The Crucial Upside of Workplace Friction

Jul 27, 2022

Every workplace has friction—that’s the simple truth. Anytime you have a few people working together on something, differences surface that create drag. We shouldn’t be surprised when conflict or tensions arise. Instead, we should be prepared and have some tactics on hand to facilitate a cooperative working environment and healthier relationships. Friction has a bona fide upside.

In my decades of work in the field of Human Resources, I’ve learned that 3 major things have the potential to create workplace conflicts:

• Inadequate communication
• Lack of emotional control
• Indefinite goals and boundaries

Here’s an example of all three creating a common situation of friction:

Project X must be finished in two months. The lower level manager fails to set legible parameters on a project when expectations and roles are not defined for the work. As the manager delegates the project, too much is left to speculation. Co-workers attempt to complete the work, but soon run into interpersonal problems as different ideas emerge. Frustration increases, tempers flare, morale sinks, and passive aggressive sabotage and gossip start. In other words, gridlock. A few team members inform the manager; however, by then, emotion is driving the situation. Decision-making is maligned and communication continues to falter. The project is tanking.

What to do?

A lot of repair work is needed to get things back on track and keep the project moving forward. First—and this is important—ditch email as a resolution tool. A sit-down, face-to-face meeting is necessary, and a concise description of roles and responsibilities must be presented. But a few other things are invaluable, too.

It’s important to reestablish a healthy culture with the team and ensure acceptable behaviormoving forward. This shouldn’t be done by lecturing. It shouldn’t be expressed in an exasperated tone either. Rather, make sure you conduct your meeting by modeling respect and integrity. Assume the best in your co-workers and back it up with words and actions that make it clear. Graciousness and amiability should preside, not hostility and annoyance.

Get the Right “Game Face” On.? Prepare yourself. Your “game face” must be a commitment to the greater good plus good faith efforts to buoy the environment and create a better working situation. It’s crucial to find common ground. This can be done with a simple and sincere reference to everyone wanting to do well, or a mention of some of your company’s most important values, or by outlining the basic goals of the project. It may be wisest to use a bit of each.

Conflict = Opportunity for Improvement.? It’s normal to dislike friction. Just remember, excellent organizations and great leaders have a habit of transforming conflict and tensions into occasions that make things work more smoothly, efficiently, and improve the positive bonds between employees. Don’t shrink from this opportunity. Instead of dreading conflict or becoming paralyzed by it, realize that conflicts can harvest new ideas and innovation—not just in how your company works, but also in how co-workers connect with each other.

Grace, empathy, forgiveness, cooperation, and better listening can be the result. If you treasure-hunt in the situation and invite that same positive attitude from your employees during conflict, better times are ahead.

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Concerned about the HR programs at your organization? The benefits of having a trusted partner to guide you and your team to excellence are invaluable. Contact us today. You—and your employees—will be glad you did.

Rise with us by implementing our high-performance remote human-resource programs to help find great people! E-mail us here.

Mark A. Griffin is president and founder of In HIS Name HR LLC. Connect with him on LinkedIn and Twitter

Mark A. Griffin | Blog, Christian Higher Ed HR, Human Resources

Press Release: Paul Jaspers Joins In HIS Name HR LLC

Feb 10, 2022

PR Newswire Press Release Here 

Mark A. Griffin | Christian Higher Ed HR, Events, Human Resources

Kingdom Minded HR In Today’s Hostile World

Sep 20, 2021

HR practices that can best help your “Kingdom-Minded” organization and business protect its mission in today’s hostile world.

Where: The Bridge
1977 Bay Road
Milford, DE 19963

When: Thursday January 27, 2022
11AM-1:30PM

Join us for an event on best HR practices for your business or ministry!  Enjoy a wonderful lunch while networking and connecting with other Christian professionals in our community.

Presenter Mark Griffin has seen it all in his more than 25 years of Human Resources experience gained by working with a wide range of organizations, from small businesses to Fortune 500 companies to Christian Colleges, Ministries and Churches.

Leading an organization with Christ-centered values makes organizational sense.

