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Eddy
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Registrace 21. 03. 2019
Eddy is the all-in-one HR Suite built to help local businesses with deskless workforces hire reliable workers, retain workers through better company culture, and minimize legal risk.
Eddy is the all-in-one HR Suite built to help local businesses with frontline workers easily manage their people, payroll, and hiring processes.
Eddy is the all-in-one HR Suite built to help local businesses with frontline workers easily manage their people, payroll, and hiring processes.
78. The Importance of Transferable Skills w/ Jeri Rosenberg
Doing the same thing for years on end doesn’t offer much opportunity for growth-and it quickly gets boring. Jeri Rosenberg, corporate HR director at CASSIA, knows how important balance is when making career decisions. On one hand, we all have skills and abilities that set us apart-and that’s great! But on the other hand, it’s important to stretch ourselves, get out of our comfort zone, and use our skills to do new things.
In this episode of the HR Mavericks podcast, we talk about:
• Why people resist branching out in their careers
• How to transition our existing skills to new roles
• Utilizing transferable skills to help your company thrive
• Why organizations benefit from hiring people with diverse skill sets
• Ways to refresh your skills and gain new ones
In this episode of the HR Mavericks podcast, we talk about:
• Why people resist branching out in their careers
• How to transition our existing skills to new roles
• Utilizing transferable skills to help your company thrive
• Why organizations benefit from hiring people with diverse skill sets
• Ways to refresh your skills and gain new ones
zhlédnutí: 88
Video
77. Pay Transparency-the Challenges and Benefits w/ Brandon Fluckiger
zhlédnutí 102Před rokem
Pay transparency is one of the biggest topics in HR right now-and one of the most controversial. What are the advantages and disadvantages of posting salaries in job descriptions? Do the pros outweigh the cons? In this episode of the HR Mavericks podcast, Brandon Fluckiger, people and capability advisor at Thiess and freelance HR consultant, tackles those questions and more. He’s a strong belie...
76. People Success: What Work Will Look Like in 2023 and Beyond w/ Kelly Loudermilk
zhlédnutí 57Před rokem
Nobody can see the future. But Kelly Loudermilk, talent innovator at BuildHR, has a knack for predicting HR trends. In episode 27 of the HR Mavericks podcast, she predicted that 2022 would see an anti-work movement. Now, she’s back to discuss what she thinks will happen in the people industry during 2023. In this episode, we talked about: • How people ops has transformed the workplace • What th...
75. 5 Fast Fixes for Employee Burnout w/ Deb Calvert
zhlédnutí 56Před rokem
It’s a vicious cycle: employees feel burnt out, so their engagement drops. With less engagement, the burnout just continues to get worse. HR often tries to solve the problem with rewards, recognition, events, and culture initiatives. While all of these are great, they don’t solve the issues at the heart of burnout. In this episode, Deb Calvert, president of People First Productivity Solutions, ...
HR Experts Discuss: Performance Improvement Plans
zhlédnutí 6KPřed rokem
Join us as we bring together experts to break down some of the most fundamental concepts in HR. The topic this time? Performance improvement plans.
HR Experts Discuss: IT Onboarding
zhlédnutí 207Před rokem
Join us as we bring together experts to break down some of the most fundamental concepts in HR. The topic this time? It Onboarding.
74. Is Employee Engagement Really the Problem? w/ Gregory Offner Jr.
zhlédnutí 62Před rokem
How can we create an experience at work that reflects what our employees really want? Gregory Offner Jr, founder of Global Performance Institute and keynote speaker on the topics of engagement and performance, believes he has the answer: a tip jar culture. In this episode of the HR Mavericks podcast, Gregory uses his experiences as a performer at a dueling piano bar to explain the give-and-take...
73. How to Motivate and Engage Your Employees w/ Violet Mendez
zhlédnutí 51Před rokem
When it comes to employee engagement, appreciation is key-but it has to be done right. In this episode of the HR Mavericks podcast, we sat down with HR consultant Violet Mendez to talk about how appreciation can keep employees motivated, engaged, and eager to do their best work. Violet knows from experience the difference it can make when an HR leader truly cares about each individual they work...
72. Using Behavioral Assessments in Talent Acquisition w/ Fred Rafilson
zhlédnutí 129Před rokem
It takes two things to make a good employee: the right skills and the right behavior. Fred Rafilson, chief I/O psychologist at Talview, doesn’t underestimate the importance of skills-but he also knows that neglecting to measure candidates’ behavioral attributes could be a big hiring mistake. The best candidates have the knowledge and abilities to perform a job, and the behavioral tendencies (mo...
