June 2006 -
Is a Mediocre Employee Better Than No Employee?
May 2006 -
The Compliance Vultures are Circling – Are You Prepared?
April 2006 -
Is Administrivia Keeping HR from Getting a Seat at the Table?
March 2006 -
Agreeing to Disagree or Avoiding the Subject
February 2006 -
Happy Valentine's Day
January 2006 -
Be a Talent Magnet and a Talent Utilizer