Sheri Stolp, is a published author, speaker, coach, trainer, and founder of The Stolp Group Inc, encompassing 25+ years of human resources management experience within various Fortune 500 organizations.
As our workforce remains remote, many employees are now requesting company provided supplies for their home offices. What should we be offering and are any of these items mandated by law?
Considering the COVID world, I’m looking for some guidance on whether we should be mandating staff to get the vaccine or at least be asking our employees if they have received the vaccine yet? What are other employers doing? We have about 40 on staff, although some are seasonal.
I'm currently in transition and have been interviewing at various employers in the Twin Cities. I hold a Bachelors Degree and 25+ years in my field. I'm always amazed at the differences in company hiring processes, where some employers take only weeks to make their decision while others months. I've also been recently asked to take certain hiring assessments, as part of the process. I've now completed the Hogan Cultural Inventory and the Wonderlic, as well as I was asked to participate in an onsite, full-day Leadership Assessment at a third party vendor. What is your view of these tools? Other hiring assessments? Is it legal for employers to remove candidates if they score poorly on the assessment? Can I legally ask for my results of these assessments?
I have two very talented people on my team (of 28) who have a great passion for the business and their areas of responsibility. I am satisfied with their individual performance. The problem is they do not work well together. There is a lack of trust and respect for one another and when they need to collaborate we are sometimes delayed because of the time needed to work through the relationship issues between the two of them. This of course has an impact on the team at large. The three of us have had 2 lengthy conversations about this and they have attempted to resolve on their own as well but these attempts have only resulted in temporary changes in behavior. I am not (yet) at a place where I am contemplating job action or reassignment with either of them. I am looking for another step that would help them work better together. What do you think? Any suggestions about next steps?
I currently manage a small branch office in the banking industry. My #2 person has worked for me for close to five years now and through her performance and overall work ethic, I feel my decision to promote her has been justified. She places high standards on herself and has the capacity to not only grow our business but also take over my position when I depart. Herein the lies the problem: her overall stress interferes with her ability to be a good leader to others. When under pressure, she becomes short with her team and on occasion, I even witness her poor attitude affecting customers. I've talked to her once already about this, in which she apologized and then maintained good performance for a short time after. Now however, not only am I recognizing the behavior again, two of her subordinates have paid me a visit lodging complaints. Any ideas how to rectify the situation?