Latest news with #Reset:ALeader'sGuidetoWorkinanAgeofUpheaval
USA Today
7 days ago
- Business
- USA Today
How do I avoid nepotism perception when recommending a relative for a job? Ask HR
Johnny C. Taylor Jr. tackles your human resources questions as part of a series for USA TODAY. Taylor is president and CEO of the Society for Human Resource Management, the world's largest HR professional society and author of "Reset: A Leader's Guide to Work in an Age of Upheaval.' Question: I want to recommend my nephew for an open position with my company. I think he'd be a great fit. We are encouraged to make referrals of people we know. What can I do to avoid his hiring might be perceived as nepotism or favoritism? – Milo Answer: When considering recommending your nephew for an open position within your company, it's essential to navigate the process thoughtfully. Here are some steps to ensure a fair and transparent referral: Do your homework: Start by reviewing your company's policies concerning the hiring of family members. Most organizations have specific guidelines in place to prevent conflicts of interest, which help clarify what is permissible. Internships: How can students get more out of professional training? Ask HR Focus on qualifications: Make your recommendation based on your nephew's skills, accomplishments, and how he aligns with the job requirements. Communicate his qualifications and potential contributions to the hiring team. Maintain transparency: Be upfront about your relationship with your nephew from the beginning. Transparency will help build trust with your employer and colleagues, showing that you are not trying to hide the familial connection. Provide insight, not influence: Use your understanding of your nephew to offer valuable insights into his capabilities and work ethic. However, let the hiring process proceed independently, without undue influence from you. Allow him to go through the same evaluation process as any other candidate. Avoid conflicts of interest: Ensure that the position does not involve direct supervision or decision-making authority over your nephew. This reduces the risk of perceived bias and helps maintain a professional environment. Set professional boundaries: If hired, establish clear boundaries to maintain a separation between personal and professional interactions. This includes not showing favoritism and maintaining professionalism at all times. Address colleague concerns: Be mindful of your workplace dynamics. If any concerns about the recommendation arise among colleagues, address them directly and professionally, fostering an open dialogue to alleviate any tensions. By taking these steps, your recommendation will effectively showcase your nephew's potential while upholding the integrity of the hiring process and fostering workplace harmony. Ultimately, any candidate you refer, be it a friend, family member, or former colleague, will be based on your personal experience. When you see a potential fit for both parties, you can confidently make a quality referral in the best interest of your employer and your parties, you can confidently make a quality referral in the best interest of your workplace and your nephew. The views and opinions expressed in this column are the author's and do not necessarily reflect those of USA TODAY. Job benefits: Can an employee contribute to an FSA while on an unpaid leave of absence? Ask HR.
USA Today
01-07-2025
- Business
- USA Today
Can an employee contribute to an FSA while on an unpaid leave of absence? Ask HR.
Johnny C. Taylor Jr. tackles your human resources questions as part of a series for USA TODAY. Taylor is president and CEO of the Society for Human Resource Management, the world's largest HR professional society and author of "Reset: A Leader's Guide to Work in an Age of Upheaval.' Question: I'm considering taking an unpaid leave via the Family and Medical Leave Act (FMLA). During my hiatus, can I continue contributing to my FSA (Flexible Spending Account) even if my employer isn't paying me? – Nisha Answer: Taking unpaid leave via the Family and Medical Leave Act is a significant decision prioritizing your health and family needs. It's commendable that you're considering how this will impact your Flexible Spending Account, as it demonstrates foresight and prudence. Here's how you can manage and potentially continue contributing to your FSA during your leave. Under the provisions of the FMLA, you retain the right to maintain your contributions to your dependent care FSA while on leave. The IRS guidelines offer a few options to manage these contributions: Additionally, you have the flexibility to adjust your FSA election under a cafeteria plan if your circumstances change, similar to those taking non-FMLA leave. Should it become necessary to cease your contributions temporarily, you would be permitted to reenroll upon your return. This extensive list of options ensures your absence doesn't hinder your ability to accrue and use your FSA benefits, reflecting a broader understanding of how adaptable life situations and financial planning must be. It's crucial to consult with your HR department to understand specifically how these options are implemented within your organization. Each employer may have different procedures based on their plan guidelines. Remember, the FMLA and IRS guidelines were designed with your well-being in mind, supporting you during times when work needs to take a backseat to personal health and family responsibilities. Consider this a proactive step in maintaining your overall life balance and ensuring financial wellness during your leave. I work in our product development group, and our account management team has recently approached me about transitioning to an account executive role. Working as a design specialist for almost a decade, I have a deep understanding of our client's business. I also have expert knowledge of our deliverables and capabilities as a vendor. What should I consider when exploring a significant career shift like this? Should I be concerned that I'll lose expertise? ‒ Lori Embarking on a career shift is an exciting opportunity to broaden your horizons and add new dimensions to your professional