Newsletter Detail

MVHRA Connections - September 2021

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SEPTEMBER 2021

EMPLOYMENT CORNER

Check out these exciting Human Resources job opportunities:

  • Human Resource Specialist – Scott Industrial Systems
  • Employment Analyst I – City of Dayton
  • JFS/CSD Human Resources Manager II – Montgomery County Department of Human Resources
  • Human Resource Director – Miller’s Textile Services
  • Human Resources Generalist  - Internal Medicine
  • HR Manager/ Deputy Director – Choices in Community Living
  • HR Generalist – Echoing Hills
  • Recruiter – Sinclair College
  • HR Generalist – Project C.U.R.E.

Details regarding employment opportunities can be found on the MVHRA website.

 


 

THANK YOU TO OUR SEPTEMBER SPONSORS!

     

  

 

         

 

 

 

 

 

 

 

 


          

 THIS MONTH'S ARTICLES

 

Stop the Drama!

Submitted by Steve Black

“I don’t do drama.”  His comment was unusual because he was the first person, who came to mind when I thought about workplace drama.  Isn’t it ironic that people who broadcast their aversion to drama are often at the center of it?  Take thirty seconds and think about who comes to mind when you hear the term “workplace drama.”  Have you ever heard him/her talk about being “drama-free?” 

What is Workplace Drama?

When office gossip, petty arguments, power struggles, or finger pointing is on display, you see workplace drama.  When people refuse to talk to team-members, write “CYA” emails instead of discussing topics, or there is a lack of sharing resources, you see workplace drama.  In an article entitled “Drama: How to Define It and Identify It,” Marlene Chism defined drama as “any obstacle to your peace or prosperity” (https://www.powermag.com/workplace-drama-how-to-define-it-and-identify-it/).  This is a brilliant definition as it captures the adverse interpersonal and corporate components drama causes. 

What Causes Workplace Drama?

At its core, drama is the visible display of a deep seeded lack of trust.  Such toxicity acts as a “cultural killer.”  It is the job of leadership to minimize the potential for drama and keep it from seeping into the organization.  Here are a few ways drama seeps into organizations:

  • Hiring the wrong person
    • Too often, hiring is a “knee-jerk” reaction focused on short-term problem solving.  This has devastating affects upon an organization!  Many times, a team will be struggling to keep up, and all they see are short-term needs.  The thinking that “somebody is better than nobody” takes over, and soon, a bad hire joins the team.  At first, it may even look promising but then the issues surface.  An odd behavior here.  An attendance issue there.  That short-term solution quickly becomes a long-term problem.  Pretty soon, whispers from team-members surface, conflict arises, and problems mount.  The wrong hire has now damaged the culture, team dynamics, and the reputation of the organization.
  • Failing to provide clarity
    • Clarity is King!  Every person needs to know how his/her job aligns to the purposes (mission, vision, values) and outcomes of the organization.  I would love to see every worker in every organization know exactly how they meaningfully contribute.  This is powerful!  When a person has clarity in his/her role, they see how they make meaningful contributions.  Too often, lack of clarity creates confusion, which creates frustration.  This is a prime spot for drama!  It is highly advisable to have crystal clear job descriptions as they are a fantastic tool giving clarity.  It is vital to update them regularly to ensure alignment within the job and how it connects to other jobs. 
  • Failing to set expectations
    • Clarity in a role is vital.  Coupled with this is the need for clear expectations.  A person needs to know what to do as well as understand what excellence looks like.  Too often, people start a job, receive mediocre training, and are expected to perform at a level never clearly defined.  When expectations are not clear, they will not be met.  This is detrimental to team dynamics as some people will exceed unknown expectations while others under-perform.  When a standard is not communicated, each person performs up to his/her desired level.  Disgruntlement, frustration, and anger can set in between team-members.  The result, drama. 
  • Failing to hold people accountable
    • Even if expectations are clear, it is the leader’s responsibility to hold people accountable.  How often have you seen a team-member underperform or act contrary to a code of ethics, and they never receive any sort of corrective action?  When poor performance or behavior is not addressed, it is a signal that it is okay.  This creates a toxic environment where people can act as they want.  At some point, some behaviors and performance is addressed, but it is not consistent.  This breeds frustration and ultimately leads to drama.

How Do You Minimize Workplace Drama?

There is no sure-fire way to eliminate all workplace drama, but there are steps organizations can take to minimize it.  Here are some suggestions:

  • Hire people, who are willing to do the job, able to do it, and fit with the team and organization’s core purposes.  The hiring process should explore the candidate and provide the candidate with a clear understanding the role and organization.  To learn more, check out my blog post exploring the Willing, Able, Fit model.
  • Create clear and up-to-date job descriptions that pointedly tell people what the job is, what they should do to be successful, and how it helps accomplish the organizational purposes and outcomes.
  • Ensure the Employee Handbook is up-to-date and clearly lays out the expected behaviors and cultural norms of the organization. 
  • Develop a robust corrective action plan and ensure managers know how to use it.  HR should be a support and coach to managers helping them think through complex performance and behavioral issues.
  • Celebrate when people live out the behaviors the organization wants as well as achieves the outcomes it needs for long-term success. 
  • Create clear communication channels to eliminate ambiguity.  These can be organizational meetings, team meetings, one-on-one meetings, memos, or any other communication tool.  People want information.  When they do not get it, they make up their own reality.

