Do Not Trust Robots

Gallup’s Q12, a twelve question survey administered to employees to measure engagement, has been around since 1996. Since that time tens of millions of employees from 195 countries have taken it. Every single question focuses on managerial or team soft skills rather than salary or benefits. On Amazon, there are over 57,000 books in all formats with the word ‘Leadership’ in the title. Most people seem to know that the number one reason people leave jobs is because of their manager. So given all that we know about good management, the following recent statistic may come as a surprise:

58% of respondents would trust a stranger over their own boss.

Then again, if you’re one of the 95 million people who used Uber on a monthly basis in 2018 maybe it’s not so shocking. Trust in strangers has gotten most people to the airport in time. But light-hearted comparisons aside, this is a seriously worrisome statistic. We know that trust provides the foundation of workplace engagement, job satisfaction, and a thriving organizational culture. So why, given that this is the heyday of leadership and engagement, is faith in management so abysmally low?

According to a recent CareerBuilder study, 58% of managers said they did not receive any management training.

The correlation is striking. It appears that though we have a list of leadership development resources that grows every day, organizations aren’t making use of them. I’d wager that most bosses aren’t evil-incarnate wretches that are undeserving of their direct report’s trust. Rather, too few organizations have invested the resources in teaching managers the soft skills that build and develop trust on a team.

If we don’t provide the training to our managers and supervisors, no engagement survey or leadership book will save our organizations from the steady churn of employees making a bee line for the door because they don’t trust their boss. Then they’ll probably take an Uber home.

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Werner Gourmet Meat Snacks

This Tillamook, Oregon employer produces over 100 varieties of top quality meat snacks, trail mixes, roasted nuts and candies. Did you know…

  1. Celebrating 25 years in business, Werner is still a family owned business (despite all the arguments). Recently the company refreshed their brand image and packaging to reflect the values and attributes on which the business was built.
  2. The business was started in 1994 by husband wife team, Ken and Karla Werner. Both produced their products in the family garage, using their minivan as a distribution “truck,” driving up and down the Oregon coast and selling Werner Beef Jerky to local shops and stores.
  3. Today the company employs 120 people in Tillamook and produces products in an 85,000 square foot facility, beneath a 135 foot American flag. Werner products can now be found across the United States.
  4. Very involved with the Tillamook community, Werner frequently donates to nearly every group and organization. Giving back to the community that has supported the company’s growth is very important to president and co-founder, Ken.
  5. Although the company has seen significant growth over the past 25 years, one thing has never changed: their adherence to a mission of providing the highest quality, best tasting jerky, meat sticks and snack products.

Cascade is proud to feature Werner Gourmet Meat Snacks, a confident family-owned business, proud of what they’ve built, comfortable in their own skin and ensuring their products are nothing short of perfect.

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Blog Image for May 28

In an ongoing effort to provide valuable, relevant, and comprehensive market wage data within the Oregon Regional Pay Survey, Cascade is excited to share a few recent survey changes.

Through our new survey partnership with Archbright, an employer association based in Seattle, Washington, the Oregon Regional Pay Survey has expanded significantly into Washington and will now be classified as a Regional Pay Survey. The survey will continue to represent organizations throughout Oregon and SW Washington, but will begin to see a larger population of Washington-based organizations within the participant demographic.

So what does this mean, exactly? Here are five important updates:

1. Title Change

The Oregon Regional Pay Survey, currently divided into three PDF reports (Executive, Exempt, and Non-Exempt), will now be titled the Regional Pay Survey. The Exempt and Non-Exempt reports will be combined into one Regional Wage report and the Executive report will continue to remain a stand-alone report.

2. New Benchmark Jobs!

With this partnership, we have added over 150 new jobs to the survey. Please participate now by taking a moment to review, job match, and input pay data for as many of the new jobs as possible.

If you have never participated in this robust survey, contact us for your unique login information. For past participants, you can also locate and review all new jobs by logging in to your survey account and under the Jobs Match tab selecting the “*2019 New Jobs” job family.

3. Increased Participation

Over the next couple of months, we anticipate survey participant counts to significantly increase. Higher participation typically leads to more jobs with sufficient data reported to support your pay decisions.

Increased participation can also positively affect the Custom Report Tool (our unique online tool that allows you to create custom surveys based on multiple data cuts) and the likelihood that sufficient data will be available for reporting. Within the published survey job reports, there will be multiple data cuts per geographic area, including overall norms for Oregon and Washington, as well as state-specific county and location data cuts.

4. Same Cost for 2019

The survey costs will remain unchanged for 2019. The new Regional Wage report (previously Non-Exempt and Exempt reports) will reflect the combined cost of the two PDF reports.

5. 2019 Publication Date

The 2019 Regional Pay Survey (Regional Wage and Regional Executive reports) will publish on July 29.

If you would like to participate in our Regional Pay Survey for the first time, do not remember your login, or have any questions regarding our surveys, please reach out to surveys@cascadeemployers.com.

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spring cleaning

Spring brings us sunshine and rain, which also brings us lots of flowers and plants growing all around us. While beautiful, it also means it’s allergy season! What better time to stay indoors with filtered air and get some organizational items checked off of your to-do list?

Spring cleaning isn’t just for old clothing and knickknacks laying around the house. It is also a great time for businesses to organize, get rid of things that can be shredded/destroyed and it is the perfect time to ensure all of your employment documents are up-to-date.

Here are some of the areas that should be cleaned up each year:

Employee Handbook: Take a look at the last time you updated your employee handbook. Has it been over a year? If so, it is time to review and revise to ensure the most recent employment laws have been added to your policies.

Personnel Files: Ensure that terminated employee files have been relocated to the appropriate place (i.e. storage) and that current employee files are cleaned up and all documents are filed in the appropriate places. For example, confidential medical information should not be located in the same file that includes information a manager might need to review for performance evaluations.

I-9 Audit: Take some time to properly audit your I-9 forms. In addition to a full audit, ensure that I-9s are being stored properly, in a separate file, away from employee personnel files. Terminated employee I-9s should be kept separate from current employees and should be shredded as soon as retention laws allow. (Either a minimum of 3 years, or one year after termination, whichever is the latest date.)

Employee Records: Retaining documents longer than necessary may actually create more risk for your company than keeping them. Take the time to review retention guidelines and get rid of documents you no longer need to store. In addition, if you haven’t already gone “digital,” think about whether this is an opportune time to begin the transition to a paperless document storage system.

Check Your Required Posters: Make sure you have the most current form of all of the required postings for your business. These postings should be in a place that is easily visible to all employees. Remember, each business location must have their own set of posters. Cascade has a great option for an “all-in-one” poster here.

Job Descriptions: Now is a great time to begin your annual review and revision of your job descriptions. Annual reviews of each employee’s job description is a good idea to ensure that any changes made to the position are documented. In addition, this gives you an opportune time to confirm that all of the important details of the job have been documented, such as: the minimum requirements for the job, the type of working environment, as well as the physical and mental requirements for the job. Remember to have the employee sign a new copy of the job description and place the signed copy in their freshly organized personnel file.

Don’t forget, when you purge documents each year, be sure to follow appropriate destruction protocol to ensure confidential information is not winding up where it should not.

Not only will spring cleaning help create space and get things in order, having a clean and organized office can help clear your mind and increase productivity. Who knows, maybe other departments will get the spring cleaning bug after seeing the great example HR is setting for them! We can only hope.

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