Mark will share why he believes Christ-centered organizations experience:

• Lower absenteeism
• Higher quality products
• Fewer employee morale issues
• Safer work environments
• Better perceptions by customers and vendors

Mark will also share how he helps organizations develop HR practices that reflect their core values and still build a high performance organization.

Topics to be Covered

• Creating a high performance culture through practical HR competency development
• Where most organizations go wrong engaging employees
• Setting expectations
• HR tools for creating success
• Employee policy manuals
• Codes of Conduct
• Employee relations and communications
• Performance management
• Counseling and discipline procedures
• Terminations
• An overview of labor laws

About The Presenter

Mark A. Griffin, MBA
President and Founder In HIS Name HR LLC

Mark is a human resources professional with 25-plus years of experience in both public (Quaker Oats Company, Kodak Inc., Merck Inc.) and private companies (Woolrich, Conestoga Wood Specialties, Valco Companies Inc.), Mark is passionate about building high-performance workplaces by utilizing best practices while leading organizations with strong values.

Speaker, accomplished HR consultant, and the author of How to Build “Kingdom-Minded” Organizations and College to Career: The Student Guide to Career and Life Navigation, Mark A. Griffin encourages leaders to build values-led organizations during these increasingly complex times.  Mark and his wife live in Lancaster PA and have two adult children.

RSVP No Later Than January 14, 2022 

Mark A. Griffin | Blog, Christian Higher Ed HR, Events, Kingdom Company Building

Now Recruiting: Human Resource Generalist Lewistown, PA

Sep 10, 2021

Mark A. Griffin | Blog, Now Recruiting For

How Bad Human Resource Practices Cost You Millions

Jun 30, 2021

Many potential clients seek a silver bullet when it comes to the hiring process. They want to set up electronic application systems and implement pre-employment testing to objectively and efficiently screen applicants so they can hire the best candidates.

They want to optimize the process, to speed the days to hire-up. They want candidates fast. They want a paperless process and a filtering system to eliminate candidates that don’t match their requirements.

Unfortunately, not being sure of what you’re doing, and working with unwise counsel, is a minefield you do not want to find yourself in and the results could be downright explosive.

I recently did some preliminary research on Equal Employment Opportunity Commission (EEOC) cases that have headlined in the past several months, painting a damaging picture of some very prominent companies. The cases revolved around such factors as:

• Pre-employment testing
• Unlawful employment application questions
• Disability discrimination

In actuality, many organizations, even those with the best intentions, ask questions that can inadvertently result in disparate treatment across a broad spectrum of minority candidates. Organizations also rely on invalid forms of pre-employment testing as a screening tool, ones they may not aware might disqualify minority candidates at a higher rate than non-minorities.

As a rule, the organizations that I meet with are not looking to hurt anyone or prevent any person from working at their organization as long as they’re qualified for the position in question. Most not only recognize the benefits that diversity brings to their organization but also share a worldview that embraces all cultures and all people. Regrettably, however, what’s in their heart does not matter one whit to the attorneys and the EEOC who show up to investigate claims of discrimination.

It’s easy to assume that the EEOC focuses only on large corporate organizations, high-profile global entities, as evidenced in such headlines as:

• BMW to Pay $1.6 Million and Offer Jobs to Settle Federal Race Discrimination Lawsuit
• Target to Pay $2.8M to Upper-Level Applicants in EEOC Settlement
• United Airlines to Pay Over $1 Million to Settle Disability Lawsuit

On the contrary, there are many small to mid-sized organizations that are being dragged into court as well. For example:

• Stack Bros. to Pay $140,000 to Settle EEOC Age Discrimination and Retaliation Suit
• Texas Oil Field Services Company Pays $30,000 to Settle EEOC Retaliation Suit
• EEOC Sues Seymour Midwest for Age Discrimination

No organization is too small to escape the potential penalty of discrimination, whether intended or unintended. All it takes is one or more disgruntled workers or applicants.