portfolio. As someone with a solid background in product development and design, transitioning into an account executive role could be a natural progression that leverages your existing expertise while allowing you to develop new skills. First and foremost, it's important to recognize that your experience as a design specialist provides a strong foundation for your new role as an account executive. Your deep understanding of client businesses and thorough knowledge of deliverables and capabilities put you in a unique position to seamlessly bridge the gap between design and account management. Rather than seeing this transition as leaving your expertise behind, view it as expanding your toolkit. You'll be enhancing your ability to communicate the value of your company's products and services from a more strategic and business-oriented perspective. In considering this transition, evaluate how the skills you've acquired in product development can be applied to account management. As an account executive, you'll be responsible for building and maintaining strong client relationships, understanding their needs, and providing solutions that align with their business objectives. Your background equips you well for this, as you likely already possess strong communication skills, the ability to empathize with clients, and an in-depth understanding of how your products meet their needs. Further, consider how the account executive role can enrich your career. It can provide you with a broader perspective of the business landscape and offer insights into strategic decision-making, negotiation, and leadership. Developing these skills can position you for future roles requiring a mix of technical prowess and business acumen, thereby expanding your career trajectory and potential opportunities. While it's natural to worry about losing touch with your design expertise, keep in mind that skills are not just retained but can be adapted and applied in new ways. Stay engaged with your design passion through side projects, professional development, or cross-functional tasks, ensuring your skills remain sharp and relevant. This dual expertise not only enhances your current role but also increases your value to any organization. Moreover, as an account executive, you'll have a platform to influence the direction of product offerings based on client feedback, thereby indirectly shaping design and development processes. Your intimate knowledge of design nuances can be a critical asset in delivering tailored client solutions and driving innovation. Ultimately, approaching this career shift as a chance to diversify your skill set and explore new avenues of professional growth can be incredibly rewarding. Embrace the challenge and use your existing strengths while being open to learning and adapting. The account executive role can be a complementary addition to your career, enriching your professional life and opening doors to new opportunities while leveraging the skills and expertise you've cultivated over the years. The views and opinions expressed in this column are the author's and do not necessarily reflect those of USA TODAY.
USA Today
24-06-2025
- Business
- USA Today
How can students get more out of their internships? Ask HR
Johnny C. Taylor Jr. tackles your human resources questions as part of a series for USA TODAY. Taylor is president and CEO of the Society for Human Resource Management, the world's largest HR professional society and author of "Reset: A Leader's Guide to Work in an Age of Upheaval.' Question: I'm in an engineering internship this summer. My supervisor doesn't actively manage me or give me enough work to do. How can I take the initiative to be more engaged in my internship? – Myles Answer: First off, kudos to you. The fact that you're looking to get more out of your internship speaks volumes about your drive and mindset. This kind of initiative will serve you throughout your career, and it's precisely what transforms good interns into standout future professionals. Now, here's how you take the next step. Begin by initiating a transparent and respectful conversation with your manager. Let them know you're eager to learn and ready for more responsibility. Believe it or not, some managers may simply not realize you can do more. Help them see it. Say, 'I'm excited to be here, and I'd love to be even more engaged ‒ what else can I take on?' This small step can open big doors. Next, take ownership of your growth. Come up with a few project ideas or learning goals. Present them as suggestions for how you might contribute more meaningfully. Talk to others on your team, ask what they're working on, and how you might assist. Often, your most significant opportunities come from stepping outside your initial role and building relationships across functions. A stronger work group: As a supervisor, how do I delegate more to empower my team? Ask HR Don't stop there. Ask to shadow team members or explore other departments. Internships are not just about filling time; they're about rounding out your skills, expanding your perspective, and discovering what lights your fire. Look for training, workshops, or internal resources that can add to your skill set. Focus on creating a win-win scenario for both you and your organization. Look for opportunities that align your interests with the company's goals. For instance, you might volunteer to support research efforts within your department or collaborate with a cross-functional team to gain broader business exposure while driving results. You could also support project management initiatives, analyze data to uncover insights, streamline internal processes, enhance documentation, or even help prepare presentations and reports, advancing organizational priorities. The key is to identify areas where your skills can make a meaningful difference while also positioning yourself for growth. When you're in a situation where you feel your time and skills are underutilized, see it as a space to grow and explore. You're there to learn, and some of the best learning occurs through hands-on experience. With the right mindset, you can find learning paths in any direction. Learn the operation and the culture. Advance your technical skills. Develop your people skills. Seek to understand, analyze, and evaluate everything going on around you. Being smart and curious will serve you well in any environment. Human resources is a tremendous resource for finding learning and development opportunities and discovering avenues for contributing more effectively to the organization. HR understands organizational talent needs and can sometimes facilitate these conversations in ways that move things forward. Own your experience. Take charge of your growth. And remember, you're not just an intern. You're a future professional in training. The views and opinions expressed in this column are the author's and do not necessarily reflect those of USA TODAY. Employee benefits: Do your work hours qualify for benefits? Ask HR
