Audio: Engagement Starts With You – How to Be an Engaging Leader or Manager

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december, 2018

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10dec5:30 pm- 6:00 pmShow #279: Help Employees Improve Their Physical and Mental HealthJoin us as we discuss ways that companies with distributed workforces can help employees improve their physical and mental health, and sustain their engagement throughout the year.5:30 pm - 6:00 pm Event Organized By: EFS Radio Podcast

11dec10:00 am- 11:00 amImportance of Proper Documentation and Retention10:00 am - 11:00 am online eventonline eventEvent Organized By: NetZealous LLC, DBA TrainHR

Event Details

The TrainHR Course is approved by HRCI and SHRM Recertification Provider.

Overview:
Document, document, document. Every employment attorney preaches this word to their clients. Not all documentation, however, is the same. Yes, employment attorneys want you to document – but only if you do it right. Good documentationhelps you win lawsuits. Bad documentation will inevitably help your former employee win his/her lawsuit against your company.

So how do you document so that it will hold up in court? Of course, we don’t want to keep documentation around too long – particularly if it is bad documentation. How long does the law require you to keep documents? And, if you get notice of a claim being filed against you, what steps must your organization take to ensure that documentation is not destroyed?

Why should you Attend: You know you were justified in terminating that employee. Unfortunately, your documentation doesn’t reflect it, and judges/juries seem to give more credence to documentation than testimony. Don’t let poor documentation lose your lawsuit. But would be plaintiffs do have limitation periods to bring lawsuits, and you don’t want to keep that documentation around too long? When can you destroy documentation? If you guess wrong, you may be facing one angry judge. Judges are becoming increasingly angry over companies failing to keep documentation relevant to the litigation, and they are showing their anger. Judges are imposing significant sanctions and even default judgments without regard to liability in particularly egregious cases. So when you destroy documentation legally?

Areas Covered in the Session:

Strategies for Effective Documentation
Performance and Disciplinary Documentation Pitfalls
Documentation Dangers to Avoid
The Importance of Knowing the Difference between Misconduct and Performance Issues
What You Should Say in Termination Documents
Documenting Performance Improvement Plans and Using Them Effectively
Advantages and Disadvantages of Performance Evaluations (and why some attorneys are saying don’t do them anymore)
Why Courts and Agencies Are Reviewing Your Performance Evaluations with Greater Scrutiny
Record Retention Requirements under the Law.
How to Have an Effective Record Retention Policy
How to Work with Your Attorney When Litigation Calls

Who Will Benefit:

HR Generalists and Associates
Small Business Owners
HR Managers
Managers
Management
Business Owners
Training Director

Instructor:

Susan Fahey Desmond is a Principal in the New Orleans, Louisiana, office of Jackson Lewis P.C which has offices in 59 cities across the country. She has been representing management in the area of labor and employment law since her graduation from the University of Tennessee School Of Law. She is a frequent speaker and author on a number of labor and employment issues. She is named in Best Lawyers in America and has been named by Chambers USA as one of America’s leading business lawyers for labor and employment law.

Event link: https://www.trainhr.com/control/w_product/~product_id=702234LIVE/?channel=engageforsuccess-dec_2018_SEO

Contact Details:

NetZealous LLC, DBA TrainHR

Phone: 1-800-385-1627

Email: support@trainhr.com

Time

(Tuesday) 10:00 am - 11:00 am

Location

online event

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Organizer

NetZealous LLC, DBA TrainHRtrainhr1@gmail.com

11dec10:00 am- 11:00 amAchieving a Healthy Workforce - a Sprint or the Boston Marathon?10:00 am - 11:00 am OnlineEvent Organized By: NetZealous DBA as TrainHR

Event Details

The TrainHR Course is approved by HRCI and SHRM Recertification Provider.

Overview:
We know a healthier workplace is important now more than ever.With plenty of health promotion available,are our health trends changing? To help us decipher “a sprint or a marathon”,this session will explore the race to enjoying a healthy workplace by identifying the 3 “S’s”.Insights around strategy,support and sustainability will be shared to provide the best fuel for an effective, highly engaging,and results-based wellness program.

Why should you Attend: Ineffective program? No engagement? No support? Need help in understanding workplace wellness? Some programs don’t lend high engagement rates.Some do.The most successful programs have similar things in common.Is it short burst of programming that works or is it a long,patient process to achieve a healthy workplace? Hear about best strategies to decipher if your wellness plan has sprint or marathon qualities.

