Being an HR professional is one of the most demanding, yet unappreciated, professions in business. This podcast will be an encouragement to HR professionals and help them become better at what they do by sharing cutting edge HR practices and giving them insight into how they can become a strategic business partner and be more valued by their organization. New episodes are updated every Tuesday!
Are you ready for disaster?
Guests: Chad Ayers and Andy Sexton of ProActive Response Group.
ProActive Response Group’s founders are well-trained veteran SWAT team leaders, with first-hand experience in hostage rescues and high-risk dignitary protection. Since 2015 ProActive Response Group has trained thousands of individuals how to Survive violent encounters in their workplace, schools, and places of worship. They have trained Fortune 500 companies, Universities, and small locally owned businesses. Chad and Andy founded the company with one goal, saving lives!
Sponsors: Haynesworth Sinkler & Boyd; https://www.hsblawfirm.com
"You wouldn't want the weight of responding to an emergency to rest only on the shoulders of HR.. or one department..it's got to be a shared responsibility if you hope to succeed in responding to an unforeseen emergency"
❏ Organizations need to be prepared for everything you can think of, be it a natural disaster or man-made.
❏ There is usually an assumption by new HR personnel or leaders that there are things in place for emergencies but in many cases these plans are outdated.
❏ It is important to note that occurrences of workplace violence are mostly associated with current or former employees rather than random strangers from nowhere.
❏ Focusing on the long-term effects; "Once the yellow tape comes down and you're back open for business, mentally, how many of your staff can walk back into that facility after witnessing such a horrific event?"
❏ The first step if you don't have an emergency response plan is to create a safety committee or emergency response team with a representative from every aspect of your business. This would be the first team to be activated in an emergency.
❏ Key Components of an Emergency Response Plan: Recognizing the emergency early, Dealing with the immediate aftermath of the emergency, and then addressing the effects 3 months after, 6 months after, and a year after the incident.
❏ In an emergency, a certain degree of calmness is required and this occurs mostly when the response plan has been rehearsed over time. Humility in getting an outside overview is important with regards to the emergency plan because in an organization there is a level of tunnel vision and as such, several aspects may be overlooked.
❏ Concerning relatives or close workers of those directly affected, critical steps to plan for include having designated people from the office to deliver news, knowledge of religious preferences, dealing with the media, and trauma counseling.
❏ Chad notes that based on statistics, workplace violence is on the rise.
❏ The challenge to HR leaders: Look at the emergency book, review it and send a message out to everyone in your organization reminding them of one aspect of the emergency response policy that hasn't been discussed in the last 12 months.
[00:52] Meet our guests for today, 'Chad Ayers' and 'Andy Sexton', who help prepare organizations for disaster.
[03:04] What are some of the things in your experiences that organizations need to be prepared for?
[05:33] Discussing the long and short-term impacts of a workplace violence issue.
[10:20] What advice would you give an HR team on how to manage an emergency response plan after creating one?
[11:55] Key Components of an Emergency Response Plan
[21:43] What team deals with the family and close co-workers of people that are severely or fatally wounded?
[30:11] How to get help with your Emergency Response from Andy and Chad.
(Website - proactiverg.com)
[30:29] For employment lawyers or business lawyers in general, contact Haynesworth Sinkler & Boyd (www.hsblawfirm.com)
How to Set Up Your HR Team for Success in 2021
SurviveHR Podcast Show Notes
Podcast Hosts: Steve Nail and Kelly Scheib
Guest: Leslie Hayes from The HAYES Approach
"I have often said that HR is the soul of the company" - [Leslie]
"We're trying to provide the workforce that can do the work for the organization... that's our job" - [Leslie]
"The best teams and the best coaches are the ones that really understand what talents they have on their team" - [Steve]
"Culture is not made at the board room, culture is made at the watercooler" - [Kelly]
"Remember this moment.. write down how you feel and write down what you miss because one day we're going to go into an office and you're going to want to be at home... and remember what we've lost in this time" - [Kelly]
"HR folks know HR, but HR folks are not effective at real HR until they understand their industry" - [Kelly]
"HR's product is the workforce, and the product needs to meet the customer needs, and you can't possibly meet the customer needs if you don't understand the customer" - [Leslie]
"As you're setting your HR team up for success.. we can do many things but we cannot do everything, and we can do most things but we can't do them all at the same time" - [Leslie]
One of the most important things that we can do in 2021 as HR practitioners, is taking a self inventory and having a moment of personal reset.
In this period, people need human connection more than anything, and HR practitioners will have to be unifiers.
We won't go back to the office the same way but we'll go back.
One of the things that HR teams miss, that you should pay attention to if you're setting up yourself for success in 2021, is understanding your industry. You've got to be curious about more than just what's on your plate for the day.
The HR person has to know the metrics that drive their particular industry. Kelly recommends certain books as she strongly encourages HR practitioners to engage in as much reading as possible.
Using the hero on a bicycle analogy, Leslie describes that the job of HR job includes to hire, engage, retain and offboard personnel, which is carried out using strategies in line with the organization, and tactically implemented with legal parameters.
