Employee Happiness or Results...It Doesn't Have to be One or the Other

Managers are faced with a decision, how are you going to treat your employees to use their maximum potential. Too often, managers set up a dichotomy between getting results and being liked. The truth is these two things are not mutually exclusive. In fact, they can often go hand-in-hand.

When poor performances are ignored for the sake of maintain good relationships, the long term ramifications can be costly and adverse. This type of environment can lead to employees taking advantage of the situation and their bosses. Also, morale eventually suffers due to the lack of drive and performance which can lead to resignations or unengaged employees.

Instead managers should actively try to engage employees by getting results. When results are achieved in a company and/or team pride and confidence starts to build up. Then the employees will develop more of vested interest in the fundamentals with a desire to do better.

Developing results centered reward programs are a great way to get employees actively involved in the company. There are four fundamental areas for results: Growing Revenue, Attracting Customers, Retaining Clients, and Cutting Costs. Managers should take an active approach in leading programs that provide an incentive for employees to help improve these four fundamentals.

With a focus on engaging employees with results, managers will likely start to have a more productive, loyal and happy team over the long-term.

For more information on reward programs to engage employees, contact Todd Weyandt at todd@laihr.com.

Building a Successful Team Environment

People like to work in an environment where they feel apart of something bigger than themselves. Highly successful companies are able to tap into that feeling by fostering a true team atmosphere. This starts with laying the foundation for trust and mutual respect among all of the employees and managers.

There are 5 main steps that can set a company on the path of creating an effective team environment:

1) Set Clear Goals: A team without a goal is like a house without a frame.
2) Commitment and Competence: Make sure you have all the appropriate people and resources to complement the work.
3) Coordination and Control: Provide employees with enough freedom and empowerment to feel the ownership necessary to accomplish their goals.
4) Creative Innovation: Value creative thinking, unique solutions and new ideas while making all feel comfortable asking questions, expressing opinions and making suggestions.
5) Responsibility: Hold each member personally responsible and reward/recognition positive accomplishments.

For more information on creating successful teams and engaging employees for maximum efficiency, reserve your FREE seat at LAI’s Lunch-n-Learn on November 16. Contact Todd Weyandt, todd@laihr.com to RSVP.

FREE Lunch-n-Learn: Engaging Employees to Become a Cohesive Team

Learn How to Stop Working Against Each Other to Reach Maximum Success
Come join LAI for a Complimentary Lunch-n-Learn, presented by Lowden & Associates, one of Atlanta's top HR firms

In today's streamlined world, having employees who are engaged in one overall team goal leverages employees' efforts.

Join Lowden & Associates, Inc. in the next HR Partners Lunch-n-Learn Series on November 16th to learn creative and effective ways to create a work environment where employees work for the betterment of the company's overall vision and success. Reserve your FREE spot today!

Featured Highlights:
- Leveraging Employee DISC Personality Assessment
- Social Media's Role in Engagment
- Improving Communications and Cooperation
- Importance of Reward and Recognition Programs
- Creating an Efficient, Open and Productive Atmosphere
- Building a Successful Team Environment

Wednesday, November 16, 2011
11:30 a.m. to 1:00 p.m.

LAI Headquarters
3105 Medlock Bridge Road
Norcross, GA 30071

SPACE IS LIMITED, RESERVE TODAY
Contact Todd Weyandt
todd@laihr.com
770.248.0401

New NLRB Rule Requires Notification of Employee Rights to Organize

The National Labor Relations Board(NLRB) issued a final rule that will require most private sector employers to post notices in their workplaces advising employees of their right under the National Labor Relations Act (NLRA), regardless of whether the workplace is unionized or union-free. The NLRA is the federal statute that provides employees with the right to self-organization, to form, join, or assist labor organizations, to bargain collectively through representatives of their own choosing, and to engage in other concerted activities for the purpose of collective bargaining or other mutual aid or protection. The rule will take effect on November 14, 2011.

The notice must be posted in conspicuous areas of the workplace, including all places where other workplace notices are normally displayed. The notice can be found and downloaded here.

