Opt-Out Lawsuits
A plaintiff, typically an institution, chooses not to participate in a class-action suit but rather pursues legal action on his or her own.
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Meeting Employee Needs Survival . Do you pay wages at or above market level? Are they "living" wages? Are you hiring people desperate for any job?Safety and Security. How well are your health care benefits working? Is the company financially secure? What about your workers' jobs? How would they know? How "open" are your books?
Belonging. Have you developed a company "brand" and put it on your shirts, marketing materials, lobby, etc? Do you have team events and conduct team interviews? Do you sponsor community activities? Do you have a softball team? Do your workers have a say in how they're managed? Are they informed about the direction of the company?
Ego/Self Esteem. How do you acknowledge your workers' accomplishments? Do you use thank-you notes regularly? Do you offer employees a career path and publicize their advances? Are they constantly learning and working in their "highest and best use"?
Self-Actualization . Are your employees "one" with the work they do? Do they love their jobs, their customers, and their clients? Are they — and you — growing in "beingness," as well as "doingness"?
EMPLOYEE ORIENTATION DO'S AND DON'TS
A meeting of Senior HR executives shared these insights on orienting new employees:
Remember that employee orientation is the job of the entire organization, not just the HR people; Do an extensive pre-hire orientation covering job requirements and co-workers, as well as the company's products and services, clients, customers, mission, and values; Don't try to cram the orientation into only a few short days; spread it out over their first two to three months; Show a new employee orientation video which can easily be spruced up with today's digital technology; There's no substitute for a welcome from the top. If the CEO can't spend a few minutes in person with new employees, they should at least send a welcome note to their home; Pick up the tab for new employees to go to lunch with existing employees; Make orientation fun. You can use a scavenger hunt, play a Jeopardy game, have an off-site outing, etc. One company puts a trail of balloons from the entrance of the company to the new employee's desk; Have the new employee's manager introduce them with an an e-mail that includes their photo; Be aware that existing employees might resist the change represented by new employees because they fear losing their own value to the company; For more information about the products and services offered by Don Phin and the Employer Advisors Network, visit http://www.donphin.com.
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