Posts Tagged ‘Molly Hegeman’

How to Prepare for Difficult Compensation Discussions

Thursday, December 31st, 2015
Molly Hegeman, VP of HR Services

Molly Hegeman, VP of HR Services

In today’s post Molly Hegeman, CAI’s Vice President of  HR Services, shares helpful strategies for approaching conversations about pay with preparation and confidence. 

If you’ve been in HR long enough, you’ve inevitably experienced uncomfortable conversations about pay. Whether it’s with an unhappy employee or a frustrated manager, your staff looks to you for answers in these emotionally charged situations.

So what can you do to feel more comfortable and prepared the next time you’re questioned about pay?

First, don’t say “No” right off the bat. Start by asking questions and gathering information.

  • Why is pay suddenly an issue?
  • If it’s about an employee, is he/she a good performer?
  • Does the employee demonstrate potential with your organization?
  • If it’s about hiring, has there been recent turnover in the position?
  • Are you having a difficult time making an offer to candidates because of pay?

Second,  agree to look into the situation. Research market data about the position. Go to trusted survey sources, like CAI’s NC Wage & Salary Survey, seek outside expertise.

  • Look for answers to questions about the position:
    • What is the market paying?
    • Is this a market-sensitive position?
    • Is this an issue about low supply of the skill set?
    • Are benefits and/or your total rewards package competitive?
  • Look for answers to questions about the employee(s):
    • How long has the employee(s) been in the position?
    • What is the performance history of the individual?
    • Is this employee a strong contributor with future potential?
    • Are there implications to other employees within the department?

Finally, don’t get defensive. Remaining calm will help you have a better conversation about the issue.  Your goal is to maintain an objective perspective and develop a credible position based on facts and knowledge, not emotion. They will most likely come to the conversation with plenty of emotion of their own, so addressing their concerns with facts and research will help you both understand the situation better and have a good follow-up conversation. Whether you end up agreeing to make an adjustment or providing rationale for why the pay is appropriate as is, you will be more credible and have confidence in your decision.

Daily Challenges In HR And How You Can Overcome Them

Thursday, September 25th, 2014

In today’s post Molly Hegeman, CAI’s Vice President of  HR Services, shares helpful information about focusing on your important projects and job duties.

Molly Hegeman, VP of HR Services

Molly Hegeman, VP of HR Services

One of the biggest challenges we face as HR professionals is prioritizing our time. We must balance our day-to-day responsibilities with the organization’s strategic initiatives as well as manage sudden and urgent employee relations issues. With all the responsibility on our plates it can be easy to lose sight of our priorities and remain focused on what’s really important. So how can we stay on track?

Keeping a constant reminder of the importance of employee engagement and satisfaction is paramount.  Engagement is the emotional commitment employees have to the organization and its goals, and their willingness to put forth effort toward its success. Satisfaction, on the other hand, represents an employee’s attitude and expectations about their job and employer. It’s more about how an employee approaches his/her job than the actual duties performed.

Over the past several years, CAI has seen an increase in the overall satisfaction of employees surveyed through its employee opinion surveys.  In fact, the greatest satisfaction level, at 88%, is in identification with the company.  Benefits and working conditions follow close behind at 86% and 84% respectively.

In HR, it is important for us to put time and energy into nurturing our culture and holding managers accountable for helping our employees remain engaged and satisfied.  In all our projects and ongoing HR initiatives we should:

  • help employees remain challenged in their jobs
  • help employees foster a sense of purpose in their roles
  • keep a positive and supportive attitude
  • encourage a balanced lifestyle
  • build strong and trustworthy relationships with co-workers and manager

So the question now is how to do all of these things?

The Rule of Three

In almost all areas of life, the “rule of 3” applies, and productivity is no exception. Ask yourself at the beginning of the day, “what three things do I want to accomplish today?” Then work toward those goals. When making your list, try not to focus necessarily on tasks so much as outcomes or results.

 

Keep a list of everything you’re waiting on and everything you need to do

Keeping a list is the best way to keep up with everything you have to do/everything you’re waiting on other people to do.This may seem a bit obvious, but trying to keep up with everything you’re responsible for can be taxing to say the least and in a world filled with technology, it’s unnecessary to try. Sticking with old school methods, I suggest writing everything on a Post-It or creating a To Do List format that works for you. Embracing technology, you could consider putting it in an app on your phone/tablet or both. Remember, there’s always an app for that!

 

Be clear on the intent and purpose of your activities rather than being distracted by less significant items

Leverage internal resources with the help of your strongest managers and employees, or seek outside support to bring in the resources needed to elevate your effectiveness and contributions to the organization. And most importantly, learn the power of delegation!

