Financial Support for Workers affected by COVID-19
Sick or Quarantined If you’re unable to work due to having or being exposed to COVID-19 (certified by a medical professional), you can file a Disability Insurance (DI) claim. DI provides short-term benefit payments to eligible workers who have a full or partial loss of wages due to a non-work-related illness, injury, or pregnancy. Benefit amounts are approximately 60-70 percent of wages (depending on income) and range from $50-$1,300 a week. You can collect DI benefits for the first week you are out of work. If you are eligible, the EDD processes and issues payments within a few weeks of [...]
Self-Preservation with Compassion: The 3 W’s for Steering Through COVID-19 in a Small Business
In the face of this challenge we know you are concerned about how your company will be affected and what you must do next. As you genuinely and compassionately take measures to ensure the safety of your employees and customers, you must also take hard, rational steps to protect financial performance. The workplace You’ve probably already safeguarded workers health and safety with cleaner environments, flexible and remote working, and shift patterns with minimal staff overlap. As the Federal Government passes new Acts, call our hotline for advice on continuously evolving mandates and emergency measures about paid sick leave, FMLA, health [...]
Cut Through the Clutter on Covid-19: Three Workplace Culture Must Haves.
As Coronavirus (COVID-19) spreads globally, more and more businesses are taking significant steps in response to growing concerns. Companies relying on China-based employees will see production shortages, those relying on products from China will be greatly impacted. Companies who’s businesses rely on public in -person attendance are also being impacted already in anticipation of the summer ahead. What about our US workplaces? What measures are being taken to protect employees while limiting the strain on businesses? […]
Five Things Your Competitors Know About Harassment Training
Each year, the Peoplescape team talks with hundreds of organizations and business leaders looking for the best training for their employees. When it comes to preventing bad behavior in the workplace, (harassment trainings) there are so many out there – how do you know what to look for? As Anti-Harassment and Sensitivity Training experts here are 5 training features, we suggest using to pick the best fit for your company: […]
The Definition of Insanity: Hiring Safe yet Expecting Astonishing Results
Finding a new team member is hard. You spend time and energy recruiting the ideal candidate who’s a great fit. But let’s question what ‘a great fit’ really means. In your mind a great fit probably means the candidate from the same industry, who’s followed a progressive path in the same job stream to lead them to this next step. But this is playing it safe, it risks limiting you and your company and you’re unlikely to find candidates that bring unique innovation and exceptional results. […]
Go Green and Promote Sustainability For a Winning Culture
Agility in the workforce is all about creating a flexible and productive environment for employees. Many companies achieve this through providing different work spaces, offering remote working opportunities, and promoting a collaborative culture rather than taking a rigid procedural approach. Another approach that has seen businesses become more agile is a shift to more sustainable practices. […]
Keeping Your Talent: Smart Lifestyle Reward Strategies for Any Sized Company
When you can only pay a low salary, how can you still recruit great talent? Start-ups, small and medium-sized firms are just some of those restricted by salary obstacles when it comes to hiring and keeping the best talent. And it’s a serious problem, as outstanding talent can make or break these companies more than any other. Here are our Sure-Fire Ways to Fight Back. […]
#5 Rethinking Rewards and Recognition in your Agile Organization
In our previous blogs, we discussed how to hire, how to measure performance and what an Agile leader looks like. In “Shift from “Me” Performance to “We” Performance with Agile Performance Management” we spoke about moving performance measures from a single individual to a team’s performance. How does this affect and change the way we reward or recognize members of Agile organizations? How do you design a successful reward program that promotes teamwork, celebrates team successes, and at the same time, recognizes team members who have excelled – in their performance and/or working with others? […]
#4 The Three Things That Matter Most for Leadership of Agile Organizations
This blog is part four in a series discussing the human factor of Agile organizations. Earlier we discussed Hiring for Agile and Managing Performance. Here, we discuss the role of the Leader in Agile teams. Agile organizations empower employees to take decisions on their own, in collaboration with their team members. What then, is the role of a leader and how can they be most effective? […]
Shift from “Me” Performance to “We” Performance with Agile Performance Management
In our previous two blogs we discussed what it takes to become Agile and how recruiting needs to evolve. Now you have great talent onboard, how do you continue to manage their performance in an Agile way? The way in which performance is managed and measured deeply affects the culture of the organization. Traditional methods have individual goals, targets, key improvement areas and 360 reviews. With an Agile organization, these are replaced with continuous feedback, constantly evolving goals, and targets for teams rather than individuals. […]