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| | Special #94 July 21th, 2021 |
| | Pete's Corner - Article 4 |
| Everyone Benefits from Managers Having a Coaching Habit
Organizations expect & entrust their managers to resolve any number of complex human issues. And today’s employees expect much more than a paycheck & annual performance appraisal. Employees want to be developed via ongoing, meaningful feedback from their managers - with ‘A’ performers wanting the feedback the most.
Obviously, all of this is a huge responsibility for every manager! So, as we know, the role of a manager has become that of a coach. Coaching is integral to a high-performance culture & a skill that managers can deploy continuously to assist their direct reports in performing to their potential.
Managers have numerous opportunities to coach:
- During their informal daily touchpoints with each team member
- And in more formal 1-on-1s
An organization’s performance is significantly dependent upon whether its managers view these interactions as interruptions to their jobs – or opportunities to build trust, align expectations, develop employees’ skills & avoid obstacles to performance.
Reoccurring 1-on-1 coaching sessions are opportunities to go beyond a cursory task list update. They can be candid conversations addressing what the employee finds as challenging, the employee’s well-being, the state of the manager-employee work relationship, the employee’s career aspirations, etc. While the frequency of 1-on-1s depends on the employee’s performance against their manager’s expectations research shows that in most manager-employee relationships the employee’s performance could be enhanced with more frequent check-ins.
But some managers fail to make the most of 1-on-1s due to their uncertainty regarding the frequency, length, tone & topics. So, 1-on-1s become an intimidating responsibility. And when we are uncomfortable with a task – we tend to avoid it. Other managers avoid a coaching approach because:
- It seems too soft, slow & tedious - since they are accustomed to tackling performance problems by telling employees what to do
- It makes them uncomfortable - depriving them of their normal approach of giving advice & asserting their authority
- Or because giving less advice & asking more questions feels as though they have lost control of these conversations
As a result, many opportunities to coach are lost.
And when managers do initiate regular coaching conversations - because it’s new - it’s natural for some employees to be hesitant to open up & be candid. But managers can address these challenges by:
- Providing a psychologically safe environment with employees feeling that their manager is on their side
- Being candid & transparent themselves
- And most importantly - showing that their intent is to help the employee unlock their potential!
Ongoing 1-on-1s create ‘learning moments’ which improve productivity & engagement. Employees who say their manager provides useful performance feedback are 39% more engaged than employees who say they lack that feedback. So many organizations are providing their managers the tools & training to equip them to effectively carry out their important coaching role.
The good news is that with a little GEA training most managers become much better coaches – and with practice coaching can become a habit. Many years ago, the Roman philosopher Ovid said, “Nothing is stronger than a habit.” When an organization’s managers have a coaching habit - the organization, managers & employees reap the benefits.
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We have Fall In-Person Training 2021 Leadership Training Series
A Six Part Series for Lead Personnel, Team Leaders, Supervisors and Future Front-Runners
Time and Dates
All workshops will be held from 9:30 am – 4:30 pm.
Printed materials will be provided the day of class.
08/25/2021 Leadership I 09/15/2021 Leadership II 10/06/2021 Leadership III 10/27/2021 Leadership IV 11/17/2021 Leadership V 12/01/2021 Leadership VI
Location
Fickling Building
577 Mulberry Street, Macon, GA 31201
16th Floor Cherry Blossom Suite
Visit Website for Overview and Pricing
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HR and Employment Law News |
| HRDive.com ArticleWhy Amazon's updated marijuana drug testing policy could have 'ripple effect'The approach may spread as employers seek uniformity in their drug-testing policies amid a fractured legal landscape, attorney Michael Freimann told HR Dive.Published July 19, 2021 Ryan Golden
As laws protecting adult use of both medical and recreational marijuana use spread, the second-largest employer in the U.S. is changing its tune on drug testing.
In a June blog post, Amazon said it "will no longer include marijuana in our comprehensive drug screening program" for jobs that are not regulated by the U.S. Department of Transportation. Instead, the company said it would treat marijuana use the same as alcohol use.
The announcement was surprising despite Amazon's status as a trend-setter from a business operations perspective, Michael Freimann, partner at Greenspoon Marder, told HR Dive. But the news could have a "ripple effect" on how other employers approach marijuana testing moving forward, he added, due to the fact that more and more jurisdictions have implemented marijuana use legislation........Read More>>>
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| | ¶45,977 Executive Order with health care initiatives signed by President Biden — FEDERAL NEWS,(Jul. 16, 2021)
From GEA HR Answers Now
President Biden has issued an Executive Order (EO) relating to the promotion of competition, including initiatives on health care. The EO, signed on July 9, directs the FDA and HHS to take specific steps to promote the lowering of prescription drug prices and asks HHS to finish implementing legislation on surprise billing. The fact sheet on the Executive Order on Promoting Competition in the American Economy also notes that HHS is directed standardize health plan options made available by the Patient Protection and Affordable Care Act (ACA).
Drug prices. According to the release, Americans pay more than 2.5 times as much for prescription drugs as other comparable countries, and the high prices are in part the result of a lack of competition among drug manufacturers. Drug manufacturers have used the strategy known as “pay for delay” agreements to avoid competition. In those agreements, brand-name drug manufacturers pay generic manufacturers to stay out of the market, resulting in higher prices for consumers and in fewer in new drug trials. In the EO, Biden:
- directs the FDA to work with states and tribes to safely import prescription drugs from Canada, pursuant to the Medicare Modernization Act of 2003;
- directs HHS to increase support for generic and biosimilar drugs that provide low-cost options for patients;
- directs HHS to issue a comprehensive plan within 45 days to combat high prescription drug prices and price gouging; and
- encourages the Federal Trade Commission (FTC) to ban “pay for delay” and similar agreements by rule.
