Begin by defining role-based competencies and behaviors for every employee so they know exactly what is expected of them. These competencies should include the five or six qualities that define success for every member of the organization.Read More
Our hospital company is forming a joint venture whereby two hospital labs will run independently. This means about 200 people who now are classified as hospital employees will become employees solely of the new lab company. This has created anger and morale problems among these employees. They don't want to be part of the new lab company. What can I do to make this arrangement work?
—Morale Booster, HR manager, health care, Bloomington, Indiana
We have a department that has gone through many changes and managers during the past five years. The level of trust in the department from employees to managers is at an all-time low. This has led to miscommunication, lower productivity and workers' compensation issues. How do we open up the lines of communication and clear the air?
—Choking on Mistrust, human resources manager, hospitality, Honolulu
Traditionally, a negative performance review does not constitute an adverse employment action, unless 'the evaluation has an adverse impact on an employee's wages or salary.' Or does it?
An issue in the case was the U.S. Supreme Court's 2006 ruling in Garcetti vs. Ceballos, in which the high court held that 'government employers, like private employers, need a significant degree of control over their employees' words, and actions; without it, there would be little chance for the efficient provision of public services.'
Your organization is not a hockey team, but there is a lesson to learn from Peter Laviolette. If you have your employees' backs, they will reciprocate.Read More