“It is the God given right of all workers to bitch about their boss.”
Archive for June, 2010
In 10 Words ... More or Less
The Suggestion Box…
Expert Perspective - Employee Relations and Communications
Et Tu Brute?
Expert Perspective by Grahall’s OmniMedia Editorial Board
The Editorial Board was planning to discuss the need for continued communications throughout the summer to support employee commitment and engagement. As the economy and the job market warms up, employees who have failed to consider employees, and especially key employees, as a vital stakeholder group worthy of focused attention, might find their best and brightest talent leaving for what seems to be greener pastures. But with the Rolling Stone profile of “The Runaway General” McCrystal and his inevitable resignation all the news last week, we decided to discuss communications from a 360 degree perspective.
Continue reading “Et Tu Brute?” »
Expert Perspective - Organization Development
Power, Politics and the Bully Pulpit
Expert Perspective by Grahall’s OmniMedia Editorial Board
Karen Tumulty June 11, 2010 article for the Washington Post (Politics can be risky business for a CEO) got our Editorial Board talking about executive leadership, in both the political and the corporate arenas.
Continue reading “Power, Politics and the Bully Pulpit” »
Expert Perspective - Rewards
Say, say, say on pay: Doing more harm than good?
Expert Perspective from Grahall’s OmniMedia Editorial Board
As Eleanor Bloxham writes in her May 25, 2010 article published in CNN Money.com (Say on Pay: 4 ways to defend executive pay under the new law): “The new finance reform bill is set to become law and say on pay, an advisory vote on compensation for shareholders, is a centerpiece of the reform. Few boards and companies, or investors, are ready for what that means… with “say on pay”, the stakes have been raised for boards to explain in clear, credible English why the pay packages they propose should be adopted.”
Bloxham endorses say on pay: “Companies… have offered “kitchen sink” defenses, as to why their pay plans are too different, too specialized, too standardized or too complicated for shareholders to properly understand and evaluate. But Congress has totally upended the board-shareholder power structure: companies are going to have to defend their own words and statements to shareholders this year, at the risk of eating them. So, let the votes begin.”
Grahall has written many blogs on say on pay. Last December we wrote in our blog It’s Not an Easy Fix that “It is possible that ‘say on pay’ votes, even though non-binding, could become the equivalent of a ‘bleeding edge’ endorsement or indictment of Board governance and fiduciary duty, effectively becoming binding in their application and ability to control executive pay. Boards with ‘yes’ votes get a ‘rubber stamp’ on their decision and Boards with ‘no’ votes could possibly risk civil suits if they take no action. In the end, making ‘say on pay’ a defacto binding vote, transfers these decisions from an informed group (i.e., the Board) who (we would hope) has made decisions based on solid data, business strategy and sound philosophy to an uniformed group (i.e., shareholders) who made decisions based on imperfect data or a gut reaction.”
Essentially if one believes in the merits of our corporate governance system, then say on pay should not be needed, since the board should be able to do a better, more informed job than the populace.
Continue reading “Say, say, say on pay: Doing more harm than good?” »
Expert Perspective - Organization Development
When the going gets tough… keep the best from going
Expert Perspective by Grahall’s OmniMedia Editorial Board
In his may 25th article (More Workers Start to Quit) for the Wall Street Journal, author Joe Light writes: “As the job market begins to loosen up, human-resource managers might increasingly be surprised by an announcement from employees they haven’t heard in a while: ‘I quit.’ … And recent sentiment indicates that the number of employees quitting could continue to grow in the coming months.” This article makes a very good case for a fundamental Grahall principle: that identifying critical workforce segments – those roles and jobs that contribute more than others to an organization’s overall success – is key to effective people strategy.
Companies who are more proactive in that regard will find that turnover will continue , but more than likely if the rewards programs favor those who are critical to organizational success, those vital individuals will remain. So how does a company go about protecting their most critical human resources?
Continue reading “When the going gets tough… keep the best from going” »
Ask the Expert
Your Questions About Health Care Reform Answered NOW
Ask the Experts about Health Care Reform Legislation
Our clients have many questions about the implication of the recent Health Care Reform Legislation.