71. Maintaining People Over Profits w/ Ashleigh Wilson
zhlédnutí 49Před rokem
What’s your focus: profits or people? Of course, there’s no reason you can’t have both: a profitable business and happy, engaged employees. In fact, Ashleigh Wilson believes that the best way to have a successful company is to prioritize your people. In this episode of the HR Mavericks podcast we talk with Ashleigh, CEO and founder at Auditmate, about how her mission-driven, human-centered appr...
70. Compliance and Caring Aren’t in Conflict w/ Bob Coursey
zhlédnutí 62Před rokem
In business, it’s easy to slip into an “us-versus-them” mindset. When an issue arises, there’s the company on one side, the employee on the other, and human resources-or a legal team-stuck in the middle of the fight. But moving away from this adversarial mindset benefits everyone in both the short- and long-term. On this episode of the HR Mavericks podcast, Bob Coursey shares his take on the in...
HR Experts Discuss: Applicant Tracking Systems
zhlédnutí 69Před rokem
Join us as we bring together experts to break down some of the most fundamental concepts in HR. The topic this time? Applicant tracking systems.
69. Emotional Intelligence for Safer Workplaces w/ Steven Farber
zhlédnutí 94Před rokem
“Let’s talk about our feelings.” Those are words that you don’t often hear at work. But understanding-and mastering-our emotions can make a huge impact on physical and psychological safety in the workplace. On this episode of the HR Mavericks podcast, Steven Farber explains what EQ is, why it matters, and how to improve workplace EQ. As vice president of training and certifications at Take Flig...
HR Experts Discuss: Employee Retention
zhlédnutí 119Před rokem
Join us as we bring together experts to break down some of the most fundamental concepts in HR. The topic this time? Employee retention.
HR Experts Discuss: Job Fairs
zhlédnutí 290Před rokem
Join us as we bring together experts to break down some of the most fundamental concepts in HR. The topic this time? Job fairs.
68. Healthcare Recruiting in This New Era w/ Cecilia Clark
zhlédnutí 179Před rokem
68. Healthcare Recruiting in This New Era w/ Cecilia Clark
HR Experts Discuss: Candidate Withdrawal
zhlédnutí 90Před rokem
HR Experts Discuss: Candidate Withdrawal
67. Don’t Write Off Job Hoppers w/ Necole Jones
zhlédnutí 48Před rokem
67. Don’t Write Off Job Hoppers w/ Necole Jones
66. Recruiting in Rural Areas w/ Sarah Hughes
zhlédnutí 81Před rokem
66. Recruiting in Rural Areas w/ Sarah Hughes
65. Community: A One-Person HR Team’s Secret Weapon w/ Stephen Fortuna
zhlédnutí 55Před rokem
65. Community: A One-Person HR Team’s Secret Weapon w/ Stephen Fortuna
64. Financial Wellness in the Workplace w/ Spencer Barclay
zhlédnutí 48Před rokem
64. Financial Wellness in the Workplace w/ Spencer Barclay
63. The Evolution of Human Resources w/ Phil Strazzulla
zhlédnutí 23Před rokem
63. The Evolution of Human Resources w/ Phil Strazzulla
HR Experts Discuss: Boomerang Employees
zhlédnutí 1,1KPřed rokem
HR Experts Discuss: Boomerang Employees
61. The Power of Storytelling in Employee Benefits w/ Leslie Carver
zhlédnutí 50Před rokem
61. The Power of Storytelling in Employee Benefits w/ Leslie Carver
60. Celebrating National Payroll Week w/ Christine Stolpe
zhlédnutí 37Před 2 lety
60. Celebrating National Payroll Week w/ Christine Stolpe
HR Experts Discuss: Paid Time Off (PTO)
zhlédnutí 36Před 2 lety
HR Experts Discuss: Paid Time Off (PTO)
Great
Grear
I was terminated because of claims filed within my personal account. The investigation team tag 3 claims from last year. I provided the backup emails to the vendors, to the investigator. The next thing I was pulled into a meeting and terminated for violating company code of conduct. They did not identify or highlight the code of conduct that I violated. (Talking with food in your mouth can be a violation of code off conduct). I was terminated without severance pay, no termination letter, no unemployment. No concrete knowledge of the outcome of the investigation. No investigation number. Nothing to prove that the investigation was legit. They said it was conducted by a third party investigation company. There is no audit trail within the claims department to show that my account was closed and sent to third-party investigation team. I was told by the claims department that they have no contact information for the investigation team. I read just about that time period, the company is charged for breach of data for personal information on its customers. So, without the audit trail, I am thinking my data was breached and sent to third party company.