Areas Covered in the Session:

How to Build a Corporate Wellness Strategy
Best Ways to Garner the Right Supports
Best Approaches to Sharing a Consistent Message for Sustainability

Who Will Benefit:

Human Resources
Wellness Champions within a Workplace
Person Responsible for Coordinating Internal Wellness Program
Executive Leaders
Employee Benefits Consultants/Brokers

Instructor:

Meaghan Jansen is the owner of a Canadian employee and corporate wellness company called, Employee Wellness Solutions Network (ewsnetwork.com). She and her husband have been in business for 15 years and live in London, ON with their two children. Meaghan completed her BSc. (biology and psychology) and BA. (sport and exercise psychology) at the University of New Brunswick before completing her MSc. (exercise nutrition in kinesiology) at the University of Western Ontario. Meaghan is passionate about sharing the message of healthy living at work. She is a Corporate Wellness Specialist and has presented all over the world with the message of optimizing health and wellness. She is an interest group leader with the International Association for Workplace Health Promotion, a presenter for American College of Sports Medicine and an advisory board member of the Canadian Academy of Lifestyle Medicine. She has also presented at several Human Resources Professional Associations, Employee Benefits Specialists chapter events, the Schedule 2 Employer Group Conference, Northwind’s Health Invitational Forum and Benefits Trends & Insights in Canada. Meaghan is passionate about healthy living and her presentation style is indicative of this. Her family is very active and lives the message of healthy balance! Bio: Meaghan Jansen is the owner of a Canadian employee and corporate wellness company called, Employee Wellness Solutions Network (ewsnetwork.com). She and her husband have been in business for 15 years and live in London, ON with their two children. Meaghan completed her BSc. (biology and psychology) and BA. (sport and exercise psychology) at the University of New Brunswick before completing her MSc. (exercise nutrition in kinesiology) at the University of Western Ontario. Meaghan is passionate about sharing the message of healthy living at work. She is a Corporate Wellness Specialist and has presented all over the world with the message of optimizing health and wellness. She is an interest group leader with the International Association for Workplace Health Promotion, a presenter for American College of Sports Medicine and an advisory board member of the Canadian Academy of Lifestyle Medicine. She has also presented at several Human Resources Professional Associations, Employee Benefits Specialists chapter events, the Schedule 2 Employer Group Conference, Northwind’s Health Invitational Forum and Benefits Trends & Insights in Canada. Meaghan is passionate about healthy living and her presentation style is indicative of this. Her family is very active and lives the message of healthy balance!

Event link: https://www.trainhr.com/control/w_product/~product_id=702244LIVE/?channel=engageforsuccess-dec_2018_SEO

Contact Details:

NetZealous LLC, DBA TrainHR

Phone: 1-800-385-1627

Email: support@trainhr.com

Time

(Tuesday) 10:00 am - 11:00 am

Location

Online

Learn More

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Organizer

NetZealous DBA as TrainHRtrainhr1@gmail.com

12dec10:00 am- 11:30 amEmployee Handbooks: 2019 Updates10:00 am - 11:30 am online eventonline eventEvent Organized By: NetZealous LLC, DBA TrainHR

Event Details

The TrainHR Course is approved by HRCI and SHRM Recertification Provider.

Overview: The purposes and the scope of employee handbook policies and the practices are changing and expanding. From a siloed HR activity that creates insular documents concerned primarily with communicating the organizational work rules and benefits, employee handbook policies and practices have evolved into a critical component of an organization-wide management process that maximizes organizations’ achievement of business objectives, enhances the value of their human capital, and minimizes legal risk.

To increase the effectiveness of their employment policies, organizations will have to:

Enhance their business, operational, and legal intelligence to ensure they have identified the changing external and internal factors that affect their policies
Increase internal stakeholder participation in the handbook development process to obtain greater employee commitment and operational alignment
Establish new metrics to assess handbook policy and practices performance and measure the achievement of organization goals
Implement internal controls that identify and alert management when employee handbook process failures occur

Thus employee handbooks will increasingly have to ensure that they are aligned with strategic and business objectives, are properly drafted, and are effectively implemented. Additionally they will have to:

Enhance the employment brand
Play a key role in recruitment and retention
Enhance employee relations, employee morale, and productivity
Contribute to uniform and consistent application, interpretation, and enforcement of organizational policies and rules
Protect the organization against claims of improper employee/supervisor conduct
Reduce the organization’s exposure to employment related liabilities

From this perspective, employee handbooks will continue to play an important role in communicating with and providing information for employees.

Why should you Attend: Employee handbooks are a critical tool in providing important information to employees. They describe what employers expect of their employees and what employees can (should) expect from their employers. They provide critical information about employers and their workplaces and how employees are expected to fit in.

Employee handbooks further formalize the mutual expectations of organizations and their employees. In delineating these expectations employee handbooks create opportunities and risks for employers. Handbooks provide organizations with the opportunity to enhance the value of their human capital, make their organizations more competitive, and improve individual and organizational performance. Conversely, handbooks can impede the achievement of business objectives, increase employment related liabilities, and reduce managerial prerogatives by making promises or committing to certain procedural safeguards that the organization did not intend to make. As noted in the recent memorandum from the General Counsel of the NLRB: incorrectly designed employee handbooks can violate the law and having a “chilling effect” on employees’ activities.

