HR PROSE NEWSLETTER SPRING EDITION
1. Lead Article: Dealing with a Frankinboss
2. Catch Your Z’s
3. Social Security Regrets
4. Jobs Available
5. Candidates Available
Dealing with the Frankinboss
Many of us have read about how to deal with "bad bosses" in all their different forms—the temperamental, the moody, the bullying, the disorganized, the micro-managers, and the ones who take credit for their subordinate's ideas and hard work.
But can a company avoid hiring a bad manager in the first place? Are there telltale signs during the hiring process that can tip someone off to a job candidate who may end up making employees miserable?
There are, say, hiring experts.
"Some people just aren't cut out to be managers because they lack communication and listening skills," said Brandi Britton, district president for Office Team, a Robert Half company based in Menlo Park, Calif. "These bad bosses often lead to decreased morale, stress, burnout, lack of productivity, and ultimately turnover." This type of boss can be bad news for the employer and the employee.
How can a company avoid hiring a Frankinboss?
1. Use interview and selection techniques such as assessments, developing legal but telling interview questions, and even "gut" reactions by the interviewers. Form an interview committee process and get feedback from other interviewers.
2. Thoroughly vet the employee.
Develop questions to ask the references that might spot troubling managerial behavior. Check social media sites for inconsistencies and other unusual actions.
3. If you do end up hiring, make sure policies and procedures are in place to deal with any complaints and rumors or harassing behavior.
Once hired, how can a subordinate spot and deal with a Frankinboss?
The poor manager often takes credit for a subordinates' work, plays favorites, or overreacts to mistakes, which leaves employees unwilling to take risks. Some poor managers so distrust their employees that they end up redoing all the employees' work. They can be disorganized and changeable—often requiring employees to restart or restructure assignments and projects.
"I have had a few bosses who were horrible," said Michelle Thompson, an attorney and employee relations professional for HR Pros, LLC, a human resources consulting firm in Bradenton, FL. "They had to be the smartest ones in the room, and you had to agree with them. They did not want to hear differing opinions. I have seen managers who were successful as individual contributors or as part of a team but never really had managerial experience. They usually believed they had to have all of the answers and were afraid to say, 'I don't know, but I will find out."
Then there are the insincere butt kissers who "act so sweet in front of senior leadership or their peers and seem concerned about their team to others but rely on management by intimidation. They are the worst but hard to ferret out at times."
What to Do if you have a bad boss:
There are a couple of things you should do if you have a terrible boss, and they rely on your personal, professional goals, your ability to tolerate stress and stressful situations, and your overall skill sets.
1. One thing you can do is put up with the bad behavior and hope the boss gets transferred or takes a position with another company. If this is the strategy you choose, I highly suggest that you document, document, document as much bad behavior as possible. Include dates, times, and anyone that may have heard the bad expressions besides you. Be very specific.
2. Try to talk with the individual in a politically correct way, so you don't come off as being insubordinate.
Once again, thoroughly document the discussion. Of course, this could backfire, though, so walk through this carefully. I can emphasize recording this conversation as well as bad behaviors.
3. If the individual gets to the point that they seem to be harassing you, you can go to your boss's boss, the company employee relations officer, HR Manager, Company/CEO, or whomever your employee policies dictate as your next line of defense. The more documentation and specific examples of the behavior you can show, the better and if other people in your department are getting the same treatment – suggest that they join you. Your story will be less of a he said/she said.
4. Next strategy, you can ask for a transfer to another department.
If there are no openings, you may have to choose to leave the job or even the company.
This sort of behavior can lead to chronic illnesses, heart attacks, breakdowns, and more.
Unwarranted harassment can create a hostile work environment in which the employer may be liable. Also, Frankinboss' can cause individuals to suffer chronic illness, heart attacks, and physical or mental breakdowns. Company owners and stockholders do not want to be legally liable and face a lawsuit and bad press concerning the workplace.
Don't wait until your physical and mental health are suffering the consequences of a bad boss. Do what you can to rectify the situation.
Deb Sutton, HR Pros, LLC, an HR Consultant, specializing in consulting with small and medium-sized companies, employee recruitment and direct staffing and career coaching. debsuttonhrprollc.net. 941-776-0996 business. email@example.com
Catch Your ZZZ’s
It is important for overall health to get enough sleep. When I was younger ( 20 something) I paid no attention to sleep and became sleep deprived later on in life. It has effected me in many ways.