Health insurance. In the ACA marketplaces, comparison shopping can be a challenge for consumers due to different services covered or different deductibles. The EO directs HHS to standardize plan options in the national health insurance marketplace so people can comparison shop more easily.
The EO is not limited to health care and covers other initiatives on antitrust agencies, labor markets, transportation, agriculture, internet services, technology, and banking and consumer finance.
SOURCE: https://www.whitehouse.gov/briefing-room/statements-releases/2021/07/09/fact-sheet-executive-order-on-promoting-competition-in-the-american-economy/ |
| | OSHA Trade Release
U.S. Department of Labor
Occupational Safety and Health Administration
Office of Communications
Washington, D.C.
www.osha.gov
For Immediate Release
For Immediate Release
July 8, 2021
Contact: Office of Communications
Phone: 202-693-1999
OSHA revises its National Emphasis Program, updatesInterim Enforcement Response Plan for COVID-19
WASHINGTON, DC – The U.S. Department of Labor’s Occupational Safety and Health Administration has revised its National Emphasis Program (NEP) for COVID-19. The agency launched the NEP on March 12, 2021, to focus on companies that put the largest number of workers at serious risk of contracting the coronavirus, and on employers that engage in retaliation against employees who complain about unsafe or unhealthful conditions or exercise other rights under the Occupational Safety and Health Act.
Based on an evaluation of inspection and illness data, the revised NEP (DIR 2021-03 (CPL 03), adjusts the targeted industries to those most at risk for COVID-19 exposure, but still includes healthcare and non-healthcare, such as meat and poultry processing. The revised NEP also removes an appendix that provided a list of Secondary Target Industries for the former COVID-19 NEP. For inspections in healthcare, the revised NEP refers compliance safety and health officers (CSHOs) to the new directive, DIR 2021-02 (CPL 02), Inspection Procedures for the COVID-19 Emergency Temporary Standard, issued on June 28, 2021.
Inspections in non-healthcare establishments will follow procedures outlined in the Updated Interim Enforcement Response Plan published July 7, 2021. The updated interim enforcement response plan (IERP) replaces the memorandum dated March 12, 2021. Updates in the July 2021 IERP include:
- Enforcing protections for workers in non-healthcare industries who are unvaccinated or not fully vaccinated;
- Where respirator supplies and services are readily available, OSHA will stop exercising enforcement discretion for temporary noncompliance with the Respiratory Protection standard based on employers’ claims of supply shortages due to the COVID-19 pandemic;
- OSHA will no longer exercise enforcement discretion for the same requirements in other health standards, where full compliance may have been difficult for some non-healthcare employers due to the COVID-19 pandemic;
- Updated instructions and guidance for OSHA area offices and CSHOs for handling COVID-19-related complaints, referrals and severe illness reports;
- Ensuring workers are protected from retaliation; and
- References to the revised NEP for COVID-19.
The goals of the IERP are to identify exposures to COVID-19 hazards, ensure appropriate control measures are implemented, and address violations of OSHA standards (other than the ETS) and the General Duty Clause. The updated IERP will remain in effect until further notice and is intended to be time-limited to the current COVID-19 public health crisis.
The ETS became effective June 21, 2021. Healthcare employers must comply with most provisions by July 6, 2021, and with training, ventilation, and barrier provisions by July 21, 2021.
Learn more about the COVID-19 Healthcare ETS.
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U.S. Department of Labor news materials are accessible at http://www.dol.gov. The department’s Reasonable Accommodation Resource Center converts departmental information and documents into alternative formats, which include Braille and large print. For alternative format requests, please contact the department at (202) 693-7828 (voice) or (800) 877-8339 (federal relay).
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OSHA Trade ReleaseU.S. Department of Labor
Occupational Safety and Health AdministrationOffice of Communications Washington, D.C.
www.osha.gov
For Immediate Release
June 30, 2021
Contact: Office of Communications
Phone: 202-693-1999OSHA issues compliance directive for enforcing emergency temporary standard to protect healthcare workers from coronavirusWASHINGTON, DC – The U.S. Department of Labor's Occupational Safety and Health Administration today issued a compliance directive designed to ensure uniform inspection and enforcement procedures for its Emergency Temporary Standard to protect healthcare workers from occupational exposures to COVID-19.
The new directive provides OSHA compliance safety and health officers with guidance and procedures on how to enforce the standard's requirements for:
- Written COVID-19 plan
- Patient/Non-employee screening and management
- Personal protective equipment
- Aerosol-generating procedures
- Physical distancing
- Physical barriers
- Cleaning and disinfecting
- Ventilation
- Employee health screening and medical management
- Vaccination
- Training
- Anti-retaliation
- Requirements at no cost
- Recordkeeping
- Reporting to OSHA
The ETS became effective June 21, 2021. Employers must comply with most provisions by July 6, 2021, and with training, ventilation, and barrier provisions by July 21, 2021.
Learn more about the COVID-19 Healthcare ETS.
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U.S. Department of Labor news materials are accessible at http://www.dol.gov. The department's Reasonable Accommodation Resource Center converts departmental information and documents into alternative formats, which include Braille and large print. For alternative format requests, please contact the department at (202) 693-7828 (voice) or (800) 877-8339 (federal relay).
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Georgia Employers' Association |
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