Here we are, at Friday again. Here are some of the most interesting reads I came across this week:
- Upon executive order from the President, effective September 30th, 2016, federal contractors will need to provide at least one hour of paid sick leave for every 30 hours an employee of said contractor works. The potential earned leave must total at least 56 hours (i.e. 7 days in a year), and can be used for (among other things) recovering from illness, care of a family member, and addressing issues around domestic violence and assault . This is executive order is a pretty big deal, as – once implemented – I suspect non-federal contractors will begin to mirror the policy as well. That said, as much as the specifics outlined in the executive order are complicated (and likely to become more so once the Secretary of Labor implements)… I am okay with this policy. Many industrialized nations around the world already offer paid sick leave. And while many U.S. companies already offer generous disability benefits, PTO benefits, and job protection under the FMLA, most of these benefits don’t kick in for employees until they have worked with a company for an extended period of time. Conversely, this executive order (once implemented) will give new hires some breathing room to address the issues that are frequently a part of life – particularly for low wage earners who are less likely to receive immediate paid time off (and lack the financial resources to address the sort of issues covered by this leave policy without calling off from work). You can read the full executive order here. Let me know what you think in the comments.
- This white paper from the Kenan Flagler business school talks about the importance of trust to an organization’s talent retention efforts, culture… and perhaps most importantly their bottom line. Those companies that are high on transparency and trust have fewer turnover issues, are more profitable, and colleagues score higher on collaboration, tolerance, and sharing a sense of shared purpose in their work. This was a great reaffirmation for me because I really, really believe in being transparent in one’s actions, and giving broad autonomy to one’s team. Check out the white paper here and let me know if it makes a believer out of you as well in the comments section below.
- Steve Boese has a great article up on his blog about feedback. Specifically, he talks about how – as much as organizations are making a move towards ensuring employees receive more frequent feedback – for it to really be an effective tool managers need to be trained on how to give it effectively. If they don’t, it just becomes a vehicle for through which people leaders end up demoralizing their teams more quickly, taking what was before an annual dreaded process and turning it into a daily/weekly/monthly/quarterly/etc. one. This is a great piece for me because I have been thinking a lot about feedback (and constructive criticism) lately… as in my experience frequent, well delivered feedback is often times the difference between well managed teams (and organizations) and poorly ones. Check out Boese’s post here and let me know if you think I/he is right.