Unfortunately, workplace drama is prevalent in most organizations, and it results in lost time, production, and revenue.  Too often, leaders chalk this up as something they cannot control.  This is not true!  Leaders must stand up and address drama-causing practices in to create and sustain the compelling culture they want. 

Do more than “save your drama for the llama.”  Address the causes of workplace drama head-on and reap the benefits! 

Here’s to a drama-free workplace!

Need assistance with addressing short and long term HR needs for your business? Contact me at steve.black@brixeyandmeyer.com, and we will address them proactively.

Disclaimer: This is not legal advice, but merely informed opinion or general information meant for no particular purpose.  Issues addressed often implicate federal, state, and local labor and employment laws.  This is not intended as a substitute for legal advice.  Readers should consult labor and employment counsel to determine whether their particular policies, procedures, decisions, or courses of action comply with such laws. 

 


 

Reminder:  MVHRA Legal Services Plan Available

MVHRA has an agreement with local attorneys to provide a legal services plan for MVHRA members (the “Plan”).  The Plan is available again for 2021 and is included as part of your current membership at no additional charge.  Further details available at http://mvhra.org/myMVHRA/legal-services.cfm

 

Note:  You must be a MVHRA member AND logged into mvhra.org to access this service within the "MY MVHRA" link at the top of the page.

 


    

See Your Article In Our Newsletter!

 

MVHRA members, do you have something to submit to the MVHRA Newsletter?  Please send it to Amy Mitchell, Newsletter Committee Chair, via email at acm@amfdayton.com.

 


 

UPCOMING MEETINGS AND EVENTS

September 14, 2021

Luncheon: Culture as a Competitive Advantage: Creating Compelling Cultures and Teams

Speaker: Steve Black, SPHR; SHRM-SCP

Location: Sinclair Community College

Time: 11:15 AM - 11:30 AM: Registration & Networking

11:30 AM - 12:00 PM: Announcements & Lunch

12:00 PM - 1:00 PM: Speaker

Note: this event is being offered in person or virtually. You'll be asked to choose either "in person" or "virtually" during the registration process. Zoom login information will be included with your registration confirmation.

 

Session Description:
Everyone knows the importance of having a great culture and being on a winning team. BUT, how do you create them? During this presentation, we will explore not only what cultures and teams are but also how to create compelling ones. Organizations that create compelling cultures and teams unleash competitive advantages that help them attract, develop, and retain the best people.

Speaker Bio:
With over 15 years of human capital management experience, Steve Black leads Brixey & Meyer's HR Practice Line where they work with clients to help reduce potential legal risks, build strong human capital processes and structures, create engaging cultures and retain top talent, and connect people with organizational strategic aims.  Outside of work, you will find him at some sort of sporting field/court cheering on his kids as they hit, throw, or kick some sort of ball.

 

Credits: This program is being submitted for approval of recertification credits by the HR Certification Institute (HRCI) and for SHRM Professional Development Credit (PDC).

 

October 12, 2021

 

Luncheon: Is Your Learning Strategy Making Strategic Impact?

Speaker: Jaclyn Smith

Location: Sinclair Community College

Time: 11:15 AM - 11:30 AM: Registration & Networking

11:30 AM - 12:00 PM: Announcements & Lunch

12:00 PM - 1:00 PM: Speaker

 

Note: this event is being offered in person or virtually. You'll be asked to choose either "in person" or "virtually" during the registration process. Zoom login information will be included with your registration confirmation.

 

Session Description:
With our work environment and technology changing more rapidly than ever before, keeping a competitive edge through individual and organizational learning is more critical than ever. In order for us to thrive in this unprecedented space and time having the foundation of an aligned learning strategy has never been more important.

In this interactive session come prepared to learn about the following or evaluate your current strategy against these key points:

  • How to develop a learning strategy framework
  • How to ensure the learning strategy is aligned to your business strategy
  • How to demonstrate and measure the impact of learning at your organization

Credits: This program is being submitted for approval of recertification credits by the HR Certification Institute (HRCI) and for SHRM Professional Development Credit (PDC).

 

November 9, 2021

 

Luncheon: HR Legal Update

Speaker: Matthew Bakota, Dinsmore & Shohl LLP

Location: Sinclair Community College

Time: 11:15 AM - 11:30 AM: Registration & Networking

11:30 AM - 12:00 PM: Announcements & Lunch

12:00 PM - 1:00 PM: Speaker

 

Note: this event is being offered in person or virtually. You'll be asked to choose either "in person" or "virtually" during the registration process. Zoom login information will be included with your registration confirmation.

 

Credits: This program is being submitted for approval of recertification credits by the HR Certification Institute (HRCI) and for SHRM Professional Development Credit (PDC).

 

 

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