Combined Resource Solutions & Creative Restaurant Solutions

Sending love and warm wishes to all who celebrate Diwali. May the festival of light bring peace, prosperity, and happiness to you all and those that surround you!

Wishing our team, client partners, connections, and all a Happy Halloween! ENJOY!

Webinar Cancellation Due to unforeseen circumstances out of our control, Morreen Rukin and Matthew Hank must cancel their webinar titled Part 2 - Spotting and Solving Workplace Issues Before They Lead to Legal Troubles that was to be held on Tuesday, October 29, 2024, at 12:30 PM EDT. We apologize for any inconvenience this may cause you. The webinar will be rescheduled and an email communication will be distributed once the new date is confirmed. We appreciate your interest and hope to see you at future Littler events.  

FREE WEBINAR Part 2 - Spotting and Solving Workplace Issues Before They Lead to Legal Troubles Due to popular demand, join us for the second webinar focused on the employment lifecycle and the risk spectrum created by cultural or leadership issues that go unaddressed. Morreen Rukin and Matthew Hank will discuss the current state of employment from an HR and legal perspective, with topics including leadership, culture, challenges created by remote work, noncompetes and many more. They will then open the floor to the audience for a Q&A – so come prepared with your questions. Join us on Tuesday, October 29th at 12:30 PM ET to learn answers to these questions and more. REGISTER NOW: Link in comments. PROFESSIONAL DEVELOPMENT & CONTINUING EDUCATION Littler is recognized by SHRM to offer SHRM-CP or SHRM-SCP professional development credits (PDCs). This program has been submitted to the HR Certification Institute for review. CLE certification is pending approval. CLE credit requires following the State-by-State Guide for submission. Littler Mendelson is an approved provider for CLE credit in CA, GA, IL, NY, NV, PA, TX and WA. This program is appropriate for both newly admitted and experienced New York attorneys

To our team members, client partners, colleagues, and friends who celebrate Rosh Hashanah - may you find moments of joy in the reflections of the past year and moments of peace in the one upcoming Shana Tova!

Meet the Team Monday: We asked our leadership team to share their thoughts on a variety of topics - so today we are proud to share those from our COO, Christin Myers. Christin oversees the Survey division of CRS and understands the best practices of executing a variety of surveys to get our clients the best data possible. Read on to see what she's been thinking about: Have you had this experience? The boss says, "Please take this anonymous survey." Your immediate thought, "Yeah right, this isn't anonymous!"   How can you tell? If you take a survey from a QR code, everyone is using the same link, and no identifying details about you are known. Same if everyone gets the same email, with exactly the same "generic" link. In contrast, if the link is unique to you, it's not anonymous, but it might be confidential.   What's the difference? Anonymous means that the respondent's identity is completely unknown. No identifying information is collected, ensuring that responses cannot be traced back to any individual. Confidential means that while the surveyor knows who the respondents are, they promise not to disclose their identities. The data collected is linked to respondents but is protected and shared only in aggregate form or with strict safeguards to protect individual identities.   Which way is better? Like many things in life, it depends. When trust is an issue in a work environment, anonymity can help encourage honest, uninhibited feedback. However, if the survey is run by the employer, employees may still be skeptical when they're told it's anonymous. On the other hand, when CRS does a survey as a third-party, we are clear about whether the survey is anonymous or confidential (yes, we do both types!), what we do with the data, including the open-ended responses. We even put our contact information right on the survey so respondents can reach out with questions. That's one reason both our anonymous and confidential surveys typically far surpass what our clients have previously experienced.   What are the other reasons? Schedule time with Christin Myers at https://lnkd.in/eXFZ2ca for a no-obligation call to find out!

To all of our team members and client partners in the HR world, thank you for all you do to make work more enjoyable for all. Not an easy job for sure, but you face the challenges every day with grace.

Meet the Team Monday:  We've asked our Team Leaders to share their thoughts and recommendations on the trends they are seeing in their area of expertise. Today's insights come from Jeff Cilea who oversees all Reporting and Online Surveys - and so much more:    As Morreen Rukin mentioned on her recent webinar with Matthew Hank of Littler, “the cost of turnover is not just the recruiting and hiring (and training), it is also morale, it is customer dissatisfaction, it is productivity, it is the company losing out on manpower and energy.” Such disruptions can undermine a company's efforts to build and maintain a strong, healthy culture. Pulse surveys are a valuable way to obtain feedback from employees and managers about workplace culture. They are beneficial for any company at any time but are especially helpful if there was a merger, a new location or office opening, a spike in turnover, or maybe there is a particular location that is having some trouble achieving results, which often comes back to culture. Gathering insights via a Pulse Survey can make an employer aware of existing or emerging issues that may became bigger problems down the road and potentially lead to higher turnover or legal issues.     The best way to measure culture is to be proactive - ask the questions, gather the feedback and data, then take action armed with that knowledge. It’s also important to measure culture over time to see how various changes and factors affect the level of satisfaction.     #employeeengagement #companyculture #employeesatisfaction

Thoughtful Thursday  While we do conduct Exit Interviews for many of our client partners, we are huge advocates for also conducting Stay Interviews. By doing so, there is an opportunity to identify those at risk of leaving before they have one foot out the door. Also, you can identify development opportunities to ensure your next level leaders are ready to lead before you need them to. Learn best practices of conducting Stay Interviews and the impact they can have on your business by reading our blog post. The Importance Of The Stay Interview For Long-Term Growth — Combined Resource Solutions (consultcrs.com) #employeenegagement #employeeretention #stayinterviews #decreaseturnover 

Testimonial Tuesday Our CEO, Morreen Rukin, loves to coach leaders to help them find the best versions of themselves. It was such an honor to be able to work with @Lynn Prestia, President of JL Connects! Thank you, Lynn for your kind words and for your willingness to dig in and go deep!