Social Media Mayhem

Social media has gone viral! With the use of Facebook, Linked In, Twitter, etc, you can communicate with several people all over the world at the same time, share photos, sell products, and get the word out quickly.

With communication gone literally global with one key entry, we have a great advantage and a great responsibility. I have noticed that some don’t care what they say even when it hurts or slanders another. Whether true information or not, we have the responsibility as a civilized society to be courteous and professional with one another.

Don’t post on social media what you wouldn’t say to their face. Don’t say anything you wouldn’t want your boss or Mother to see or hear. What you do on your own time DOES matter. We all have heard about the inappropriate party photos perused by a prospective employer, then not getting the job even if qualified.

There needs to be some civil and personal etiquette to social media. If you don’t want the boss to see it, then don’t post it. If your mother would be appalled, then don’t say it.

We need to remember there are liability consequences to the bashing someone which causes personal injury (emotional, defamation, etc) and is compensable.

So, let’s keep the posts positive and appropriate for public viewing, please!

Overexposed

With warm weather on its way, the workplace becomes more casual and more skin is revealed in the office. Employees should always dress professionally, but that is subject to interpretation by each individual. Even a carefully written dress code can be vague and confusing as to what professional dress really means. Employers are usually afraid to just say “no cleavage, no butt cracks, and no short skirts that ride up above the thighs when you sit. Most people claim to be non-judgmental when forming opinions about others by the way they dress. In reality, your image is everything, and people do judge you by the outward image first. I once attended a conference that the speaker said “Dress for the job you want, not the job you have.” If you think showing cleavage will get you the job you want, it might involve a job you really don’t want. The way you portray yourself is the way you will be perceived by co-workers, managers, and executives. I once was told; “I paid good money for these, and I’m not covering them up.” Okay, that’s your choice, but this may not be the place of employment for you. Another subject for concern is the “muffin tops” (skin overflowing over the belt), with the bare midriff showing. Why do people think that looks good? Bare midriffs are for the beach. Low riding pants are also crazy at work when bending over and the red thong is exposed. Please, this is not for the office. Then there’s the short skirt that is so short that when sitting it rides so high, you wonder if the person has seen “Basic Instinct.” Tats and body jewelry also need to be covered while at work. I am sounding like a prude, I know, and I don't care. This is the honest truth. Each office has an image they want to portray to their customers. Organizations can dictate their office image and demand a certain level of dress. If organizations want to have a professional office and want the customers to feel they are in a professional place of business, the dress of all employees must also be professional. Employees that dress professionally give the perception of being smart, confident, and ready for the executive position.

Addicted to Paper!

...for Michelle...

I recently attended an Advanced Agency Management conference, and one topic of discussion was Paper. They want us to get rid of the paper! The consultant said; we are so over it, get away from the paper, it’s an addiction, and it’s holding you back from being efficient and increasing profits. For those addicted to paper, they need to go into a room full of paper and rub themselves all over with the paper. Okay….we can always put a sticky note on our body as quit paper patch. They suggested even no notepad when the phone is answered, have headsets, and type the conversation right into the computer while talking to the client.

I was thinking, wow, we are in the dark ages! Then they asked about 50 people attending this session, how many still have paper on their desks? Almost everyone raised their hand. Shew, we are not as far behind as I thought. I’m not against paperless by any means. I would like to progress towards paperless with front end scanning and staff receiving their mail electronically. In order to implement, we first must have corporate acceptance from the very top, and no one is exempt. Getting that approval could take some intervention!

EBITA

Corporate executives put a ton of emphasis on EBITA (Earnings before Interest, Taxes, and Amortization). Executives expect EBITA to be a certain percentage, or the company is not doing well. A 20-30% EBITA is typical, but in a bad economy, it’s almost impossible. Each department is required to meet their own EBITA goals as well as each branch, and the company as a whole. EBITA provides a good start to determine financial strength; however, there are other ways of measuring the organization’s strength. Balance sheet, Income Statement, Owner Equity, Ratios, and Cash flow are often neglected when determining organizational strength. A company must be strong in all areas. Although EBITA is important, I think analysis in every area of the organization is just as important. Too much emphasis is often placed on EBITA, and it may not provide a true and accurate picture.