Here are some great tips:
Melatonin helps you sleep through the night.
FALSE: It can help you fall asleep. It won’t knock you out rather it helps you relax and fall asleep easier.
You can make up for lost hours of sleep with a nap.
TRUE: Research shows that just a few minutes of sleep will improve alertness, performance and mood. But substituting periodic naps for one night of sleep can create severe sleep deprivation
Exercise before bed keeps you awake.
FALSE: One study concluded that not only did evening exercising not effect sleep, but it also seemed to help people fall asleep faster, spend more time in a deep sleep.
The older you get, the fewer hours of sleep you need.
PARTIALLY TRUE: The amount of sleep a person needs various from individual and is affected by several factors. Most adults need seven to nine hours per night.
Source: FAB FIT FUN Magazine spring 2020
Social Security Regrets
What lessons can today’s workers learn from retirees who have filed for Social Security benefits? Be better prepared these survey results say:
Human Resources Manager: Excellent opportunity for an experience plant HR Manager for two non-union manufacturing facilities in Scranton, PA. National manufacturer with opportunity to move to other positions/operations in HR. Must have Bachelor’s degree and at least 7 years HR experience 5 of which is in manufacturing. Prefer certifications SPHR or PHR or SHRM CP or SCP. To $120 K -will pay relocation. Resumes to Deb Sutton – firstname.lastname@example.org
Training Manager: Great opportunity for an experience plant training manager to support 400 employees and two non-union plants. Must have a Bachelor’s Degree in Training and Development, Instructional Design, Adult Learning or comparable/equivalent job experience. $90 – 110K plus relocation. Resumes to email@example.com.
Account Executive: Tampa Staffing firm has openings for AE’s with direct and/or temporary staffing experience. Prefer some college and working for a staffing firm. Medical staffing experience helpful. NO Job Hoppers. $50 – 65K plus OTE – first year salary $90 – 100K plus. Resumes to firstname.lastname@example.org.
Recruiter: Tampa company has opening for staffing company recruiter. Must have staffing company recruitment experience (medical a plus). Prefer some college. No Job Hoppers. $45 -55 plus OTE – first year expectation 90 – 100K plus. Resumes to email@example.com.
B2B Account Executive: Multiple locations 9 positions – Baltimore and White Marsh MD.Locations around the metro Baltimore/DC area. Experienced Sales Pro – Hunter mentality, 90% of in the field work – contacting small to medium businesses. Develop own leads. Some college preferred. 2 to 5 years of experience $35 – 40K plus OTE – first year earnings 70 – 80K plus – unlimited firstname.lastname@example.org.
Residential Sales Pro: Fortune 50 company seeks a B2C sales pro in multiple positions Virginia. and MD. Entry level sales but would prefer some sales or customer service experience. Must be able to work in inclement weather conditions. Leads provided. $26,000 plus OTE of $60k plus (unlimited commission. Will train - Outstanding benefits day one of training/employment. email@example.com.
Senior Systems Engineer: Multiple positions – telework(remote) – 4 positions. Bachelor’s in Computer Science, Software Engineering, MIS or Equivalent work experience. Knowledge of related applications, relational database and web technology. 5- 7 years’ experience as a Systems Engineer. Travel required. Resume to firstname.lastname@example.org.
Colleen – Recruiter – 22 years’ experience. Prefers Remote but will consider other options. Jacksonville, FL area.
James – Training Manager 25 years’ experience. Willing to relocate to some areas. Worked for large manufacturing concerns. $140K plus bonus.
Eileen – Recruiter – 3 years’ experience recruitment and 18 years’ Customer Care Center Manager. Maryland area. $75K plus benefits needed.
From the staff at HR Pros – Deb Sutton, Brandy Lynch, Cheryl New, Michelle Thompson, Doris Santos-Williams
HR Prose is published quarterly and written by Deb Sutton, HR Pros, LLC, an HR Consultant, specializing in consulting with small and medium-sized companies, employee recruitment and direct staffing and career coaching. debsuttonhrprollc.net. 941-776-0996 business. email@example.com
HR PROSE FALL EDITION 2019
- Feature Article– Engaging a Multi-generational Workforce by Deb Sutton
- Hot Jobs
- Hot Candidates
- New at HR Pros, LLC
- Thank you for your Service
- Giving Thanks
How to Engage a Multi-Generational Workforce
By Deb Sutton, HR Pros, LLC
My background and experience in Human Resources Management, Consulting Recruitment, and Career Coaching over the past years has taught me much about workforce culture and employee engagement. I have seen many employee cultural changes and have been involved with four generations over the years. During my career, I have always found different generations of employees fascinating to study.
