Would You Fire Someone for Trying to Make a Co-Worker Laugh?

This is a story about a Michigan teacher's aide who was fired, she claims, for trying to crack up a co-worker–and out of hours, too.
But like many workplace-related giggles gone awry in the 21st century, this one begins in social media, or more specifically, Facebook.
In April 2011 Kimberly Hester, a teacher's aide at Frank Squires Elementary in the village of Cassopolis, Michigan, posted to Facebook a photo of a co-worker's pants around her ankles and a pair of shoes. The caption: “Thinking of you." (See the photo here.)
“It was very mild, no pornography,” Hester told Michigan's WSBT TV station. She added: “It wasn't at work, it was off work time."
A parent at Lewis Cass Intermediate who was friends with Hester on the social network promptly alerted the school to the photo. (Hester's aide job was at the elementary school, but she technically was employed by Lewis-Cass Intermediate.)
Lewis Cass Intermediate superintendent Robert Colby called Hester into his office a few days later and, according to her, asked her three times for access to her Facebook page, which was private.
"I repeatedly said I was not OK with that,” Hester told WSBT.
Within days, Hester received a letter from the Lewis Cass ISD Special Education Director, which she provided the TV station. It read, in part: “…in the absence of you voluntarily granting Lewis Cass ISD administration access to you[r] Facebook page, we will assume the worst and act accordingly."
She was put on administrative leave and eventually suspended.
“I have the right to privacy,” she told WSBT.
Hester has taken legal action.
“I stand by it,” she said. “I did nothing wrong. And I would not, still to this day, let them in my Facebook. And I don’t think it’s OK for an employer to ask you.”
But University of Notre Dame labor law professor Barbara Frick told the TV station that the school didn’t break any laws by asking for Hester’s Facebook information.
Right now there are no state or federal laws protecting social media privacy in the workplace, Frick said. Michigan currently is one of several states pushing for legislation that would make an employer's asking for a Facebook password illegal, though–and the social network itself has said it will seek legal action against offending employers.
Both sides are scheduled to go to arbitration in May.
Last week, Republicans in the U.S. House of Representatives defeated an amendment titled "Mind Your Own Business on Passwords", that would have banned employers demanding access to Facebook accounts. (Democrats had added the provision to a larger Federal Communications Commission reform package.) It can still return as separate legislation.
Also last week, a pair of senators (Democrats Charles Schumer of New York and Richard Blumenthal of Connecticut) called for an investigation to determine whether employers asking for Facebook passwords are breaking the law. They sent letters to the U.S. Department of Justice and the U.S. Equal Employment Opportunity Commission, questioning whether the practice is in violation of laws prohibiting intentional unauthorized access to electronic information.