Let the controversy begin. Medical marijuana is a hot button in California. Prop 19 didn’t pass, but there are still are facilities that are allowed to grow and sell marijuana legally. Alternative medicine retail shops are popping up all over and one could move in next door to your business. I saw an advertisement in the newspaper showing a marijuana leaf and pharmacy symbol that stated “1/8th for $50.” How do you share a building with this type of business? If you have a professional office, it’s very hard to do anything about it. The clientele could be all walks of life, but people come in car loads and only one person goes in for the product. If you share the same building, the odor from the plants can come through air ducts and walls into the office. It may be legal, but at what point does it infringe on the rights of others? Are employees entitled to enjoying a workplace free of odor and an environment that is free of people loitering outside our office? We must provide a safe and healthy work environment for our employees. How can we do this when we are forced to smell the marijuana plants and endure the loitering? Plus, is this a professional business environment for our clients? We really don’t want our clients to be forced to endure also, because they won’t. It’s just easier to do business somewhere else. Also, the violence that comes with this type of business is imminent. Recently, someone was killed trying to get the growing marijuana from a grower. I have dealt with this situation for the past few months right next door to one of our branches. The smell is pretty bad, and there has been a burglary attempt. I observed a car load of people pull into the parking lot, one person got out and went into the “store” and the others waited in the parking lot. One guy took off his shirt and paced back and forth on the sidewalk. I’m sure my customers won’t want to walk by that to visit our office. What to do? We worked with the landlord to rectify the situation. Air conditioning ducts were changed, common walls and doors were sealed, and customers were told to wait in their cars. It was a good attempt by the landlord, but unfortunately, it wasn’t enough, we are moving. The odor is still prevalent and it’s no longer a professional environment. In fact, during one visit recently, I thought the odor was really bad, and my employees said it wasn’t that bad. Ut oh, I think they are used it! I told my HR department they are exempt from any random drug tests!

I Need a Vacation!

I need a vacation, but how can I take one when we are so short handed? The effects of the recession have left us short-handed with just as much work, or more. Employees are working fast and furious to keep up with the work load which burns them out faster. Taking vacation is essential for employees to stay fresh, renewed, and relieve stress. We don’t want employees burning out and unhappy which causes mistakes and low morale.

Some employees do not want to take vacation. With no raises and no bonuses, employees are taking fewer trips away from home. A vacation at home just doesn’t appeal to them, so they just keep working. I have heard “I have nowhere to go, I’d just stay home anyway.” Employees need to take a break from work, even if they take a staycation, a stay at home vacation. There are several inexpensive things to do right in our own town.
-Take a walk or ride the bike path
-Go to the museum. We have several:
Buena Vista Museum
Bakersfield Art Museum
Kern County Museum
Lori Brock Museum
California Living Museum
-Visit Fort Tejon. On Sunday’s, they have Civil War reenactments.
-Visit the spa
-Read a book
-Throw a party

Employees also fear they will lose their job if they take a vacation. Being short-handed will leave the work for someone else. That guilt of pawning the work onto a co-worker keeps employees from taking a vacation. Also, some employees believe if they are absent, the company may figure out they can do without them. Employees stick around to protect their job. Usually this doesn’t happen, we are very happy to see them come back and hopefully the employee is refreshed and ready to perform at maximum potential.

In California, non-exempt employees’ vacation or PTO is essentially considered money in the bank and cannot be taken away. However, the organization can put a maximum cap on the amount of carryover vacation time that is carried to the next year. Employees end up with many hours of vacation time banked, and the organization frowns on this, not only because employees are not taking advantage of time off, but also, if the employee is terminated voluntarily or involuntarily, that vacation time must be paid to the employee. This can be costly. Organizations want employees to use their vacation time.

Lastly, don’t work while on vacation. Don’t check email, phone calls, etc. Okay, I am so guilty of this. So, if you must, look at email at the beginning and end of the day. Don’t check email all day, and don’t carry on conversations all day.

Organizations need to allow employees to take their vacation time for the rest and rejuvenation it provides the employee. The employee will come back ready to work and usually thankful for the job they have, and the vacation time they earn. Employees need to be willing to take the vacation they deserve and enjoy their time off free of work interference.

Working through it

How often do employees come to work and perform well, while going through personal trials? Everyday. Recently, I know several people with personal challenges in their life and they have trudged to work regardless of what’s happening at home. The need to keep their job might be a motivator, but how do they stay focused enough to do their jobs well? Do they have such exemplary concentration and focus that makes them so excellence driven, that no matter what, they will come to work and do a good job? I have a friend who is going through a painful divorce, and I see his example every day where he produces excellent work, while I know the struggles of his divorce are taking a toll. He is happy on the outside, while I know he is suffering on the inside. I often wonder how he does it. I have deep respect for those that can push through the personal pain and heartbreak and continue with their careers and not let their jobs suffer. So, how do they do it? Do they check their emotions and problems at the door? There might be a need to focus on other things for awhile, so they throw themselves into their work, as a release. This helps them deal with the problems before and after work. This is very hard to do, but could provide some relief to concentrate on something else for a time. I have used this technique myself a few times.

We all have problems to deal with. Learning how to handle them, hold down a job, and do the job well, is a constant battle. HR professionals need to be mindful and sympathetic toward those who have serious troubles, while at the same time, making sure the job is done well, and co-workers are not affected.