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.
$305,000 in Employer Fines Upheld for I-9 Violations
Human resources can be complicated these days. Few would argue with that. But sometimes it’s the most basic human resources processes that can cause the greatest damage to any organization when not done right. And that disaster can be compounded if you lack a skilled professional to provide oversight.
When I say any organization, that includes any college, university, church, ministry, hospital, nonprofit or for-profit company, and even youth camps. Small organizations are not immune. No matter what size or kind of organization you are, if you employ staff, you must be diligent in following state and federal employment laws.
Recently, DLS Precision Fab, an LLC in Phoenix, Arizona, assumed they had made the right decision in hiring what appeared to be a seasoned HR professional. Much to their chagrin, despite his credentials, the human resources professional they hired proved inept and derelict in his duties when it came to maintaining the administration of the firm’s I-9s.
What is an I-9, you ask? Well, if you employ people and don’t know what an I-9 is, that’s a huge red flag, right there! Here is the definition as provided by ICE, the U.S. Immigration and Customs Enforcement:
Form I-9 is used for verifying the identity and employment authorization of individuals hired for employment in the United States. All U.S. employers must ensure proper completion of Form I-9 for each individual they hire for employment in the United States. This includes citizens and noncitizens. Both employees and employers (or authorized representatives of the employer) must complete the form. (Source)
We, as an established HR firm, are continually astonished that organizations think that because they are a school, church, camp, or nonprofit, the I-9 is not a requirement. The law clearly states: “All employers must complete and retain Form I-9, Employment Eligibility Verification, for every person they hire for employment on or after Nov. 6, 1986, in the U.S., as long as the person works for pay or other type of payment.”
All employers must have I-9s for every employee, regardless of the employer type or size!
Back to the case concerning DLS in Arizona, they were in a growth mode and had conscientiously made an effort to comply with state and federal employment laws by hiring an HR professional to handle compliance. Unfortunately, as the appeal by DLS states, the HR professional failed in his duties:
DLS is a company located in Phoenix, Arizona, providing custom sheet metal fabrication in a variety of industries. In the late 2000s, DLS grew to about 200 employees because of the expansion of a Department of Defense program. To deal with the sudden growth of its workforce and ensure its compliance with applicable state and federal employment laws, DLS hired a well-credentialed human resources director (the “HR director”). Unbeknownst to the company, however, this individual shirked his responsibility to ensure the company’s compliance with the INA to the point, as later described by DLS, “of literally stuffing the government’s correspondence in a drawer and never responding.”
Their legal problems started in 2009, when ICE served DLS with a notice of inspection and an administrative subpoena. After the onsite visit and a thorough review of their I-9 forms, DLS was served a notice of suspect documents. In October 2012, ICE served a notice of intent to fine.
DLS quickly responded by requesting a hearing before an administrative law judge, and ICE countered by filing a six-count complaint alleging that the employer failed to comply with employment verification requirements and continued to employ 15 individuals despite knowing they were ineligible for employment, all in violation of the Immigration Nationality Act.
Now, in 2017, in an attempt to reverse the violations, DLS Precision Fab appealed—and promptly lost. Richard Clifton, assigned to the case through the Ninth Circuit Court of Appeals found DLS Precision Fab liable for 504 of the 508 alleged violations, 489 of which were I-9 paperwork violations and 15 of which involved DLS Precision Fab’s ongoing employment of ineligible aliens. As a result of the actions of the so-called HR professional, DLS Precision Fab was ordered to pay civil money penalties totaling more than $305,000.
Understandably, this has landed the company in dire straights, and it is now is in the midst of Chapter 11 bankruptcy proceedings. While we can’t be sure that these violations are solely responsible for the bankruptcy filing, it certainly hasn’t helped, adding to their already stressed organizational longevity.
Perhaps, like DLS, you assume your HR staff are competent and on top of complying with all your legal requirements. But are you sure?
The first thing you should you do is have all of your HR processes independently audited by a human resources processional, one with the right experience. We can help. Our HR Assessment, conducted by our skilled team of HR professionals will determine whether you’re protected or at great risk. We help clients across the country. Don’t hesitate—it could be costly.