Just a few of the questions posed by clients and answered at our recent seminar on Health Care Reform Legislation were:
1 If I already offer coverage, can we keep the same plan under reform?
2 Are there new reporting requirements, such as on the W-2?
3 How are preexisting conditions handled under healthcare reform?
4 How does the change in preexisting condition exclusions affect the coverage I offer my employees?
5 Will waiting periods still be allowed?
6 How will the new high-risk pool work and when will it be available?
7 What if my State already has pools?
8 Will insurance through the new high-risk pools be more affordable than that through existing pools?
9 Does the law affect coverage for early retirees?
10 Does the law offer incentives to create or participate in wellness programs?
11 Will there be limits on what insurance companies can charge me or my employees?
12 What does the new law do to control costs?
13 Will there be malpractice reform under this new law?
14 Are there changes to Health Spending Accounts (HSAs), Flexible Spending Accounts (FSAs) and Archer Medical Spending Accounts (MSAs)?
15 How will simple cafeteria plans work for small business owners?
For the answers to these and many more questions on the new legislation (including answers to questions about Health Care Exchanges and the Small Business Tax Credit) go to http://www.grahall.com/knowledge/event-transcripts/ and download information from the June 2nd seminar including an audio recording of the discussions, all presentation materials, and other information.
Or you can contact the presenters to discuss your specific questions and concerns:
Contact Robert Cirkiel at rcirkiel@uhy-us.com or 201 337 0009
Contact Todd C. McDonald at tmcdonald@aisling-partners.com or 508 799 9100
Contact Pate Steele at pate.steele@grahall.com or 508 269 4065 Contact Grahall’s OmniMedia Editorial Board at edie.kingston@grahall.com
Ask the Expert
There are no fewer than 20 key provisions of the health care reform legislation that take effect between now and January 1, 2011. These provisions were thoroughly discussed during the second in a series of webinars sponsored by Grahall, LLC held June 2, 2010. Presenters Robert Cirkiel, Chief Actuary, UHY Advisors, Todd C. McDonald, President, Aisling Partners Insurance Brokerage and Pate Steele, Consultant, Grahall Consulting Partners advised webinar participants that that these changes are significant and extensive. Developing a full understanding of these provisions is critical for employers to ensure the optimal approach is taken to addressing the new requirements including:
Grahall’s 2nd Webinar on Health Care Reform Reveals Key Provisions that You Must Address NOW
Ask the Expert about Health Care Reform Legislation
There are no fewer than 20 key provisions of the health care reform legislation that take effect between now and January 1, 2011. These provisions were thoroughly discussed during the second in a series of webinars sponsored by Grahall, LLC held June 2, 2010. Presenters Robert Cirkiel, Chief Actuary, UHY Advisors, Todd C. McDonald, President, Aisling Partners Insurance Brokerage and Pate Steele, Consultant, Grahall Consulting Partners advised webinar participants that that these changes are significant and extensive. Developing a full understanding of these provisions is critical for employers to ensure the optimal approach is taken to addressing the new requirements including:
Expert Perspective - Organization Development
Power Coaching
Expert Perspective on Power Coaching
In his compelling paper “Power Coaching” Jay Wolf provides answers to the critical question of how to develop and sustain human capital through coaching so companies can achieve peak performance. As Wolf writes: “Coaching, in the theoretical sense, is the process used to facilitate others to discover the best way to successfully accomplish a goal. It is a collaborative process that empowers people to realize their potential through building awareness, responsibility and action toward positive, lasting change.”
To read Wolf’s paper click here.
Jay Wolf is an Executive Coach, Leadership Development Consultant and a Partner of JCris Consulting Group. He is responsible for the procurement of new business, client relations management, performance coaching of high-potentials and senior level executives, and the facilitation of leadership development programs. Jay can be reached by email at jay@jcrisconsultinggroup.com
JCris Consulting Group has formed a strategic partnership with Grahall, LLC.
To see other articles available in the Grahall Library click here.
Expert Perspective - Organization Development
The Impact of Organizational Climate on Discretionary Effort
Expert Perspective on Discretionary Effort
Do you wonder how to attract and motivate employees who will deliver 110% of the necessary effort? Jay Wolf shares his suggestions on how to accomplish this in his paper “The Impact of Organizational Climate on Discretionary Effort“. Wolf writes: “The thing to understand is that discretionary effort is a result; a result of a positive organizational climate.” He continues: “Creating a positive organizational climate is the responsibility of the leader. It is the number one priority of any superior leader who is committed to achieving peak performance from his or her team.”
To find out how to create the organizational climate necessary to drive peak performance, click here to read Wolf’s article.
Jay Wolf is an Executive Coach, Leadership Development Consultant and a Partner of JCris Consulting Group. He is responsible for the procurement of new business, client relations management, performance coaching of high-potentials and senior level executives, and the facilitation of leadership development programs. Jay can be reached by email at jay@jcrisconsultinggroup.com
JCris Consulting Group has formed a strategic partnership with Grahall, LLC
To see other articles available in the Grahall Library click here.