What might surprise you is that the same risk exists for those working in the nonprofit, church, or ministry sectors—you are just as vulnerable to the consequences of poorly managed human resource practices as any profit-driven enterprise. No altruistic or religious influence will stand up in court as an adequate defense or mitigate damages against your organization. This is just a sampling:

• EEOC Sues United Bible Fellowship Ministries for Pregnancy Discrimination
• Inconsistencies in Termination Decision Wipe Out Good Samaritan Ministries Victory
• King’s Way Baptist Church Sued by EEOC for Retaliation
• Nonprofits, churches, and ministry organizations are generally subject to state and federal laws that prohibit employment discrimination.

What should you do?

Do what great organizations do, and invest in solid HR practices. A qualified HR staff is fully trained and capable of helping you navigate successfully through the practices that can prevent costly litigation and eliminate those practices that might be unintentionally discriminatory.

You need a comprehensive human resources connection that your HR staff can source for this kind of guidance. We’re the map to get you through this minefield.

But it’s not just about risk management. Superior HR practices generate superior job candidates.

Want to read more about the cases cited in this article? Find more information and source articles here.

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Mark A. Griffin is founder and Chief Consultant at In His Name HR LLC. He has over 20 years of HR experience.  In His Name HR helps organizations build high-performance Human Resource programs. Visit them at In HIS Name HR or  Send Email

Mark A. Griffin | Blog, Christian Higher Ed HR, Human Resources

Effectively Manage Benefit Programs

Jan 4, 2021

Effectively Manage Benefit Programs

COVID-19 is surging, and more lockdowns are looming. It’s all too easy for us to become overwhelmed with worries about friends and relatives—and when things might hopefully return to normal—in times of crisis. Even during trying times—or perhaps even more so—your HR department is still called upon to manage your employees’ needs swiftly and accurately.

HR executives tend to juggle more than their fair share of business concerns. Payroll systems, in particular, can be complicated and time-consuming to manage, which is why executives look to outsource to more cost-efficient payroll services.

Employee Benefits: An HR Executive’s Top Priority

Employee benefits, an indirect form of salary, are a vital consideration when it comes to how and why a company attracts and retains the best employees. No wonder HR executives focus on the benefits that their companies offer, compared to others in the same or similar businesses. For instance, there is little in the way of public medical and dental benefits in the United States. Consequently, these two factors are among the most significant considerations when a prospective employee is looking at a company. The importance of salary negotiation benefits is liable to be in front of the line, right after the salary itself.

While many candidates fresh out of college or rising from lower echelon positions tend to focus on salary, this is not so for candidates eligible for more senior positions. More than salary, the seasoned professional is focused on the indirect pay, the benefits. And benefits mean more than health and dental. Senior employees typically look for vacation/personal time, stock options, pensions and 401(k) matching, family leave, and the like, which means the HR department must find a way to keep track of their benefits package in a manner both efficient and scalable.

Reasonable HR Benefits

Two categories of employee benefits exist in the United States: benefits required by law, and optional benefits offered by an employer. Legally required benefits include company-sponsored savings programs, such as employee contributions to a 401(k) with a percentage of funds contributed by the company; medical and dental insurance; unemployment insurance; Social Security contributions, and more, while company-specific benefits may include such perks as tuition assistance, profit sharing, paid sick leave, and stock option plans, just to name a few.

Depending on the organization’s size and the benefits portfolio, keeping up with such a wide range of concerns can be daunting for larger corporations, but equally challenging for small companies.

HR Management Best Practices

Best practices should not be confused with HR activities, such as payroll, attendance, training, and so on.  No, best practices involve the overall strategy of the HR department. It should also be noted that there tend to be two schools of thought on best practices. The first, the “best fit” approach, seeks to align human resource policies with the larger overall strategy of the business being supported. The second, the “best practices” approach, posits a universal set of HR practices that any company can use to achieve business excellence.

Leaving aside the best fit school of thought, the current line of thinking on best practices is that it should be employee intensive. This thinking means an organization can excel if: a) it works to ensure job security, b) it offers fair compensation, c) it offers continuing education and training, and d) it ensures that anyone in the organization easily obtains pertinent company information.  (This list is by no means definitive.)