Wondering what is all behind the process of developing a High Performance Organization? Wonder no more. Check out our Infographic for those who learn by seeing.
Often we are asked how best to support family values and protect our freedom as Christians when doing business. The same extends to churches, Christian colleges, ministries and camps. The following organizations do just that.
Find an organization that operates in your state and support them. Connect with the leadership; attend functions in person and virtually. Help them get the word out to the community about what they are doing to promote Christian values within your state.
We can all make a difference—but we must be active to do so.
In case you haven’t already heard, the Supreme Court recently ruled, on the basis of Title VII, that discrimination against LGBTQ workers is prohibited.
According to the U.S. Equal Employment Opportunity Commission, “Title VII prohibits employment discrimination based on race, color, religion, sex and national origin.”
Some states, like California and New York, already had this ruling in place. However, the Supreme Court passed this ruling for all states.
You may wonder…
How does this affect your church or nonprofit organization?
What about religious colleges and camps?
Are non-ministerial positions affected?
These are valid questions. What we know right now:
Ministers and clergy are exempt from discrimination disputes that include sexual orientation or transgender issues.
Religious employers, including colleges and camps, are also exempt. (However, this might change if the Supreme Court overturns the exemption.)
Religious organizations are exempt, which includes non-ministerial positions.
4 Steps You Can Take to Preserve Your Protections
Although religious employers and organizations are exempt, there are four steps you should take to protect yourself from liability, should they arise.
1. Document Religious Beliefs
Document your religious beliefs regarding human sexuality and marriage in your statement of faith, bylaws, employee handbook, and staff lifestyle/covenant agreements.
Make sure your employees sign these agreements. Discuss these documents with your staff yearly to ensure everyone is on the same page.
When your beliefs are listed, in writing (specifically on human sexuality and marriage), it can be used as documentation to affirm your exemption, if needed.
2. Update Job Descriptions
Create job descriptions that detail the functions of each position in a religious establishment.
Think about how this position (even if it’s non-ministerial) plays a crucial role in the religious function of your organization.
To be safe, include spiritual requirements or your statement of faith in the posting of the description.
3. Be Clear Throughout the Hiring Process
Remain consistent through the hiring process. Be clear about the requirement that candidates align with your statement of faith.
Only accept applications where applicants share the same religious beliefs.
Continue to communicate your religious beliefs throughout the process of the hiring and onboarding process.
4. Consult a Legal Professional
If you’re unsure or just want to ensure all the i’s are dotted and the t’s crossed, consult a legal professional to assess any potential risks.
There are some great law firms that deal specifically with nonprofits and religious organizations. What we provide here does not constitute legal advice. Please read this disclaimer if you have any questions regarding the information here.
Two Recent Rulings That Support Religious Organizations
Our Lady of Guadalupe School v. Morrissey-Berru
James School v. Biel.
Highlights
In both cases, two teachers at Catholic schools were not offered contract renewals. Both teachers filed discrimination claims in federal district court against their former employers. The court ruled that both schools were protected religious organizations, exempt from anti-discrimination employment laws.
Both teachers appealed to federal circuit court, which reversed the district court’s ruling in one case and denied petition for rehearing, and for rehearing en banc, in the second case.
The Issue at Hand:
Whether the First Amendment’s religion clauses prevent civil courts from adjudicating employment-discrimination claims brought by an employee against their religious employer when the employee carries out important religious functions.
Status
Important news for religious organizations. On July 8, 2020 (during the time of the writing of this post!), the U.S. Supreme Court consolidated both cases and, In Our Lady of Guadalupe School v. Morrissey-Berru, the justices held that employment discrimination suits by the teachers fired by Catholic elementary schools are barred by the First Amendment’s “ministerial exception.”
What if the exemptions change?
Some of these exemptions might be subject to change. There are still court cases, specifically regarding religious colleges, on whether teachers should be exempt from this ruling or not.
Depending on the outcome of these cases, the exemption on religious colleges might be overturned.
If this does happen, the atmosphere of many religious colleges would change. What might we do then?