 

Looking to get a few things off your list? CAI’s HR On Demand team is designed to do just that! Is there something we can help you with? Please Contact us today at (919) 713-5263 or molly.hegeman@capital.org.

45 Percent of NC Employers Offer Alternative Work Schedules for Staff

Tuesday, July 23rd, 2013

In today’s video post, CAI’s Vice President of HR Services, Molly Hegeman, shares more insights from the 2012 Policies & Benefits Survey. More than 260 employers from across North Carolina participated in last year’s survey.

Molly reveals that the number of North Carolina employers offering alternative work schedules has increased. Forty-five percent of NC employers now offer alternative options for their employees’ workday routines. These options include flexible hours, working remotely and compressed work weeks. Molly says that compressed workweeks are especially popular in the summer.

There are a number of reasons why employers should incorporate alternative work schedules as part of their benefits package. Employees are requesting more flexible work weeks and looking for employers who offer them. Nontraditional work schedules also help create a balance between work and home life that employees need.

Organizations that offer alternative scheduling have the opportunity to decrease absenteeism and distracted employees. Molly says that a greater commitment and engagement from the workforce is achieved when these programs are offered.

For more information on offering flexible work weeks, please call a member of CAI’s Advice and Counsel Team at 919-878-9222 or 336-668-7746.

The 2012 Policies and Benefits Survey Reveals an Increase in Company Wellness Initiatives

Tuesday, May 21st, 2013

In today’s video blog, CAI’s Director of HR Services, Molly Hegeman, shares several interesting findings from CAI’s 2012 Policies and Benefits Survey. More than 260 employers from across North Carolina participated in the survey conducted last year.

Molly reports that nearly 50 percent of the participating companies have wellness strategies in place at their workplace. Some of the common components employers are including in their wellness programs include: health risk assessments, flu shots, and diet and educational counseling.

Molly says the survey also revealed that NC employers are focusing on their work environments. To bring fun to the work atmosphere, companies are incorporating workout rooms and gyms, gaming stations and TVs, and lounge areas where employees can relax or collaborate with their coworkers.

In addition to the perks above, 40 percent of companies are providing their staff with activities outside of the workplace. Of those companies, 80 percent invite the family members of their employees to events like company picnics and sponsored events. Molly mentions in the video that activities that include an employee’s family help create a more welcoming work environment.

For more information on CAI’s Policy and Benefits Survey, please contact a survey team member at 919-878-9222 or 336-668-7746.

Choose Wisely to Avoid the Cost of a Bad Hire

Tuesday, June 12th, 2012

There are several costs associated with hiring a new employee. Money is spent hiring a recruiter, advertising the new position, reimbursing travel expenses and training the new staff member. Not only are financial resources used, but employers spend an ample amount of time with job candidates and new hires. Time is spent interviewing, onboarding and educating the new team member. When considering all the effort invested in one employee, uncovering that she’s a bad hire can be devastating.

CareerBuilder’s recent survey on costs related to bad hires indicates that 65 percent of the participating US hiring managers said that their bad hiring decision cost their company $25,000 to $50,000. Financial losses are easy to spot, but bad hires can also lower productivity and impact their coworkers negatively. Although you can’t prevent a bad hire 100 percent of the time, you can take several steps to ensure a candidate is a good fit for your job opening. Use the tips below to avoid a poor hiring decision:

Know the Job

Do you know why you have a vacancy at your company, and why it hasn’t been filled yet? If your opening isn’t new, take some time to thoroughly understand the requirements and skills needed to fill the position. Review what made past employees successful in the position and what made them ultimately leave. If there wasn’t much success, evaluate what you can do to help reduce turnover.

Nail the Interview

Evaluate your company’s role and responsibility during the interview process. Do you have good interviewers that are excellent time keepers and make job candidates feel welcomed? Do you utilize interview questions that will paint a picture of what the candidate did at his previous job? Do you incorporate questions that will give the candidate different scenarios of what he can expect from his new job? Planning for well-thought-out behavioral interview questions is a must.

Check and then Double Check

Before setting a start date for your new employee, make sure all of your company’s pre-requisites for new hires are completed. Perform a background check to verify his employment and criminal history, call his references to confirm his past work performance and experience, and have him complete an assessment to further demonstrate job fit.

Following the three tips above should help you identify high-performing talent and avoid making a costly hiring mistake. CAI offers services to help you increase your chances of selecting a great hire. Contact Molly Hegeman at 919-878-9222 or http://j.mp/cai-a for more information about recruiting and assessments.  Contact Kevin von der Lippe at 336-668-7746 or www.capital.org/vea for questions regarding background checking and reference services.

Photo Source: hawken king