Thus employee handbooks increasingly provide for employers the opportunity to make their work force more committed and supported of their goals. Unfortunately they also provide the basis for employees’ legal action and can significantly reduce employees’ commitment to organizational success.

Areas Covered in the Session:

Key employee handbook issues in 2017
A review of the NLRB’s recent memorandum on employee handbooks
How organizations can reduce the gap between policy issuance and effective implementation
Review the basics of employee handbook development
Discuss the expanding purposes and scope of employee handbooks
Learn the dimensions of critical handbook policies
Understand the framework of employee handbook audits activities

Who Will Benefit:

HR Professionals
Risk Managers
Internal Auditors
In-house Counsel
CFOs
CEOs
Management Consultants
Other Individuals who Want to Learn how to Use Develop and Implement Employee Handbooks

Instructor:

Ronald Adler is the president-CEO of Laurdan Associates, Inc., a veteran owned, human resource management consulting firm specializing in HR audits, employment practices liability risk management, HR metrics and benchmarking, strategic HR-business issues and unemployment insurance.He has more than 37 years of HR consulting experience working with U.S. and international firms, small businesses and non-profits, insurance companies and brokers, and employer organizations.

Event link: https://www.trainhr.com/control/w_product/~product_id=702235LIVE/?channel=engageforsuccess-dec_2018_SEO

Contact Details:

NetZealous LLC, DBA TrainHR

Phone: 1-800-385-1627

Email: support@trainhr.com

Time

(Wednesday) 10:00 am - 11:30 am

Location

online event

Learn More

Calendar GoogleCal

Organizer

NetZealous LLC, DBA TrainHRtrainhr1@gmail.com

12dec10:00 am- 11:00 amTransition from Peer to Supervisor10:00 am - 11:00 am online eventonline eventEvent Organized By: NetZealous LLC, DBA TrainHR

Event Details

The TrainHR Course is approved by HRCI and SHRM Recertification Provider.

Overview:
Transition from Peer to Supervisor can be very difficult for most newly promoted supervisor.Many are not equip with the tools to successfully transition.This session will equip newly promoted supervisor with tools and techniques to communicate more effectively, gain trust,set boundaries, provide constructive feedback and motivate employees for results.

Today’s workforce is experiencing high turnover and disengaged employees.It is a known fact that employees quit managers-to avoid turnover it is critical to have the appropriate skills to retain employees.

Why should you Attend: If you are a newly promoted supervisor that have the responsibility of supervising previous coworkers or peers this course is for you. Do you find it difficult setting boundaries, communicating effectively, building trust and respect and providing feedback to peers and coworkers? These are some of the challenges newly promoted supervisor face with their new positon. This session will provide participants with tips on how to overcome the pitfall most newly promoted supervisors face.

It is a known fact supervising others is difficult especially if they are previous coworkers and peers. Participant in this session will learn how to effectively manage coworkers and peers, how to motivate to achieve result and mostly importantly how to respect your new role as a supervisor.

Areas Covered in the Session:

How to Communicate more Effectively as a Supervisor
When to be Flexible and when to Stand Firm
Steps to Build Trust and Gain Respect
How to Develop your Own Personal Management Style
How to Set Boundaries with Coworkers/Peers
How to Deal with Uncomfortable Situations
How to Motivate Others to Achieve Results

Who Will Benefit:

Managers
Supervisors
Leaders
Human Resource Professional
Shift Leaders or Team

Instructor:

Tonia Morris, your Generational Connector, and Founder of Simply HR, LLC a Consultant and Management Firm along with a speaking and training company, Tonia Morris Speaks, provides leaders with training solutions that cultivate a generationally-inclusive work place. Before starting her business in 2010, Tonia was Executive Director of Human Resources for one of the largest state pension agencies in the Southeast; she has also worked in an HR leadership capacity in other industries, including government, retail, information technology and education.

Event link: https://www.trainhr.com/control/w_product/~product_id=702228LIVE/?channel=engageforsuccess-dec_2018_SEO

Contact Details:

NetZealous LLC, DBA TrainHR

Phone: 1-800-385-1627

Email: support@trainhr.com

Time

(Wednesday) 10:00 am - 11:00 am

Location

online event

Learn More

Calendar GoogleCal

Organizer

NetZealous LLC, DBA TrainHRtrainhr1@gmail.com

13dec11:00 am- 12:00 pmWorkplace Investigations - Witnesses Interviews11:00 am - 12:00 pm online eventonline eventEvent Organized By: NetZealous LLC, DBA TrainHR

Event Details

The TrainHR Course is approved by HRCI and SHRM Recertification Provider.