A passage in the book of Romans offers us insight:
“Let everyone be subject to the governing authorities, for there is no authority except that which God has established. The authorities that exist have been established by God. Consequently, whoever rebels against the authority is rebelling against what God has instituted, and those who do so will bring judgment on themselves.” (Romans 13:1–2 NIV)
This passage tells us that we should obey the law of the land, because it has been ordained by God.
But what if the law of the land goes against God’s law?
Does God’s law supersede the law of the land?
The Story of Shadrach, Meshach and Abednego
King Nebuchadnezzar issues a decree that “everyone who hears the sound of the horn, flute, zither, lyre, harp, pipe, and all kinds of music, must fall down and worship the image of gold that King Nebuchadnezzar has set up.” (Romans 3:5 NIV)
Shadrach, Meshach and Abednego were faithful Jews who followed the ways of the Lord. They refused to worship idols or other gods. Because of their disobedience to King Nebuchadnezzar, they were brought before him to undergo punishment.
The punishment?
To be thrown into a blazing furnace!
King Nebuchadnezzar gave them one more chance to obey him and bow down to the idol.
How did Shadrach, Meshach and Abednego respond?
“King Nebuchadnezzar, we do not need to defend ourselves before you in this matter. If we are thrown into the blazing furnace, the God we serve is able to deliver us from it, and He will deliver us from Your Majesty’s hand. But even if He does not, we want you to know, Your Majesty, that we will not serve your gods or worship the image of gold you have set up.” (Daniel 3:16-18 NIV)
Because of their unwillingness to bow to the idol, they were tied up and thrown into the furnace.
But the story doesn’t end there.
God rescues the three men of faith and they emerge unharmed.
Final Thoughts
If the law of the land conflicts with God’s law, we are instructed to follow God’s law.
There have been many points in history where Christians have had to follow God’s law rather than the law of the land. Many martyrs of the faith have demonstrated this. Though no one in any religious organization is likely to face losing their life, we most certainly do run the risk of losing rights, funding, access to resources, and lose our reputation in the broader community.
As the courts and culture continue to shift away from a historic Christian worldview, it may become more difficult to live out our faith. When faced with difficult situations, I find it easiest to revert to loving everyone. We can’t expect those who don’t align with biblical teaching to act as if they do. Be patient. We are called to love others and we should deal with these matters with grace.
That said, I pray you are encouraged and remember to maintain kindness when dealing with controversial topics such as this. We are facing ever-changing tumultuous times in the workplace. Our beliefs are being challenged and many are waning in their strength to support the gospel of Jesus Christ. Stay strong, and always remember that the truth will always remain the same, yesterday, today and tomorrow.
No organization, no matter how well run, is immune to employee workplace complaints. Whether you employ fewer than 50 employees or manage thousands, some form of complaint will inevitably be filed against your organization or one or more of its members. In our wide experience, which spans for-profit and nonprofit organizations, including colleges, universities, churches and ministries, we have witnessed complaints filed in a variety of areas, including:
With the potential liability being so high, and the risk of negative publicity, the benefits of using an independent investigator are not to be dismissed: External independent investigators demonstrate and support an organization’s integrity and desire for objectivity, protect the confidentiality of its operations that an internal conflict of interest could otherwise jeopardize, and insulate the employer from claims of retribution toward whistleblowers.
Integrity/objectivity
When an organization outsources an investigation to an independent, external specialist, it demonstrates to its employees that it is intent on doing the right thing: to permit the impartial examination of the events in question, irrespective of the outcome. In contrast, when an investigation is performed internally, such as by a manager employed by the company, it’s understandable that the employee might fear their complaint could cast a shadow over their future at the company, whether consciously or unconsciously, particularly if they have any dealings with that manager. There’s no shortage these days of bad publicity when an organization appears to dismiss or bury a complaint or retaliate against the complainant, whether it’s in public or private companies or within our government.
Avoid conflicts of interest and protect confidentiality
If you’re thinking that you can safely delegate workplace complaints and violations to in-house counsel, we urge you to think again. Should the complainant feel their complaint was not handled impartially or that they’ve been subject to harassment or retribution attempts, you might well find your organization facing a lawsuit. Should it go to trial, the prosecuting attorney will look for any signs of conflict of interest and/or lack of impartiality that suggests the internal investigation was flawed. And you might find your in-house counsel on the stand, testifying to conversations and dealings you assumed would be protected by attorney-client privilege but were forced to waive. An independent investigator, on the other hand, can only testify to what their investigation of the pertinent circumstances revealed.
