Behavioral economists have found that too many choices cause inaction and impede decision making. If we can choose from thousands of funds in which to invest, the breadth may be overwhelming and too often we will choose the status quo: doing nothing. Fewer choices may make it easier for us to act, and act wisely. Likewise, giving leaders and managers too many rules to remember
Efforts linked to values and behavior can’t be pigeonholed as a “human resource initiative” or a “risk management process”; they can’t be driven solely by legal counsel or compliance officers. They must be initiated and directed by senior leaders responsible for the overall direction of the enterprise. Your leaders need to actively support it, communicate their expectations that all employees do the same, and demonstrate
HR professionals understand that proper documentation of employee files is key to human resources management. Whether or not disciplinary action or litigation ever come into play, effective and professional maintenance of files is essential to a well-run HR program. Here are three tips to help: Set up systems Put effort into the structure of your documentation and include specific guidelines as to what is included
One of the most serious legal challenges any organization can face is how to respond to employee complaints without violating scores of laws prohibiting retaliation. In an environment where concerns are invited, the response to a complaint will not be a reflexive and negative – “let’s shoot the messenger” – reaction that spawns many complaints. It will be more along the lines of “let’s encourage
George H. Kaye Award for Demonstrating ELI’s Values Steve Paskoff recently announced ELI’s Accounts Payable Manager, Gloria Wright, as the recipient of the fourth annual George H. Kaye Award. As an essential part of ELI’s accounting department, Gloria is responsible for managing ELI’s accounts payable responsibilities. Her focus and dedication allow our team to concentrate on the needs of our vendors. In addition to her
A main factor contributing to the problem of poor behavior is that we’ve made ethics, compliance, and daily behavioral standards too complex. By trying to convey too much, we accomplish too little. Thus “teach little, remember much” is a better mantra than “teach much, remember little.” The more effective approach is to be as brazen in our simplicity and consistency as are the lawsuits and
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