Hello.Im new Subscriber
Great video. Thanks.
What if the problem is the manager?
We have had issues like this for issues mostly about management style and micro management. In such cases it is escalated to executive management. There is also a grievance policy and ladders of escalation. Another example would be if the complaint was about HR, then it gets escalated. If it’s about the executive management then it’s escalated to the board, etc
I wish ALL HR people were like you all.
It seems sex harassment is the easiest way to get someone fired? Even if you are not guilty? But don’t get me wrong if it’s true something needs done . But I seen ppl get fired over it and I know it’s not true .
Why don’t they question the person that the complaint is about before they decide ? My son was questioned the day of ?He was accused of yelling at someone which his other site manger did ! His manger knew nothing about this until the night before ? He had awesome evals and attendance! He should have been questioned and chance to understand.
Do these 4 HRreps know the statistics on success rates of Pips? 90% of ppl don’t survive them. You’re not there to help the employee.
Grazie.
Can we please get a template for IDP?
I was accused of sexual harassment. The company didn't conduct an investigation. I certainly was not questioned about it at all. I did not sexually harass anyone at anytime. I was fired outright. The new company manager had let it be known to his subordinate leads that he wanted me out. I'm 66 years old, and I say that's the real reason why he wanted me out.
I’m sure there was more to it than your age. Sorry to hear that, sounds unfair
@@booradley0x0 No. No there wasn't. I overheard 2 subordinate leads saying that the new Director of Operations wanted me out on two different occasions.
This is so insightful. Thanks for sharing this valuable content for small biz!
Skip the Chginwe part - can not hear to be effectively useful
While I agree with some of what Deb said, I hear a lot of corporate buzz words in her responses. One non-answer and “5 fast fixes.”
Most HR personnel are scum, they change the rules, turn their head, protect the company at all cost and are just liars!
What? You need to start from the beginning. No good.
Its just a paper trail to cover the ash of company HR if the victim makes any legal claim when fired. Act accordingly.
35:30 "...to protect the company".
Just got a pip today. I don't fancy my chances and am taking my time to look for other jobs. I'll try to improve. But I'm thinking its the manager just having enough of me.
HR people are POS, no surprise. Two faced and soulless, snarky
Omg this must be the most buffoonery BS gaslighting HR jedi tricks. I cannot even watch this because I left my last job from a subjective and gaslighting PIP. I say PIPs are not meant for you to succeed and not useful especially if you're burned out mentally and over worked. I say If you are placed on one RESIGNED!!!!!!!!! from that company this is a documentation to set you up to fail.
Huh?look where? It's on my phone how do I upoad it on my computer?
5 people lying through their teeth! Great video!
A PIP is the kiss of death. If you ever end up on a PIP, make sure your resume is updated and actively start looking for a new job. Any decent boss / manager would take their employee aside and discuss performance issues and not jus throw the employee on a PIP. I was put on a PIP many years ago. I was given the list of things that needed to get done with their due dates. I finished everything on the list early and was still fired. So what I learned was, if you get put on a PIP, don't even bother trying anymore, work only on improving yourself and let the company fire you and you can claim unemployment while waiting for your next job to start.
This is quote from Commissionaires Nova Scotia District Manager Chris Duncan to myself and my witness on site supervisor he was about to conduct harassment investigation into: "Cause she has done a lot of good work in terms of the client relationship in taking over a very difficult challenging site to manage- So the client is happy, the company is generally happy with what it is." " But-she's achieving something for the company." These approval of her comments are non - neutral statements made by investigator before he even began his investigation. Bias prevents a workplace investigator from being able to look at a situation or person objectively and being neutral , to conduct an investigation thoroughly and with an open mind. This is because investigator comments infer he has already prejudged the issues to be decided, and he is not impartial. Best evidence of a closed mind is found in the statements made by investigator Chris Duncan before he even began the investigation. Myself and my witness both told Nova Scotia Small Claims Claims court Adjudicator Darrel Pink same story of investigator comments to us at the recorded with permission meeting. Adjudicator found nothing wrong with Chris Duncan investigating this. Adjudicator summary report, para 9: "Mr Duncan was positive about and happy with her work." Anyone besides myself, see something wrong here?