The experienced investigators used by In His Name HR are independent of your organization, with numerous similar investigations under their belt with findings both for and against employers, further highlighting their impartiality. For example, our investigators refrain from using words like “we” and “us,” making it obvious to both judge and jury that no relationship between them and the organization exists that would tip the investigation in the organization’s favor. Again, an outside investigator does not represent the organization, and their statements are limited only to what they learned in the investigation—nothing else.
Allay employee fears of retribution
in our experience, most human resources managers and other authority figures do not treat employees differently when concerns are aired about the organization, or even about individual managers. Still, it’s understandable that such an employee might have concerns or fears that raising an issue might negatively impact their career path or even result in retribution. For example, a complainant who has been passed over for promotion months after they filed a complaint might see things differently.
We have spoken to employees who participated in internal investigations who said that the internal investigator now “sees me as a problem, or a complainer.” Most internal investigators are trained and prepared for this. However, whether real or perceived, it is an issue. Even if the internal investigator can separate what was said in the complaint and operate objectively going forward, participants may likely never be convinced that the internal investigator can “unhear” what was said and not be influenced by it.
When you use an outside investigator, however, those concerns are allayed. A third-party investigator can conduct a full, independent investigation while the organization and employees carry on the business at hand without employees fearing future effects.
The bottom line
Is this a cause for concern? It should be. We work in difficult times, under increased scrutiny. Complaints are on the rise—sometimes daily. HR departments are overburdened. With the news escalating in the media surrounding harassment, discrimination, and hostile work environments, employee complaints have now reached record levels.
Let us allay your concerns. Reach out to us to discuss having a trusted partner to guide you and your team in the event a complaint arises.
Contact us today. You—and your employees—will be glad you did.
In His Name HR helps organizations build high-performance human resource 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 and Twitter.
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The Covid-19 pandemic caught many people off-guard, and has proven to be a hard time for nearly all of us in one form or another. Employers who were forced to close due to the lockdown and cannot afford to maintain staffing have laid off employees. Yet, opportunities have arisen to those with an eye to adapting. Many organizations, sensing a future that involves an expansion of telecommuting and the use of independent contractors, have begun hiring remote workers for routine tasks.
As a result, hundreds of thousands of jobs that can be performed offsite and at a distance are more readily available today.
If you are looking for places to start your job search, particularly with nonprofit and for-profit religious organizations that strive to maintain Christian ethics in the workplace, these resources should help.
Job Shepherd was created to meet the demand by Christian employers, including ministries, camps, churches, colleges, and Christian for-profit companies in their search for qualified job candidates.
Christian Remote Jobs
If you are looking for a job that is Christian influenced, these religious organizations offer Christian employment opportunities that can be fulfilled safely from home.
Universities
Concordia
Concordia, a nonprofit institution established by the Lutheran church, is one of the best providers of faith-based jobs, and are currently seeking remote faculty to teach their college courses online. Find Concordia’s job opportunities here.
Grand Canyon University
Want to work in a faith-based institution that weaves a Christian perspective through their curriculum? Then Grand Canyon University is an ideal choice. In light of the current global pandemic, the university is hiring both part-time and full-time adjunct faculty to teach online courses.
Northwest Christian University
Northwest Christian University is hiring faculty for a variety of subjects. All faculty positions are remote and selected persons will teach from offsite locations via online lectures.
Ohio Christian University
Ohio Christian University is also hiring remote-based faculty to teach a variety of subjects online.
Companies that match employers to remote employees and independent contractors
Belay
This company was created as a work-from-home company, and hires bookkeepers, executive assistants and web specialists. The vision of Belay is to “glorify God by rendering solutions that equip clients with the confidence to climb higher.” Check out Belay’s jobs here.
Christian Job Fair
This is a Christian-owned, privately held company that helps you find work that requires a degree, but also work you can do without any specific degree or skills. Virtual positions were on the rise before the pandemic, and in the current situation, the need has grown exponentially.
