In the spirit of the upcoming holiday, Valentine’s Day, it is important to remember the example of give-and-take, and its support of any strong relationship. This can be said for relationships in the workplace.
Eight easy ways to show your customers you appreciate them.
We know you appreciate your customers’ business, but do your customers know how much you appreciate them? Here are some easy ways to show your customers a thank you for choosing your company over the rest.
California recently enacted AB 1522, called the Healthy Workplaces, Healthy Families Act of 2014, which requires most California employers to provide paid sick leave to its employees effective July 1, 2015. California employers already face complex employment laws, which prove to be a challenge for most small businesses. This new bill will only add to the list of laws California business must be aware of to remain compliant. We have put together a list of the most frequently asked questions MMC has received since the mandate was passed to help you with this recent change.
Time management is essential in any workplace. So much to do, so little time!
It may seem as though we sometimes find ourselves trying to beat the clock, and losing sight of the task at hand. Are we able to stay focused with the greatest of intentions, when we are concerned about finishing in a short amount of time? And how was it that we lost track of time to begin with?
In recent news we heard about the minimum wage increase for federal contractors in hopes this will result in an increase in the minimum wage for all workers in America. It is important for you to know what the minimum wage is for your state(s) of operation. In cases where the state minimum wage is higher than the federal employees must be paid the higher of the two rates. In addition to the recent federal change many states have recently passed a minimum wage increase and many others have proposed legislation on their agenda to address this issue and hopefully raise their minimum wage. This article will focus on California and their 2014 minimum wage increase.
“Why do I even need Human Resources? HR is not a revenue generating department and I already have a tight budget. All HR does is tell me that I can’t do what I want to do.”
Sound familiar? Sadly, many organizations view Human Resources professionals as road blocks and they do not see the value HR contributes to an organization. Realistically, these statements couldn’t be more false. HR is a key driver to the flow and balance of an organization. Many of today’s HR 2.0 professionals are highly trained individuals that are able to balance the delicate relationship between strategy, management, and staff (remote or in-house).
It goes without saying that the general demographic of today’s workforce is vastly different than it was 10 years ago. Countless employers have realized the bonuses and challenges when it comes to having workers of all ages present in the workplace. In this article we will focus on the “older” worker. In times past the older worker was seen as someone 60+ age range. Exactly who an older worker is, will depend on who you ask. The newest generation to the workforce may respond “someone in their 40’s” (gulp) or older; a worker in their 40’s may say “someone 60+;” and a worker in their 60’s they may “there is no such thing as an older worker anymore.”
One of the most important roles in an organization is that of the supervisor. Supervisors are key as they create a link between technical/line employees and upper management and serve as representatives for their organization 24 hours a day, seven days a week. With such a vital role, supervisors and their decisions can have a huge impact, both positive and negative, on the bottom line. It is imperative that organizations recognize the importance of their supervisory staff and provide them with the development and training necessary to not only be successful in their positions but also provide them with a comprehensive understanding and respect for the position they hold within the organization.
Office gossip and rumors have long been a thorn in the side of employers. A recent study by the Society of Human Resources Management (SHRM) reported an increase in the level of inter-office rumors, gossip, and eavesdropping as a result of the current state of economy and increased employee anxiety about job cuts. The survey participants reported that more than half experienced an increase in the gossip and rumors surrounding downsizing and layoffs within their organizations.