I wonder if someone from HR was ever put on a PIP.. Whey they asked about the “supporting” part ,, that Naomi person , I guarantee could care less about supporting the person. They need to get the side of the associate also, not just their manger.
Fat lies, they are just trying to get rid of people the “ we are here to help you” is bull crap. I personally set up meetings with the people who put me on a PIP and the one accepted the invite but didnt show up until the other manager called him. I was asked why I set it up, and I told them because I am trying to be accountable for my own actions. They dint want to be there.
"It's not meant to be punitive" is ABSOLUTE bullshit. It's like get a new script already. This is gaslighting and traumatizing.
I got suspended on my friday it was supposed to be for 2 days, hr called me i missed the call called back haven't heard anything back its been a week and 2 days. MGR said it was due to job performance but that's all he knew most dysfunctional place i ever worked and i am convinced that it had to do with my complaint about not receiving my lunch breaks to HR and GM a week before and work overload.
Thanks for the conversation. Very helpful.
Nothing positive about telling an employee that they must be flawless otherwise they will be dismissed.
hi thanks for the video. I have a question. what if I was on a paid suspended and my employer asked me not to do any other job, Assuming I have a second job before the suspension, what am I going to do. please I need an answer. thank you
I am not in HR or management at an organization. I think there are cases were a PIP is used as a positive good tool to retain an employee. If used properly by a manager that has given past feedback and wants to use the PIP as a more robust tool to help retain an employee and correct performance issues, it is a right thing to do. I received a PIP in this context and passed the PIP but did eventually move to a different company.
Yes, there are certainly cases where PIP is implemented in good-faith with the only intention to support the employee and help get him or her back on-track. This is what a PIP should always be used for. Sadly, more often the case than not, it's used as a tool to push the unwanted employee out while covering the company legally. The decision has already been made before the PIP is ever handed out, which is wrong on so many levels as it gives the false impression that the employee is being given a fair chance.
This entire video was extremely sickening! I couldn’t even watch it to the end. Coming from someone that’s been on a PIP… this video screams out manipulation. PIPS is a legal entity to make sure that the “COMPANY” is legally protected before letting someone go/terminated. The condescending attitudes majority of the panel had sounds redundant and fake. Not under any circumstances does the HR care about your success if you the EMPLOYEE is struggling in your role/position. They need that PIP to legally get rid of you. Statistics show in most major companies that it’s like 97% of employees NEVER make it out of a PIP. This video is a prime example of how HR feels about you as the employee . They are primarily there to protect “Their OWN”, and if you are ever put on one…. You would be doing yourself a disservice by trying to stay. God forbid, even if you did make it out… that PIP would NEVER go away! It would always follow you no matter where or what you tried to go within the organization. Find yourself a better place of employment where you can start fresh. Because at this point, this is just a setup.. that employer is only looking out for themselves! This panel utterly disgust me. Shameful!😮
Exactly! Even if you survive one, you can forget about any promotion at that company.
I agree with you. For the 97% of cases you mention, the employee is performing well. But now, the PIP has become an acceptable and common practice to get rid of the "black horse" employee that is typically high-skilled and highly productive, thus at odds with a team of mostly mediocre members (including the manager) and hard to terminate based on pure work performance. PIPs are also highly subjective using terms like "unprofessional" that cannot be measured. They are also used to demean and humiliate workers. I also found this in an article: "The post-boomer new generation middle managers tend to rely on tools favoring standardization in the decision-making or project delivering process. They tend to be ruthless ('relationship' means very little), and like to band together and act like a "Fraternity Group". PIP, in essence a group-decision-make tool without clear boundaries and definitions, is perfect for them to use getting rid of an otherwise hard-to-terminate high-performance employee with low risk of a lawsuit (The PIP employee is usually required to sign the PIP to show "understanding" and "commitment to the plan" thus agreeing to the 'guilt' summarized on PIP)". Corp O Rat America is being run by morons now. In my over 40 year career, I never heard of or went through any type of PIP. Not ONCE. Then in the last 4 years, I experienced 2 of them. I both cases I did not sign and never would sign the bogus subjective terms. I quite instead. At my age, which I believe is one of the reasons for them, I am not sure I ever want to work in a corp o rat culture again. Employers want to know why it's so hard to keep loyal workers, take a look at these people and HR and management and you will find the reason why.
