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Alternatives To Pay Raises (For A While...)

12/4/2010

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As a employer, your stress levels are on the rise. Before the recession, you were working late into the evenings, taking calls or traveling on the weekends and missing kids' soccer games and family dinner parties. And you pushed your employees' to do more in less time, with the uncertainty that goes with tough times. The economic down turn appeared and things got seriously worse.


You maybe wondering if you have to lay off some of your employees so the company can weather the economic downturn that has spared no one. Work loads are up, hours are longer and workers are less focused because morale is has been battered. And then your employees say, "I think I deserve a pay raise because I'm doing the work of three employees and I haven't had a pay raise in two years." And he or she is probably right.

Likely almost everyone deserves some kind of a pay raise. But budgets are stretched, executives won't allow it, stockholders get nervous, and margins will disappear if the salary bill goes up.

So what do you do when you can't give a pay raise but your employees have been going the extra mile with dedication since the tough times began?

Below are six alternatives to pay raises that have been successful when more dollars are just not available.

Alternative 1: Business managers often have the frequent opportunity to lunch a client, go to sporting events, concerts, etc. Step aside and pass some of those tickets along to your employees. Giving two $150 dollar tickets for a Leonard Cohen concert to a top performing employee goes a long way and provides a big ROI. This is a great way to say thanks to an employee who has achieved something special, and it shows others that the company respects and appreciates their effort and loyalty even when pays raises are in short supply.

Alternative 2: Many people today consider going out to dinner as a luxury. Treating an employee to an exceptionally good lunch is a tremendous display of appreciation. And don't discuss business! The whole point of the meal is for the employee to escape for an hour or so, enjoy a great meal and unplug.

Alternative 3: Give cell phone breaks. Fold your employees into your cell phone plan. Many companies have a negotiated plan with "bucket minutes." Cell phones have become a necessity. One less bill per month is a great feeling.

Alternative 4: Award your employee a new title. If your employee is a programmer, make him a "senior programmer." If "senior" doesn't fit, try "lead," etc. Get creative. Be sure to order new business cards for your employee, too. But be judicious and think it through – title changes often imply a promotion, which is usually accompanied by a raise. Do this carefully.

Alternative 5: Offer flextime or telecommuting. Not having to sit in traffic is appealing to most people. Coming in later means the employee gets to sleep later, reduce traffic headaches and arrive at the office a little less stressed. The option to telecommute cuts down on gas and car maintenance costs. Employees save money, and that is almost as good as a bonus.

Alternative 6: Let your employee come up with his or her own "perk." If it's a viable option, implement it immediately.

The common goal is to be creative and flexible, and demonstrate respect and partnership with employees during a rough patch. Not all these ideas apply to everyone, and they won't work forever as a replacement for competitive pay. But they are food for thought.

This is adapted from a recent article by Scott Gordon
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Social Media In The Office – Avoiding Headaches

8/4/2010

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Social media networking is here to stay. How far can employers go to guide employees' social networking activities while at work?


Here are 9 social networking rules for employers. If followed, they will enable you and your employees to enjoy social media without stress and out-of-control risks:

  1. Develop a policy - employees have privacy rights, but employers have rights too. Create reasonable policies by developing acceptable and unacceptable networking behaviour.
  2. Set boundaries - employees need practical guidelines to help minimize harmful activities. Tell employees, nicely but firmly, what you expect.
  3. Communicate! Assure employees that social networking can be fulfilling, but thoughtlessly using the Internet for social networking can cause serious harm to the company and our jobs.
  4. Monitor - this is a must, and should be a non-issue. Ignorance is not bliss and is not a legal defence.
  5. Decide how to monitor in the least intrusive way. Overly intrusive methods will cause offence. Gather only related work-related information.
  6. Consent - it's not necessary for employees to consent in writing to privacy expectations. But written consent - ideally in a letter offering employment - is easier to obtain and prove in case of a dispute. It also alerts new employees of your policy on day one. For existing employees, consent typically starts with an electronically and physically posted message to employees, announcing a policy change on a specific date for all employees. Employees who continue working after the effective date of the change have implied their consent. Good communication is always important.
  7. Be prepared - know and respect applicable law. If in doubt, check with your lawyer.
  8. Act - do not delay. If you find risky material, act immediately. It is also important to determine who is at fault and, what action is appropriate.
  9. Be actively vigilant. Remain diligent, aware and safe and secure in protecting your business, your fine reputation, your employees and their morale.
Social media networking is a reality and a powerful tool. But an effective social media policy, monitoring, and making your policy effective are prerequisites for survival in today's net-centred world where inattention can lead to disaster.



This is an edited version of an article by Gene Connors from Workforce Management Online
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    Michael Hiles solves Human Resource problems with unique and tailor-made ideas for small to medium sized business.

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