Overview:
Many employers struggle to gather information during witness interviews in investigations. Many employees for a variety of reasons are reluctant to be involved and can be less than forthcoming. Friends of employees and those accused of an offense are often downright angry and vengeful. In investigations, to meet its employer obligations, it’s crucial that interviews are structured to capture and gather all available accurate information, notwithstanding employee emotions that are often running high.

This webinar will help investigators move through what often seems an investigatory maze. Some investigators, unable to gather information, turn to body language to make determinations of credibility. Not only can that approach be fraught with indefensible and challengeable findings, TV shows while entertaining, are not good training for interpreting body language. This webinar will cover ways to assess body language while combining with the facts as presented.

Investigations by their very nature tend to leave at the least some employee relations damage amongst employees. It’s important that an employer learn how to take steps to avoid retaliatory behavior towards individuals involved in investigations or making complaints. Additionally there are steps an employer can take to minimize the inevitable gossip and side taking that disrupts business.

Why should you Attend: The assigned investigator in many workplaces is often an already overburdened employee to whom another time consuming project is now assigned, often to their dismay. This investigator may have had little to no training in how to perform investigations. Or they may have had training in the process of investigatory mechanics but never actually performed an investigation. In theory, investigatory interviewing sounds easy but in reality, it’s often not.

Areas Covered in the Session:

When are employees entitled to representation during an investigation?
How to prepare and what to do before an interview
Organizing your interview so you can ask good questions
Strategies for the reluctant witness
The angry “hothead”. Dangerous or something else?
What about tape-recording: Is it a good idea?
Body language: Can you tell if a witness is giving false or skewed testimony? Developing behavioral baselines
Considering cultural diversity
The note taker and their role
Taking notes and pacing the interview
Starting and ending your interview
Educating all parties about retaliation
What about witnesses that are not your employee? Tips for customer complaints and joint employment interviews

Who Will Benefit:

Anyone who has to do Investigations, Fact Findings, or Solve Employee Relations Problems and Disputes
Plant Managers
Front Line Managers
HR Managers
Branch Managers
Those with Employee Relations Positions

Instructor:

Teri Morning, MBA, MS, SHRM-SCP specializes in solving company “people problems.”

Event link: https://www.trainhr.com/control/w_product/~product_id=702242LIVE/?channel=engageforsuccess-dec_2018_SEO

Contact Details:

NetZealous LLC, DBA TrainHR

Phone: 1-800-385-1627

Email: support@trainhr.com

Time

(Thursday) 11:00 am - 12:00 pm

Location

online event

Learn More

Calendar GoogleCal

Organizer

NetZealous LLC, DBA TrainHRtrainhr1@gmail.com

17dec5:30 pm- 6:00 pmShow #280: The Incredible Impact Listening to your Employees Can Have on Overall EngagementJoin us as we take a deep dive into Qualtrics survey of 5,000 people5:30 pm - 6:00 pm Event Organized By: EFS Radio Podcast

Event Details

Special Guest: Sarah Marrs, Principal Consultant for Employee Experience, Qualtrics

Which industry has the most stressed-out employees? How many people actually look forward to going to work each morning? And why are some of the most highly-engaged employees planning to leave their company in the near future?

Join us as we discuss answers to these questions and more, as we take a deep dive into Qualtrics’ recent survey of 5,000 employees.

You’ll discover new ways to gather and analyse employee feedback, as well as how to spot early warning signs of employee disengagement. Plus, Sarah will explain how often you should ask your employees for feedback, and the incredible impact listening to your employees can have on overall engagement.

Sarah Marrs leads the Employee Experience delivery organisation for Qualtrics EMEA. For the last decade she’s specialised in designing and running employee feedback programs for large multinational corporations (Tesco, adidas, Sephora, HSBC, ANZ, NAB).

At Qualtrics, Sarah helps customers realise impact from their employee feedback programs; through considered design, practical advice and of course, leveraging our technology platform. She has deep experience in both the traditional annual employee engagement programs, as well as Pulse programs, employee lifecycle feedback and a range of other innovative feedback interventions.

Sarah doesn’t believe in a ‘one-size-fits-all’ approach for her customers, and that good solutions sit somewhere in the intersection of Organisational Psychology, People Analytics and practical HR experience.

Host: Jo Dodds

Listen live here (archive available)

Time

(Monday) 5:30 pm - 6:00 pm

Learn More

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Organizer

EFS Radio Podcastjo@engageforsuccess.org

​Audio: Engagement Starts With You – How to Be an Engaging Leader or Manager

​Audio: Engagement Starts With You – How to Be an Engaging Leader or Manager

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Audio: Engagement Starts With You – How to Be an Engaging Leader or Manager

Audio: Engagement Starts With You – How to Be an Engaging Leader or Manager