The Wall Street Journal’s Post

How can you identify the warning signs that an employee might be leaving?

When an employer fires an employee, that employee has failed the employer. When an employee quits, that employer has failed the employee. A good company will self-evaluate when either of these things happens. Sometimes, the conclusion is that it just wasn't a good fit, or perhaps the employee wanted a change, or perhaps there was something that the employee did not provide that the employee wanted. Nonetheless, that self-reflection is critical to improving your relationship with your employees. I've often said that you'd be amazed at what more you can get your employees to do when they like what they do and who they do it for. But don't be surprised if you can't get a little more out of disgruntled workers.

Let's compile tips on how to fire an employee to minimize stress and remain friends with the professional 🔗

A useful overview of how to manage mouse jigglers.  My first question would be why so employers feel the need to monitor as it breaks down trust between employer and employee. https://lnkd.in/eifmeR-T

"Lately, my conversations revolve more and more around personnel issues. From probable scams to personality incompatibility, HR challenges can take their toll. Of course, each case is different, but there are some steps we can take to help mitigate any negative ramifications of what can be emotionally charged challenges. As an employer, you are expected to know certain things and behave in certain ways. As an employer in the health care field, you have Federal and State agencies creating requirements for you. Probably the most important thing you can do is…" Read on in this week's blog by Scott Williamson! #oandp #opie #opiesoftware #blog #orthotics #prosthetics #orthoticsandprosthetics #people

New Employee Starts with Enthusiasm, But Asked to Leave in Few Weeks! Click see more to read the full post. I was recently approached by a few employees, who are facing an unexpected challenge in their professional journey. They joined the new company excitedly, only to be notified after a few weeks that they would be given a 2-month notice due to the return of the previous staff. It's disheartening to hear about such situations, especially when individuals make significant career moves. They reached out for advice, and I suggested filing a complaint with Jabatan Perhubungan Perusahaan (JPP) within 60 days from the date of termination or the last day of work. For those going through similar circumstances, my advice is to take proactive steps, filing a complaint either at the time of termination or within the 60-day window post your last day. While there might be discouragement from the officers, it's crucial not to be discouraged. Remember to assert your rights confidently, express your desire for reinstatement and, if the company refuses, seek damages. I share this experience to raise awareness about employment rights and encourage everyone to be informed and proactive in protecting their rights as employees. If you have additional insights or advice, feel free to share in the comments. I wish them the best in navigating this situation and appreciate the supportive LinkedIn community. #employees #employeebenefits #employeeexperience #workforce #workforcemanagement

To mark the start of 2024, here are some New Year’s resolutions you might want to think about! 1. I’m going to get rid of our ‘probation period’ to prevent loads of new hires worrying themselves sick for three months just to ‘get’ the one person who didn’t work out. 2. I’m going to abolish performance ratings so that no-one has to suffer the indignity of getting ‘meets expectations’ for yet another year. 3. I will rip up our 9 box grids and resign myself to the fact that no-one has understood how to fill them in – EVER! 4. I will replace our 3,782 employment policies with a funky welcome guide. 5. I will stop telling everyone they have to be in the office three days a week and try to remember how we found we could actually trust people to work how they wanted during Covid. 6. I will not sit in on any more interviews. Taking the notes and supervising managers is not a great use of my time… 7. I will push back on any manager who thinks ‘it’s better if HR has a chat with them’. It’s not ‘better’, it’s avoidance. 8. I am going to remind myself every day that I came into HR because I was interested in people – not process! Happy New Year from Disruptive HR!! 🎉 #ChangeHR4Good #UpYourHRGame #New #Year #Resolutions

Lots of people are starting new jobs this month. Most people think about starting a new job from the employee's perspective, but employers should also be preparing for the addition of a new employee. What are some ways for an employer to prepare for a new employee to start? 1. Preparing all tools to be ready to be utilized so the employee can hit the ground running (e.g. desk, computer, software programs and telephone all set up and ready to be used). 2. Communicating with all relevant co-workers and managers about the employee, what to expect and how to help acclimate the new employee. 3. Setting up training and/or onboarding to be completed as soon as possible. 4. Ensuring employee is added to applicable insurance policies, state registration (if applicable), and payroll. 5. Having one or more leaders within the organization take the employee to lunch, dinner or other opportunity to engage with the new employee. Am I missing anything? Let me know if there is anything you would add to the list for an employer to consider with respect to its new hires. #employmentlaw #employeeonboarding #newjob #TheWorkplaceLawfirm

When employees are overpaid, they prioritize job security over their actual job responsibilities. The people are dangerous for companies who involve themselves in various tasks but neglect their own work. If employers want to add levity to the workplace, they should consider hiring jesters, not individuals who simply laugh at everything to convey their perceived importance. #employeeengagement

This recent true story definitely brought the phrase – “More haste and less speed” - to mind...   "A disillusioned employee sends a without prejudice email setting out their concerns with regard to the poor practices and procedures in the company, indicating a desire to have exit discussions.   Receiving no response from their employer, not even an acknowledgement, they’re dismayed to find their access to the office system has been cut off, their colleagues informed they are leaving, and their clients similarly advised.     Feeling aggrieved, the employee sends another email to their line manager (from the same private email address used previously). Saying it was surely a little premature to have cut off system access and advised people they were leaving before they had even received an acknowledgement of their email.   Their line manager responds, not only to the employee, but also copying in the CEO, compliance, and a few senior people to rebuke the employee for the accusatory tone of their email. Stating an email had indeed been sent to acknowledge the without prejudice email, to advise their access to the system had been terminated, and to say a meeting would be scheduled to discuss exit terms.     The employee was directed to a copy of the company’s email as attached – and you guessed it, it had been sent to the company email address for the employee, circa two hours after their access to the system had been terminated!   Needless to say, the employee felt vindicated in their criticisms of the company and the lack of attention to detail re procedures and policies. They also took some delight in sending a response to all pointing out the line manager’s error.”   It can be a perfectly sensible move for an employer to cut off access to their system in relation to a disgruntled employee who is clearly intent on leaving their employment. However, perhaps a little more haste, less speed would have meant the line manager communicated with the employee correctly. This would have saved a lot of hassle for everyone involved - employee, employer and the legal advisors for both!   #ukemploymentlaw #employer #employee