Saturday, February 29, 2020
AS HR PROFESSIONALS, WE UNDERSTAND THE results of not delegating include burnout, stress and getting overwhelmed with mundane tasks. However, it also squelches the development of employees, and provides a barrier to vision, strategic planning and innovation. Yet, delegation remains one of the most underutilized skills in organizations each day.
ACCORDING TO THE EQUAL EMPLOYMENT Opportunity Commission (EEOC), retaliation is the most frequently alleged basis of discrimination. Federal laws prohibit punishing employees or job applicants for asserting their rights within the workplace, which is called “protected activity. Some of the events included as protected activity are: • Filing a claim of harassment or discrimination either internally or with an outside agency such as the Florida Commission on Human Relations or the EEOC • Participating in an investigation or serving as a witness for another employee or applicant’s claim of harassment or discrimination
DURING THE FIRST SIX MONTHS OF 2017, MORE than 150 mass shootings occurred on U.S. soil.1 Last year, Florida led the U.S. in mass shootings.2 The collateral damage of trauma from violence such as mass shootings affects many people, even those not directly involved with the tragedy. Yet, there is little formal training available for organizations to draw upon when a need arises to provide resources to help staff recover from a tragedy. Instead, organizations fumble through these experiences with little to no guidance on what to do next. What would you do if your loved one, friend or co-worker went through a horrific tragedy? What would you say? How would you cope? Would you know what to avoid saying or doing?
HR IS FILLED WITH RECURRING challenges. There are pesky issues that persist in almost every organization, but which we never seem to solve adequately. These problematic aspects of our organizations have formed the basis of conversation among distraught HR professionals for years. This edition of The HR Florida Review addresses some of those persistent issues and provides strategies that can be implemented immediately and, sometimes, even easily. From a simple way to protect your organization against allegations of retaliation, to time management tips, to a business case that might convince even the most die-hard control fanatic to delegate, there are methods to ameliorate the habits and practices that have negatively affected your organizational culture for so long.
BEING AN HR PROFESSIONAL IS A REWARDING AND VIBRANT profession! It offers ample opportunity to make a positive impact on the workplace and people’s lives. As HR professionals, we are sometimes faced with traumatic events that affect not only the lives of our team members, but also affect us personally. Managing our own emotions prior, during and after a traumatic event can be quite difficult, especially while simultaneously focusing on the needs of our employees. The most challenging aspect can be what sometimes on the surface appears as the easiest – returning to our “normal.”
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