Christian Job Fair allows job seekers access to thousands of Christian ministry jobs, and positions with religious nonprofit ministries. Christian organizations and churches are provided with an easy and inexpensive way to hire for their Christian jobs, ministry jobs, and church openings. Christian employers can interview through chat, Skype, Zoom, email and phone. Website
Christian and Other Job Boards
In addition to the companies listed above, Christian job boards can also be of great help. For example, ChristianJobs.com is a job board that connects believers in the workplace. Here you can find jobs that exclusively promote Christian ethics in the workplace. They now feature a Work from Home category for any qualified candidates.
FlexJobs
This is a paid membership job board which promotes flexible and remote work, and they feature a specific section for Christian job seekers. They vet every job posting to avoid scams. Connect with FlexJobs here.
Hire My Mom
This website connects moms who are seeking work-from-home jobs with professionals. Its founder, Lesley Pyle, is a lover of Jesus and has strong faith in humanity. Visit Hire My Mom here.
Indeed
Indeed pulls the results from all major job board sites, including faith-based jobs, saving you considerable time and effort when searching for your next job.
Jobs In Christian Higher Education
The Association for Biblical Higher Education (ABHE)
ABHE is made of approximately 200 postsecondary institutions specializing in biblical ministry formation and professional leadership education. Visit ABHE’s Job Board.
The Council for Christian Colleges & Universities
CCCU is a higher education association of more than 180 Christian institutions around the world. With campuses across the globe, including more than 150 in the U.S. and Canada and more than 30 in another 18 countries, CCCU institutions are accredited, comprehensive colleges and universities whose missions are Christ-centered and rooted in the historic Christian faith. See CCCU’s Job Board here.
Association of Business Administrators of Christian Colleges (ABACC)
The mission of ABACC is to improve the standard of business management in schools of Christian Higher Education by providing professional development, networking and mutual support to their business leadership. Find ABACC’s Job Board here.
Christian University Jobs (CUJ)
CUJ provides access to career opportunities in more than 275 Christian universities, Bible colleges, seminaries, and vocational and theological schools in the US and Canada. Source CUJ’s Job Board here.
Secular Companies
In this Fox Business article, get tips and leads on identifying secular companies that are now seeking to hire remote workers, including Aetna, Adobe and Dell.
These are changing times for all of us. We pray that these resources will jumpstart your job search.
Presented and hosted by The Association for Biblical Higher Education (ABHE)
During this crisis, one of the greatest at-risk groups at every Christian higher education institution is your greatest intangible asset—your employees, the faculty and staff who so faithfully serve your students. Balancing fiduciary responsibility while caring for your employees is a serious challenge at most of our Christian higher education institutions.
Recorded April 30, 2020
Click Below to Watch
Gain key HR insights from the CEO of In His Name HR, Mark Griffin, on options for employee pay and relationships as you financially navigate these uncharted waters.
We cover the following 5 crucial points:
Reduction in force – What is the difference between furlough, layoff, and reduction in force? How do you approach changes with grace, respect, and dignity?
Communication keys – Over-communicate with employees with transparency, addressing emotional concerns, decisions, and forecasts.
Employee focus – Ensure all of your job descriptions are updated and understood, especially as duties shift. Organizational design – Update your organizational chart with current reality and future options.
Vision and value driven – Energize employees in the importance of your mission, vision, and values
These and other issues will be addressed in this important 1-hour webinar by a keen partner and consistent High-Performance Human Resources blogger with ABHE, Mark Griffin.
If you’re dealing with employee relationships during this crisis, we hope you’ll listen for his invaluable counsel. ABHE is comprised of approximately 200 postsecondary institutions specializing in biblical ministry formation and professional leadership education.
Does your organization need HR help, whether due to COVID-19 or simply concerning normal business practices? If so, don’t panic. We are here. We can help.
If you’re struggling with the current pandemic crisis, and what it means for your organization and your employees, and need someone to listen to your concerns who can help, contact us today.
Times are scary, for sure. We are now in the middle of a pandemic, and for many of you reading this, you are understandably concerned that your organization may well not make it through. Many share those feelings. You’re not alone. And we’re here to help.