Leslie offers a strategy for every HR leader: Identify 3 things you need to accomplish this year, what you need to do to accomplish those things, and measure your to-do list against that yardstick.
Dropping some activities and setting realistic expectations is a really important part of setting ourselves up for success.
The Portable MBA in Finance and Accounting by Theodore Grossman and John Leslie Livingstone, PhD
Performance Conversations by Christopher D. Lee, PhD
The Practical Guide to HR Analytics by Shonna D. Waters, Valerie N. Streets, Lindsay A. McFarlane, Rachael Johnson-Murray
If you want to email us with your comments, questions, or show ideas reach out at: Kelly@Survivehr.com or Steve@Survivehr.com
You can find us at: survivehr.com, and listen to us on all major podcast carriers
A Special Thank You to Our Sponsors: Haynsworth Sinkler Boyd
You can find them at: https://www.hsblawfirm.com/ ; https://www.scemployersblog.com
Just Because You Can—Should You? Disciplining Employees for failing to Follow COVID-19 rules outside of work.
Welcome to the first podcast of the 2021 New Year! Today, Steve and I are chatting with Chris and Perry about employees not adhering to CDC rules with the potential to spread COVID into the workplace. Steve asked me this pointed question last week, specifically disciplining workers who do not adhere to CDC pandemic guidelines. We ask Chris and Perry, ‘Can you discipline an employee for going to a party and socializing outside of work?’
Can You Discipline Employees on How They Spend Their Personal Time?
Chris has had experience dealing with a similar situation. "It's what got me thinking about an employer who called me about an employee who'd been written up." The case for this particular employer was reprimanding his employee for holding a public party during the holidays for other employees. As a result of this party, there was an outbreak among workers, resulting in an employee's hospitalization.
Implementing Policies that Regulate Off-Duty Conduct
Perry adds, “If you’re going to take action against employees for parties and social gatherings, it’s good to make sure that this has already been written down in your COVID policy.” Having clearly defined off-limits activities in a written, binding policy is a good step forward to cover yourself as a business entity. Perry adds that if the activity involved others who are not employees if the act is egregious enough, that discipline is warranted.
Listen in as we discuss how to police the distinctions between personal activity and employee actions that warrant discipline, the aspect of these policies on employee relations, and how you can use coaching or a warning as an alternative action.
SC Employer’s Blog
Check out Haynsworth Sinkler Boyd Law Services
SHRM on the web
A BIG Thank You to our Sponsors Haynsworth Sinkler Boyd
Check out their COVID-19 Business Resource Center
Spread the message of the Survive HR Podcast and share this episode with a friend!
***Disclaimer: All content found on Survive HR Podcast, including text, images, audio, or other formats were created for informational purposes only. Information on this podcast, guest comments, opinions and content are solely for educational and entertainment purposes. Use of this information is at your own risk.***
To Vaccinate or Not to Vaccinate- that is the Question??!
This is our final podcast for 2020!!!! Oh - what a year it has been. As we look back on this year marked by COVID-19 we can’t help but be humbled by all we have faced as an HR community. This has really been the year we were thrust into uncharted territory and forced to help guide our organizations through this crisis.
As we end the year, we can look ahead with hope of a COVID-19 vaccination. However, as employers, do you mandate vaccination of your employees? How do you accommodate employees who refuse to be vaccinated? The vaccine is sure to provide another sticky complication to an already oppressive pandemic.
Please listen in and find some helpful blog posts below from our friends Chris and Perry:
Finally, as we close this year—we want to thank our SurviveHR listeners for their dedication to our podcast. We sincerely thank you and hope to continue to bring great content your way in 2021.
Could Violence Be Lurking?
We are living in stressful times as COVID-19 rattles our world.
We have talked a lot about stress on this podcast—but I am concerned that HR folks have taken their eye off of an important ball while navigating the health and business challenges of COVID-19. Statistics show that 70% of employees consider this pandemic one of the most stressful times in their career. What if the stress of this pandemic manifests itself into a violent situation at work? Are you prepared? Do you have the three critical pieces of the puzzle ready to go to address potential violence at work?
Listen this week as Steve Nail and I talk with our friends at ProActive Response Group about the increase in violence and how to prepare yourself with three critical steps!
New President & Changes to Human Resources! What to expect!
On January 20th, as President Elect Biden is sworn in as President of the United States, many in the Human Resources and Business Community will be watching closely as changes to our existing policies begin to take shape.
Listen this week as Steve Nail and I are joined by our friends and Labor and Employment Law experts, Chris Gantt-Sorenson &
Perry MacLennan , to discuss likely changes to the rules we know today!
While we are certainly being speculative in our assumptions- below is what we expect to see:
1. Expansions of the Affordable Care Act
2. Stricter COVID-19 Guidelines/Increased OSHA Requirements
3. Expansions of paid leave (FAMILY ACT)
4. Friendlier Labor Relations Policies and Programs
5. Reversal of many Trump Era Immigrations Policies
6. Increases to the Minimum Wage
7. Increased anti-discrimination enforcement
8. Stricter Rules on Non-Competes and Anti-Poaching Policies
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