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Providing People Solutions |
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Providing People Solutions |
For whatever reason, bad behavior from our clients' employees comes in waves here at Creative Business Solutions. We receive phone calls from our clients requesting advice on how to deal with impolite behavior and other unacceptable workplace behaviors. Why does it come in waves? I have no idea. There are various theories... from the full moon, to springtime, to the holidays. Whatever the reason, it is always a good idea to remind your employees of your policy... Code of Conduct and/or Code of Ethics.
A great training program we provide at CBS is entitled "Workplace Etiquette/Workplace Boundaries." It is a one or two hour training session for management and/or staff. It is a great proactive training session that you can offer annually.
While I'm on this subject, I found the following article to be a good read. Keep us in mind for training, we are only a phone call away.
Outlawing impolite behavior at work: an ominous trend: Click Here
Facing the Giants: True Leaders Don't Quit
Take a look at this movie scene from Facing the Giants. The entitled video is "True Leaders Don't Quit". A lot of "aha" moments to assist you or your team with leadership. What did I capture from this movie scene?
Bottom line, everyone is a leader. Lead by example, show the characteristics of a winner, and you will succeed.
There is a lot of discussion currently as to whether performance evaluations are still relevant in the workplace. Critics of traditional performance evaluation systems say they tend to focus on the past, are corrective in nature and some employees find them demotivating. In addition, critics contend, most performance evaluations tend to be subjective because it involves people making judgments and/or rating other people. As a result, employees are rated on how they are perceived by others.
Keep in mind, the purpose of performance evaluations is to help the business to achieve its goals. An effective performance evaluation system will help the organization achieve its goals, realize individual growth, reinforce the organization's values and retain critical skills to remain competitive.
If you are a small business (less than 50 full-time employees or full-time equivalents) and have tried to do the right thing by reimbursing employees for individual health insurance policies, paying a stipend or pay their health costs directly in lieu of providing health insurance, think again.
According to the Internal Revenue Service regulation, Section 4980D, these types of arrangements are considered employer payment plans which do not satisfy the market reforms under the Affordable Care Act (ACA). As a result, you could end up paying $100/day excise tax per applicable employee ($36,500 per employee, per year).
We appreciate your business, and we wish you nothing but the best for Christmas and the New Year holidays.
2025 will be an epic year and we can’t wait to work with you to continue the magic.
To view the video, click the image below or click here, and once you see the video on Vimeo, please click the play button. Enjoy!
"We rely on the SOS II results to give us insight into an applicant's work ethic and integrity. Overall, we have found the results to be reliable and important in getting a complete understanding of the applicant's past behavior to then predict if they will be a good fit for our position opening. This assessment is also easy to administer and user friendly for the applicant."
