Welcome to the August 23, 2006 issue of The Total View

Published by Success Performance Solutions, Written by Ira S. Wolfe

Visit our Human Resources Blog and Perfect Labor Storm Blog where we can post daily (and more often) human resource updates, news, and Perfect Labor Storm facts. 

What's Inside:

1.    Dealing with Difficult Conversations

A new survey from Business 21 Publishing shows that most companies recognize that productivity, morale and retention decrease when managers avoid difficult conversations. However, in a second survey they admit that their organizations aren't doing anything about it. In fact, less than one company in 10 says it effectively trains its managers to conduct difficult conversations.

This means that at thousands of companies across America everybody is talking ABOUT, but no one is talking directly TO:

• the customer service rep whose offensive body odor is seriously hurting morale and productivity in his work group

• the middle-aged salesman who's "friendly" water-cooler conversations with young women are making them extremely uncomfortable

• the payroll clerk who comes to work in dirty, unkempt clothing

• the beloved but aging "legacy" employee whose performance has slipped dramatically and needs to be laid off

• the manager who has offensive breath -- to the point where his direct reports dread going into his office to convey important information

• the shy but brilliant IT guy who practices avoidance -- to the point where colleagues who depend on him are continually blindsided when he fails to communicate

• the newly promoted manager who thinks she's doing a great job but who has alienated every person she's crossed paths with

• the receptionist who has begun wearing nose and eyebrow rings

• the aging loading dock worker who refuses to admit he can no longer handle the physical demands of the job

and last but not least

• the manager who doesn't have the stomach (or is it just the skills?) to hold difficult conversations with his or her subordinates!

That last item is perhaps the most critical. Managers who are afraid to confront difficult issues have no business being managers, and no one knows that better than the employees who suffer from their inaction. Fact is, employees have contempt for bosses who can't handle fundamental management tasks like dealing with conflict, and there's no bigger morale-deflater than having to work for one.

Source: Business 21 Publishing, HR Cafe Blog

2.  Perfect Labor Storm Alerts # 567

Don't miss day-to-day updates on Perfect Labor Storm. Save the Perfect Labor Storm blog to your favorites.
 

Just Released! Listen to "Trends That Will Change The Way You Do Business" - FREE Download.

Fact #567: The U.S. Bureau of Health Professions projects there will be about 8.300 child psychiatrists in 2020; only two-thirds of the estimated 12,600 needed. The Center for Mental Health Services estimates that at least 5 percent of America's children and adolescents have acute mental disorders. Caseloads in some areas exceeds 750 seriously disturbed children per doctor. West Virginia has 1.3 child psychiatrists per 100,000 young people.

Don't be caught in storm without all the facts. "The Perfect Labor Storm Fact Book: Why Worker Shortages Won't Go Away" is a must-read leading edge forecast that predicts workforce trends for decades to come. Order your copy today - Only $7.95.

3.   Twenty Supervisor Slip-Ups That Lead to Hiring-Related Lawsuits

UPDATED August 7 - Includes new case law reviews involving background checks, reference checks and discrimination. Find out why others got sued ... and how you can avoid these dangerous pitfalls.

This report will give supervisors the tools they need to say and do the right things when interviewing prospective job candidates; the confidence they need to conduct probing, in-depth interviews without provoking lawsuits. This 40-page report (delivered electronically in .pdf format) now provides you:

A Model Non-Discrimination Policy
A Model Background Check Policy
A Model Reference Checks Policy
A Model At-Will Employee Policy
A Model Equal Opportunity Employment Policy

"20 Supervisor Slip-Ups" is written in a helpful,"coaching" voice, especially for supervisors.

Please send me the special report entitled 20 Supervisor Slip-Ups That Lead to Hiring Related Lawsuits (Save more than 50% when you buy nine B21 Coach reports):

4. Manager's Pocket Guide to Dealing with Conflict

Conflicts occur everyday in the life of managers. You can't escape them, but you can learn how to handle them better. Conflict causes stress, low morale, and decreased productivity. This pocket guide is for leaders who want to learn skills that will prevent and resolve conflicts and ensure a better working environment. Readers will learn ....

Read more at Dealing with Conflict

5.   Quotes from Hire Authorities

Talent hits a target no one else can hit; genius hits a target no one else can see.
Arthur Schopenhauer, German philosopher

6.    Employee Engagement Surveys

Employee Engagement is the level of commitment an employee has towards the organization. The primary behaviors of engaged employees are: speaking positively about the organization to coworkers, potential employees and customers, having a strong desire to be a member of the organization, and exerting extra effort to contribute to the organization’s success.

Our employee engagement survey system allows you to survey the opinions of your staff in three easy steps, all while targeting the management topics most important to your organization.

For more information about surveying your employees, Email to request a consultation and online demo.

Ira S. Wolfe Copyright 2006 - All Rights Reserved. Reprints and other distribution by permission