Executives Who Manage Benefits Effectively

Effectively managing HR benefits involves effectively managing such HR activities as these, and more:

• Payroll
• Yearly employee surveys
• Planning, design, and implementing benefit changes
• Maintaining benefit information
• Staying abreast of state, federal, and international laws
• Monitoring compliance with government regulations

HR Management Systems

There are many HR management services available to businesses today, but not all are equal. Some are simply specialists in one field, like payroll services, while others may offer comprehensive services yet ultimately lack the depth and expertise that the client requires. An effective HR management service will have a specific target for their expertise. Instead of a one-size-fits-all approach, effective service will specialize in small or medium-sized business support. A reputation for integrity and service is a hallmark of the best HR management services.

Effective Benefits Management Systems

Effective benefit management systems simplify complex processes and procedures, are easy to use, and are cost-effective. There is no sense in outsourcing if the service cost is greater than the current organizational overhead. Moreover, they offer an efficient method for managing mission-critical factors such as:

• State, federal, and international law compliance
• Monitoring employee turnover
• Locating the appropriate talent for your needs
• Leadership training
• Employee training
• Benefit management
• Payroll services

An Expert to Help You Through the Labyrinth

In HIS Name HR is an innovative, reliable HR management service designed for small and medium-sized companies. Comprehensive in our approach and focused on our customers’ needs, In HIS Name HR offers full-spectrum support for your small or medium-sized concern.

We can help you navigate health and benefits brokers’ intricacies, current regulations, and increase workplace productivity. Among our other areas of expertise are recruitment, how to find and retain the best people, and compliance with employee benefits law to ensure that state and federal requirements for employee protection are in place. We also specialize in employee-benefits design, the best benefits packages available for the money, and organizational development to keep your business on the right course.

Regardless of whether you are a small or medium-sized firm, HR management in the modern business environment is a challenge. Even the largest companies find adequate HR solutions time consuming and, frequently, not aligned with the organization’s objective. In HIS Name HR helps our customers to assist in their HR processes and encourage an agile and productive business. We offer leadership training, business coaching, and organizational coaching, all at an incredibly affordable price.

With In HIS Name HR, you no longer have to negotiate the labyrinth alone.

Mark A. Griffin | Blog, Christian Higher Ed HR, Human Resources

Integrate — Creating Meaningful Communication Processes

Dec 12, 2020

Integrate — Creating Meaningful Communication Processes

The first question most management teams have after creating a new Mission, Vision and Values statement (MVV) for an organization is: What do we do with it? Integrating into all aspects of your HR processes is paramount to the success of your MVV. The heart of these processes typically lies within the communication processes and employee relations materials of the organization. Since HR typically controls this function, it becomes that much easier for them to communicate the MVV statement effectively.

There are countless avenues to share and ingrain your MVVs within your organization, as well as clients and customers. These can include but are not limited to:

• Your organization’s newsletter
• Your organization’s website
• Brochures in the front lobby as a takeaway for visitors
• Postings in employee break and meeting rooms
• Hand copies to applicants during employment interviews
• Your organization’s marketing materials
• The reverse side of your organization’s business cards
• Inclusion in the packaging of all shipments

If it is important enough for the company to include in the employee handbook, the recruitment process, the performance review process and the employee job descriptions, then it is certainly important enough to include in the above areas as well.

Several years ago, I worked with a company where more than a few of the employees were nervous about sharing the company MVVs with people outside of the organization. Their fear was that the Christian overtones in the MVV statement might offend customers in the Middle East. Others were nervous that prospective employees might be offended or misinterpret our intent.

When the smoke cleared and time went by, employees started to realize that the advantages far outweighed the disadvantages; it did much more good than bad. 

Ultimately, the majority of employees supported it, and, as a result, customers displayed a newfound confidence in us, and our integrity. The customers from the Middle East never complained, and we received more compliments than complaints from applicants. I believe that is how God works. When we stand for Him, unashamed, anything is possible. When we don’t, we are subject to a not so nice outcome.