Yesss OMG this video was so infuriating with their gaslighting and subjective narrative. I find it funny when they say "they are here to help you" but when you give constructive feedback or input like more staff or lessen work load it is a jedi bait and switch. Smh.
Was put on a PIP, was never asked to sign it? Does anyone know why?? Thanks!
@@Healinglove It just acknowledge you received it and read the reasons why and agree what happened. My advice start looking for another job.
PIPs are unfair because they usually tell one side of the story from a manager's perspective. Do we ever put managers on a PIP because they suck?
imagine being managed out of a business by unironic goblins
These people do realise 95% of people do mot make it off a PIP don’t they?
Thank you for taking the time out to do this video. This was very helpful.. I just wish and hope more HR personal would apply the Candidate’s Experience best practices. Many Don’t they will push a candidate through the process, without any communication of what too except. We all can attest Every company is different.
When an employee goes on pip, why is there no focus on the manager? Why does HR automatically take the side of the manager? It takes two. Listen to the employee and figure out what's really going on from that employee's perspective. I guarantee you that you're going to hear bad things about the manager. Then who do you believe? Better not just take the side of the manager, because that would be wrong. I've had friends who went through pips before. They said the same thing. It was all because of the manager doing the wrong things, not listening to them, not empowering employees to do what they need to do, or even gross negligence in caring for the safety of the employees. It's usually not the employee. The employee wants to do good work. They're often placed in a horrible position by management. As soon as a manager initiates the pip process against an employee, you HR should go into overdrive and begin getting both sides of the story from a neutral perspective. Let them both explain themselves. Do not just accept that managers are always right. If you're not doing that, then I have to judge you HR as being evil. You seem so nice, too, but that's the fact.
Because HR is there to protect the management, not the employee. HR/Personnel is NOT your friend.
I absolutely agree with this, they automatically side with the person who is writing it, without even asking the associate what really is going on. They dont care.
HR is only interested in protecting the company. Most times, it equates to siding with management. In some cases, however, HR may side with the employee (flagrant harassment with definitive proof, for example) because to ignore or do otherwise could endanger the company with a lawsuit. And, just because HR sides with you one day, doesn't mean they won't turn on you the next. Whatever is perceived as beneficial for the company, that's the way they roll.
Listening to this just for few minutes helps me realize how much of a sham it is in my case and that the manager and the HR should be the ones to be put on PIP to help them learn of how to do a PIP.
This is informative and helpful. There's no other video like it. As a new hiring manager, it will be good to have more guidance on the interviewing process. Keep it coming, please 😊
This panel did an amazing job detailing what a PIP is, and how to properly issue them to employees. People get confused in general on what the purpose of Human Resources is, it’s to help an organization maintain its assets and rid it of liabilities. Hence, the reason why HR work so closely with in house counsel. So, PIP’s are just ways an organization maintain assets and rid itself of liabilities. As Heather pointed out, the problem occurs when HR take sides instead of actually looking at the evidence, such as “is this something we should’ve accommodated due to an ADA or FMLA issue” and so forth. Thus- HR must remain neutral and do as this panel says.
I can confirm, the book is great!
A PIP is not for performance improvement as it was designed for but, it is used by companies nowadays to document and ultimately fire someone for any reason. If you get a PIP dont work on it as your 99% going to get fired. It has been abused by companies and its purpose has become mute.
Performance improvement plan isn’t meant to help employees get better. It’s meant to help management and HR get rid of “problem” employees
facts
Not always.
@@bate01071 the majority of the time, yes.
yup and they will say “ its to help you get better” we are not trying to get rid of you etc… big fat lies.
They all use the same script. "It's not meant to be punitive" BULLSHIT!@@Pinkkermit17
This was an excellent conversation, thank you!
“It’s very tough to fix broken, it’s easy to tweak hurt”
chfkghdir eggplantgkdshg needs to get a new computer and internet service provider.
Are Naomi and Ryan on hire because they were placed on PIPs at their last jobs? How long were they at their last employers? Can we get an episode with a play-by-play of how they failed to meet their PIPs and the timeline it took to get them out the door?
Human Resources is a tough industry and recruiters are often the first to be let go in a recessionary period in advance of a hiring freeze or staff reduction. That might not be the case for them however