This different generation of workers include employees from different educational levels, backgrounds, countries of origin, religious affiliations, sexual orientation, political differences, socio-economic differences, and many other variations of the human worker.
From a Generational Standpoint, however, the gist of the workforce today is made up of 4 generations: baby boomers, Gen X, Millennial's, and Gen Z.
Motivation for each of these groups comes from a different place; finding out where this motivation comes from and how to best engage (recruit, hire, coach, and retain) these workers is paramount to maintaining a great workplace.
Baby boomers are the senior workers, and they want to be recognized for their experience and longevity. These workers are getting their lives readied for retirement, and leaving the workforce can often be very traumatic. Boomers want employers to value their years of hard work and impressive work ethic. They want an opportunity to prove that they still can add value to the workplace.
Gen Xers have different work values. They are in the process of climbing the corporate ladder or reaching the top of their salary potential. Recognizing them means they are moving up the ladder and are in control. They will feel a loss of power when their skills are replaced by someone in another generation. They are typically managers, directors, or senior individual contributors. They usually need to be able to prove themselves through promotion and more money.
Millennial's are excited about introducing new ideas and creativity. They are often maligned for their being brought up by the older Gen Xers and younger Baby boomers. They can often be seen as living with their parents after high school or college graduation due in large by economic factors. Some studies report they are the “entitled generation.” Employers need to praise them for their new ideas and offer perks and incentives for them to stay on the job.
The final and youngest of the generations are Gen Z’s. Gen Z’s are the youngsters of the workforce. Often called “snowflakes” because their parents taught them they were special, these younger workers cut their teeth on technology and thrive on the internet and social media. In the workplace, they may need a little extra hand-holding, but these are the folks you want to groom and give tech assignments too. There is also the stigma that they are less about-face to face encounters and use email, texting, and social media to extremes. Employers need to give Gen Z employees an opportunity to have fulfillment and excitement in their jobs. They, too, will jump ship to have community and social involvement at work as well as other perks and incentives to keep them engaged in the workplace.
By understanding what motivates these different generations of employees, organizations can assign them roles based on how they will best be engaged.
Boomers need to be assigned tasks that allow them to be subject matter experts and display their years of experience, which are winding down towards retirement. Generation X workers should be allowed to apply and win promotions and are typically your managers and director levels who need to display their leadership qualities. Millennial's would be the innovators who need to show their creativity and imagination whose roles should be to demonstrate these qualities. They are the entry-level managers or the independent contributors who are at the mid-stages of the career ladder. Finally, Gen Zs are just starting in their careers, and they need more entry-level roles. Paring them with Boomers will give boomers the mentor satisfaction and show the Z’s the value of a good work ethic.
By keeping in mind the ages, values, and other variations of individuals of each generation, employers can successfully engage their workers and improve hiring, motivation, and retention practices as well as reducing the expensive cost of employee dissatisfaction and turnover.
HR Pros, LLC is recruiting for the following positions:
Gerry – Excellent Senior HR Generalist Lives near Orlando– can do Lakeland or Orlando.
Tyrone - Technology Sales Manager – Looking to lighten travel load – remote position in the Houston area.
Terri – HR Business Partner ready for a Director or VP role. Tampa to Venice – open to relocation. Needs multi-industry experience.
Polly – Bradenton/Sarasota – HR Manager – experience in profit and non-profit.
Jane– Degree plus 20 plus years in food & beverage – purchasing, supply chain management
Todd– Senior Account Executive in the building trades Industry – Tampa, FL - will travel.
Receive resumes on these individuals, contact HR Pros, LLC firstname.lastname@example.org 941-776-0996.
New at HR Pros, LLC
HR Pros LLC is now a proud owner member of a consortium of Recruitment Agencies that numbers over 500 worldwide. This opens up a whole new aspect for us in that if candidates that are looking to make changes apply with us and we do not have a position that fits their demographics, we can share them with a plethora of recruiters throughout the U.S. and abroad. This is a fabulous addition to our bandwidth.