What will you do? I say, be a difference maker, and be bold in your faith. At the end of your life, what will you tell God? I will say, “Father, I hope You can see I was not afraid and tried to be Your good and faithful servant.

How have you chosen to share your MVV with your employees? How about the community and your customers/clients? Let us know by sharing your comments below. Thank you.

Mark A. Griffin | Blog, Kingdom Company Building

Love People

Dec 7, 2020

Join Mike and Mark as they discuss, Love People.

Mike Henry Sr. is a follower of Jesus interested in applying character-based leadership to make a positive difference. Mike’s passion is to Elevate Purpose and Mobilize People. Mike wants to live his life daily moving one notch closer to Jesus and helping anyone else do the same.

Having spent over 20 years working in Human Resources, Mark has witnessed the varying, sometimes dramatic changes that workplaces undergo and has an established track record of effectively developing HR programming tailored to provide high-performance organizational results. Mark currently leads the HR consulting firm that he launched in 2011, In HIS Name HR LLC. 

Have iTunes?  Listen Here

Mark A. Griffin | Blog, Christian Higher Ed HR, Inspiration, Podcasts

How to Choose the Best Payroll Service

Nov 18, 2020

Looking for a guide to best practices in cost-effective, efficient payroll service options? Many of our clients ask us about payroll services. Our role in leading or supporting human resources includes helping our clients secure the best payroll service tailored to their individual needs.

Because we are not brokers, we don’t play favorites or maintain a financial relationship with any payroll firm. This independence, this objectivity, enables us to screen and get every client the best payroll service at the lowest cost.

Payroll management can be complicated or straightforward, depending on the number of employees and the payroll processes involved. To avoid errors, small and large organizations often turn to payroll service providers for well-planned and effective payroll administration. Selecting the best payroll service is essential. What constitutes “best” for you is based on your organization’s size, payroll processing budget, and how much payroll responsibility you want to maintain. What should you look for?

Services and Price

The best payroll service organizes all employee payment tasks and files employee taxes. When choosing a payroll service, it must perform such necessary HR activities as calculating wages and keeping track of employee work hours, withholding deductions and taxes, printing and delivering checks or direct deposit, and paying employment taxes. A good payroll service’s primary features include: attendance management, overtime management, allowances management, leave management, and report generation. Determine how you are being charged for each service provided and don’t buy more than you need.

Simplicity and Ease of Use

The best payroll service should be simple and easy to access and use. You must have easy access whenever you need it, depending on what management reports and employee information you need. This includes comprehensive employee details and a full history of past and current pay slips. A good payroll service allows you to change employee data easily, manage employee loans, and transfer funds electronically to all major banks and payment services. When you choose a simple and easy-to-use payroll service, all balances and details are displayed in an easy-to-understand and straightforward format, allowing you to budget online and plan staff costs.

Security and Responsibility

When picking a payroll system, look for security features that guard against information tampering. The payroll service provider you select must be credible and a brand recognized for providing quality. Once you choose your payroll service, it is you who decides how much control you want. The best payroll service allows you adequate control and the option to view all information and previous reports. Clarify responsibilities with them so you know what to expect from the payroll service provider and what they require of you, and when.

Flexibility

Payroll service needs are unique for every organization, and the specific tasks vary. The payroll service you choose should generate customized reports and be flexible to your company’s particular needs. The best payroll service should be scalable as your organization grows. It should be able to expand with your organization to ensure you gain the planned benefits. And you need to choose a service compatible with your way of doing things, one that is flexible to automationfor speed and accuracy. If you have multiple organizations, choose a payroll service that functions well with your other companies.

Customer Service

Discuss your specific requirements with the provider to ensure you are on the same page. An excellent payroll service provider understands your objectives and suggests solutions. Be keen to understand the functional and technical aspects of the payroll service agreed on. When choosing a payroll service, select a provider dedicated to the project to ensure ongoing customer support, customization, and upgrades. Establish the after-purchase care you expect, the terms of your maintenance contract, and confirm that the payroll service you choose has an easily accessible help desk.