A number of organizations, on the other hand, are confident that they will continue to prosper. For organizations to be successful, they must face the pandemic crisis head on and at the same time focus on high-performance human resources (HR) practices. Now, more than ever, your employees need hope and a future, and they desire and require strong leadership to get them there. Now is not the time to falter and flounder.
In HIS Name HR is approaching its 10th year. We have a national presence and the technology to help implement high-performance HR programs from a distance. Using tools such as Skype, Zoom, and FaceTime, we continue to guide organizations to success.
These are unprecedented times, with considerable uncertainty, both now and in the future. Never before has supportive Christian leadership in the workplace been more important.
Thanks to our efforts, our clients realize considerable gains in productivity, employee satisfaction, and reduction in hiring time within weeks of our partnership. We are the leading company for human resources (HR) outsourcing & HR consulting services from a Christian perspective. We offer support in all aspects of HR compliance and program development.
Does your organization need HR help, whether due to COVID-19 or simply concerning normal business practices? If so, don’t panic. We are here. We can help.
If you’re struggling with the current pandemic crisis, and what it means for your organization and your employees, and need someone to listen to your concerns who can help, contact us today.
The past weeks have been unprecedented—truly historic—regarding the global human resources implications due to the novel coronavirus pandemic and the ensuing COVID-19 disease. Typically, we address our articles to leadership professionals in the workplace. However, in light of the current situation, this article is for anyone, at any level of an organization, who has found themselves thrust, without warning, into working remotely.
Many such employees have contacted us, having been told by equally unprepared leadership, “It’s not safe to come into the office. Just do what you normally do, but do it from home.”
Organizations, some of our clients among them, have abruptly shifted into panic mode. You may be reading this article having found yourself also suddenly having to work from home instead of from your customary office or workplace.
Understandably, many organizations were caught unawares, and are not equipped to handle the logistics of managing people remotely. Regardless, organizations still need to operate, to serve their customers and remain solvent.
While it has caught nearly everyone, indeed the country, off guard, it is of utmost importance that you, as an employee who draws wages from your employer, come to grips with the fact that you must remain impactful if you and the organization is to survive. When organizations succeed, they can pay their employees who, in turn, can support their families and the communities in which they live.
So, let’s review some areas that will help make you successful while working remotely. These features are proven to work, and have been used successfully by individuals who were assigned remote work, not out of crisis but more often the result of being geographically distant from coworkers.
5 Pointers to Help You Succeed as a Remote Employee
Establish workspace boundaries – Ensure a good working environment, a dedicated space to do your work. Can you shut the door against distractions when you need to work and otherwise maintain a good work–life balance?
Ensure your ability to concentrate – Will children, friends, or other personal obligations regularly interrupt you?
Stay organized – Can you make a schedule and stick to it? Will you create checklists to keep you on track?
Promote and maintain productivity – Have you been provided expectations and goals? Can you obtain help quickly if you hit an obstacle?
Maintain your focus and fitness – Can you take short, regular breaks throughout the day to stay fresh and avoid fatigue or burnout?
What single safeguard makes telecommuting most effective? Ajob description!
There’s no question that it’s preferable to have done the groundwork and crafted a solid job description for yourself before telecommuting. When employees find themselves thrust into working remotely, without the necessary preparations, trouble often lies ahead.
A job description is not only important from an employee empowerment standpoint; it’s a strategic necessity. Both your and your organization’s productivity and growth can be stymied when skills and competencies are unknown or undefined variables. Be detailed and specific about the requirements placed on you, and make sure they are part of your job description.
Finally, if you are concerned about your longevity with your employer, help create a process to make it hard for them to dismiss you. As a human resources expert, I almost always find employee terminations or separations from organizations are the result of the employee being viewed as not contributing to the organization. But that’s not always the employee’s fault. Many times this is management’s fault, because they failed to furnish key guidance or measurable metrics designed to enable employees to perform successfully.
If your organization has failed in this area, make it a point to do it yourself. Develop key measurements and a daily schedule that you can share with your leadership that validates why they need you.
In our next article, we explore the above five tips further: workspace boundaries, the ability to concentrate, self-organization, productivity, and focus and fitness, in order to better help you to succeed as a remote employee. With the right approach, it can be done.