19:00 by Robert dawne · 0

3 Questions to Keep Your Employees Engaged and Passionate

"What should I do with my life?" is a question many people ask themselves when they hit a crossroads. Author Po Bronson asked the same question and it became a book by that title, filled with stories of individual journeys through jobs, startups and dreams of something better or different. As small business owners, we want to make sure that when employees hit a crossroads we have an answer that keeps them excited to stay at the company.
Eric Jackson, Forbes blogger, recently did a post on the "Top Ten Reasons Why Large Companies Fail to Keep Their Best Talent" that received almost two million views. While I agree with all ten of his reasons, the one that I believe impacts small business the most is the second item on his list: "Failing to find a project for the talent that ignites there passion."
Jackson writes: “Big companies have many moving parts—by definition. Therefore, they usually don’t have people going around to their best and brightest asking them if they’re enjoying their current projects or if they want to work on something new that they’re really interested in which would help the company …  The bosses are also usually tapped out on time and this becomes a 'nice to have' rather than 'must have' conversation. However, unless you see it as a 'must have,' say adios to some of your best people. Top talent isn’t driven by money and power, but by the opportunity to be a part of something huge, that will change the world, and for which they are really passionate. Big companies usually never spend the time to figure this out with those people.”
Two major things come to mind from this short excerpt. The first is that we have an opportunity to recruit some great talent that is tired of the big corporate grind. The second one is we face the same predicament and we shouldn’t wait to have the conversations that allow an employee or partner to grow and develop as a person who wants to make a difference. Even in small companies, there is room for this kind of thinking and action.
From memory, there is a section in Po Bronson’s book where he explains that through hundreds of interviews one thing remained clear: People want to contribute and share their passion in the workplace, to do good and meaningful work. Not everyone wants to go out and start their own business, but almost everyone desires to make a difference. These three questions are ones that have popped up in my conversations with small business leaders and startup entrepreneurs who have a loyal team.
1. Where do you want to go in your career or work experience? Then really listen to the answer and see if it meshes with any of your vision and plans for the future. You could discover that your staff has precisely the talent you need to launch that new product or project.
2. What do you do in your free time? While I’ve not seen this written much about elsewhere, I’ve heard it numerous times from the employee as both a complaint (as in you never asked about me) and a praise (wow, the company really cares). You may find that a person does something in his or her free time that you could support in your local community with dollars or some time off.
3. How can I help you succeed and get the job done? You can’t allow a pat answer to this question. You have to let your employee or team know that they can truly raise their hand and say “this is where I really need help.”  Then go about getting them the resources they need.

18:55 by Robert dawne · 0

7 Ways to Motivate and Energize Employees

Do you have enthusiastic employees? People who are excited to do their jobs and contribute whatever they can to further your business? If you are like most entrepreneurs, you don’t.
But you can reverse this situation and turn your employees into real fans. It all starts on their very first day.
On a typical first day at an average company, the new employee fills out forms, orders business cards and sits alone. Maybe they get to go to lunch with the intern. After that long first day, someone at home asks, “How was your day?” And with that, they relive the awful start. You've squashed their enthusiasm from the very beginning.
There is a better way, actually seven better ways, to foster enthusiastic employees. Celebrate their first day
Be prepared before a new employee gets to work. Thank them for joining your company, maybe even with a greeting card. Have their business cards already printed the day they start. It is something to show when they get home that night. Tell them how excited you are to have them as a part of your team. Then, go out for a department lunch.
Define their role
Have a plan ready. Show, don't just tell, your new employee how important they are to your team. Let them know how you'll measure their progress so they know what to expect. Help them understand why their position is critical and beneficial to your company.
Use a buddy system
Designate an employee to take the new person under their wing. This needs to be a formal system. The buddy should meet with them regularly, address their questions and help them navigate the company. They should be available anytime the new employee needs some help.
Drop 'all business, all the time'
Break the barrier between business and fun time. Have departments take employees out for bowling or to a sporting event. Take a hike during company time. This might sound crazy, but the much-needed break will promote bonding time and build enthusiasm. Celebrate birthdays and personal announcements.
Have daily huddles
Get the whole company together every morning for a brief 10-minute standup meeting. Give rapid updates on the good news, as well as the challenges the company is currently facing. Have a high-energy person lead the huddle so that everyone is excited for the day ahead.
Recognize publicly
Announce in front of the company specific contributions or accomplishments that individuals make. This is so critical, and daily huddles are a perfect opportunity for this. Not only does this show your employees that they are appreciated, it motivates others to achieve goals or go above and beyond what you expect of them.
Reprimand privately
This builds loyalty. When you need to discipline or correct an employee, do it privately and do it with compassion. It's important not to embarrass anyone.
Employees are likely your company’s biggest assets, so treat them that way. Take the time to foster a community that promotes enthusiasm about work. Don’t lose your employees to boredom, apathy, frustration or the competition just because you don’t invest in them personally.
Enthusiastic employees keep up the morale of the whole team. They do an exceptional job and they're more committed to the success of the company.

06:44 by Robert dawne · 0