Training

Training your employees and HR team on the new payroll service is vital to successful implementation. You don’t want everyone reverting to the old ways of doing things. Instead, they should adhere to the new payroll procedures to ensure you get the best out of your new payroll service. That means selecting a service provider with adequate online support and training manuals to ensure that both the HR team and employees can easily access the training materials needed to use the service successfully.

Test Drive

When choosing a payroll service, it is crucial to consider a provider who will let you test the service to determine suitability, so you can be sure you get the precise service you need. Senior management, your HR team, and other critical employees should all perform the service test before you buy. Test driving will determine if your team will be comfortable with the new program. Many payroll services have portals where you can simulate the use of their products. Take advantage of this opportunity.

Concerned about the HR programs at your organization? The benefits of having a trusted partner to guide you and your team to excellence can be invaluable. Contact us today. You—and your employees—will be glad you did.

In His Name HR helps organizations build high-performance human resource programs. E-mail us here.

Mark A. Griffin is President and Founder of In His Name HR LLC. Connect with him on LinkedIn and Twitter.

Mark A. Griffin | Blog, Christian Higher Ed HR, Human Resources

Great Organizations Are Built on Solid Job Descriptions

Nov 1, 2020

“Job descriptions (JDs) are just so 1980s,” a young HR graduate recently commented to me, He could not be more wrong. Having worked in HR for over 25 years, I can tell you that some things just don’t change—and shouldn’t change.  New technology consistently bombards us; faster, better, and sleeker processes seem to overwhelm us.

One thing that will never change is the fact that, in order to be a High Performance Organization, you still need to get some  “old school” work done. Don’t let technology and “the new workplace” fool you. Now, more than ever, you need JDs.

Here are eight good reasons why:

Recruitment – As you grow and expand, it is almost impossible to hire legally or correctly when lacking a solid, well-written job description.

Teambuilding – It is difficult for Teams to form and support each other when job duties are gray and tasks constantly conflict or interrupt each other. It is enlightening to know what each Team Member is responsible to accomplish.

Performance management – This enables you  to set measurable performance goals based on duties listed in the corresponding job description. Having them listed, in writing, signifies their importance.

Training and employee development – You can use job descriptions, along with descriptions of possible job promotions, as a tool to determine what to pursue in regards to classes, seminars, and other career development activities in order to close gaps.

Compensation- JDs can be helpful in developing a standardized compensation program with minimums, maximums, and target pay for each position. They help highlight internal equity issues to decision makers and contribute to fairness.

Recognition and rewards – You can use job descriptions as a baseline for performance, and as a tool to encourage performance “above and beyond” the job description, in order to distribute recognition and rewards or just plain old praise!

Discipline – Sometimes employees just don’t do what needs to be done. Hopefully, this does not happen at your place of work, but sometimes Team Members fail each other. If you need to, you can use job descriptions to illustrate when employees are not performing up to agreed-upon standards.

Essential job function analysis – The physical and environmental setting is important in order to provide employees, including new hires, who need accommodation. Not only is this the right thing to do, but it is also the law.  As of July 1992, the Americans with Disabilities Act (ADA) mandates that an organization assist an employee when a request is made for a reasonable accommodation under the ADA.

Some Key Points to Ensure a Great Job Description Process

• Have the employee own their description
• Remember that no one knows the job better than the employee doing it
• Make the employee accountable to complete it and have HR review it
• The manager should have final JD authority and reserve the right to make changes to the final document, incorporating dialogue with the employee

Don’t make JDs more work then they have to be. Instead, make it a process to enjoy and learn from—it does not have to be awful.

Be joyful and helpful with the process, and your staff will love you for it!

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In His Name HR helps organizations build high performance Human Resources programs. Visit them at In HIS Name HR or e-mail them here.

Mark A. Griffin is the founder and chief consultant of In His Name HR LLC. Connect with him on LinkedIn or Twitter.

Mark A. Griffin | Christian Higher Ed HR