Employers may also be required to distribute the notice electronically to employees, such as email, posting on an intranet or an internet site and/or other electronic means. Employers should maintain a record of when, where and how they posted the notice, including a digital photograph to serve as evidence of compliance with the notification requirement. Failure to comply may be considered an 'unfair labor practice' under the NLRA and can be reported to the NLRB by employees.

For more questions or information about this rule change, please contact Lowden & Associates, Inc. at 770.248.0401.

Georgia Supreme Court Rules Non-Lawyers May Not Answer Garnishments

Over the years, Georgia employers have become accustomed to processing and responding to garnishments on their own. While legal counsel might be called upon to handle the more unique issues that inevitably arise in a garnishment proceeding, employers more commonly resort to their human resources or payroll departments to handle routine garnishments.

But the other week, the Georgia Supreme Court adopted what had until now been only an informal State Bar advisory opinion stating that a non-lawyer, such as a payroll clerk or human resources employee, who answers a Georgia garnishment is engaged in the unlicensed practice of law.

The Demands of Quality

Ten Steps to Retain High Potential Employees

Every company wants to capitalize on their high-potential employees to ensure the greatest amount of success, though sometimes their corporate culture sabotages their goal.

However there are 10 simplistic ways to help maximize high potential employees.

1) Tell Them They Are Special
It is human nature that employees want to be praised for a job well done. This is especially critical for high-potential employees. In a Center for Creative Leadership survey, only 40% of employers formally tell high-potentials their status. Companies that fail to acknowledge their employees pay a steep price with a higher turnover rate with this crucial demographic.
2) Align Individual and Company Needs
Top talent not only appreciates but wants to be directly involved in planning their development. This group does not like to be dictated to. The planning process should be a dialogue where both sides wants and needs are balanced appropriately.
3) Give Real Responsibility
High-potentials thrive the most when they are truly held accountable for something that is a significant assignment under their control.
4) Show Flexibility
Companies need to be flexible in offering creative solutions that respect lifestyle needs and while still providing the opportunity for advancement. An inflexible assignment, especially relocation with young children and a working spouse, can create serious problems and become a morale buster.
5)Utilize Strong Mentors
Mentors can go a long way in the success of a high-potential employee, who want access to people in the hierarchy. Also, substantive exposure to top decision-makers and not just ‘face time’ is essential in the development of high-potential employees.
6) Develop Leaders
High-potentials are aware of current workforce trends and therefore what they want and need from a development program. Companies should consider what their high-potentials are saying.
7) Use a Systems Approach
This approach does not require a costly and/or sophisticated software. The process for creating criteria, evaluating performance and analyzing administrative compliance should be provided.
8) Use a Transparency Test
Employee morale decreases when the selection process is viewed as unfair or has a built in favoritism component. Make sure your policy is open and upfront to avoid any misconceptions.
9) Get Buy-In From The Top
Initiatives like this are set-up for failure without the direct buy-in from the company’s top leaders.
10) Only Offer What Is Possible
Always weigh carefully whether or not your company can truly afford to pay the total rewards that high-potentials like to receive.

Lowden & Associates, Inc. Honored to Support CHRIS Kids and the 11th Annual CHRIStal Ball

Lowden & Associates, Inc. is honored to announce their continued support of CHRIS Kids and the 11th Annual CHRIStal Ball on Saturday, September 24, 2011 at 6:00 p.m. The gala event will be at the Georgia Aquarium in downtown Atlanta.

LAI's owner Sheila Dramis and her husband Fran will be awarded the CHRIStal Vision Individual Award during the ball. They will receive this special honor for their philanthropic contributions, outstanding leadership and service to children, youth and families with special emotional, residential and mental health needs in the state of Georgia with CHRIS Kids.

"We feel privileged to be associated with such a wonderful non-profit and have the honor of being this year's CHRIStal Vision Award winners," said Sheila Dramis, President and CEO of Lowden & Associates, Inc. "CHRIS Kids is an invaluable institution in the community".

CHRIS Kids unlocks the potential for thousands of children, youth and families by providing unconditional love, housing and other supportive services to ensure people become productive, contributing members of our community. They celebrate their 30th anniversary and have changed over 15,000 lives in the state of Georgia.

For more information on CHRIS Kids, the CHRIStal Ball or to donate today go to wwww.chriskids.org.