USA Today
16-06-2025
- Business
- USA Today
Do your work hours qualify for benefits? Ask HR
Do your work hours qualify for benefits? Ask HR Johnny C. Taylor Jr. tackles your human resources questions as part of a series for USA TODAY. Taylor is president and CEO of the Society for Human Resource Management, the world's largest HR professional society and author of "Reset: A Leader's Guide to Work in an Age of Upheaval.' Have a question? Submit it here. Question: I'm a college student who recently took a part-time summer job. For the last two weeks, my employer has relied on me for over 40 hours a week. If I'm working at this rate, should I qualify for full-time benefits? – Gordon As a college student taking on a part-time summer job, navigating the intricacies of work hours and benefits can indeed be perplexing. Let's break this down to provide you with a clearer understanding. First, it's important to note the distinction between full-time and part-time employment isn't universally defined by federal law. Instead, employers often determine their own criteria for classifying employees unless specific state or local laws indicate otherwise. This means your employer may have the discretion to set the parameters differentiating full-time from part-time status. Given that you've been working over 40 hours per week, it's natural to question whether you qualify for full-time benefits. While federal law doesn't offer a one-size-fits-all definition, some regulations could apply depending on your situation. For example, under the Affordable Care Act (ACA), if you work for a company with 50 or more employees, you generally become eligible for health insurance if you consistently work at least 30 hours per week. Additionally, under the Employee Retirement Income Security Act (ERISA), working 1,000 hours within a year may grant you eligibility to participate in your employer's retirement plan. It's worth reviewing your company's employee handbook or consulting your human resources (HR) department to understand their specific policies regarding employment classification and benefits eligibility. HR can clarify the criteria they use to determine whether an employee is considered full-time or part-time and what benefits you may be eligible to receive based on your current work schedule. Balancing work hours and school commitments can be challenging, and it's essential you feel secure in your employment status and benefits. As you continue to navigate this busy period, ensure you take the time to have this important conversation with HR. This will provide you with the guidance you need and ensure you receive all the benefits you're entitled to under your employer's workplace policies. Best wishes, and I hope your concerns are resolved promptly to your satisfaction. More career advice from 'Ask HR': Can a worker be fired without a reason? Question: I've spent my career cultivating relationships with customers, colleagues and vendors. I want to start making a career shift. How can I best leverage my career relationships to aid in my job search? – Dina First, let me commend you on your foresight and aptitude in fostering relationships throughout your career. It's a skill many overlook, but one that can significantly ease the transition into a new role or industry. Leveraging these cultivated connections effectively can provide you with more opportunities than you'd expect. Begin by clearly defining your career goals. You need to have a firm grasp of what you're looking for in your career shift. This clarity not only guides your search but also enables your connections to assist you more effectively. When reaching out to your network, articulate your aspirations clearly: Be specific about the type of roles, industries and environments you're considering. This specificity helps your contacts connect you with relevant opportunities and provide tailored advice. As you prepare to reach out, prioritize genuine reconnection over immediate needs. Contact former colleagues, clients and vendors with whom you've maintained professional relationships. A casual coffee date or a friendly chat can go a long way in reigniting those connections. Use platforms such as LinkedIn to your advantage, but don't neglect traditional avenues like phone calls or in-person meetings. The aim is to rebuild rapport, making it a natural segue when discussing your new career path. Consider expanding your network by joining professional associations within your industry of interest. These groups offer excellent opportunities to meet new contacts, stay informed about industry developments, and even discover unadvertised job openings. Moreover, such associations often host events, workshops and seminars — each a golden opportunity to introduce yourself and your career aspirations to industry veterans. Don't hesitate to lean on your network for advice. People in your circle possess valuable insights and might suggest training programs, workshops, or conferences that could hone your skills further. When asking for advice, acknowledge your contact's expertise and express your appreciation for their guidance. This approach builds trust and may encourage them to go out of their way to support your transition. If you plan to use individuals as references, reach out to them beforehand. Requesting their permission not only demonstrates your respect but also ensures they're prepared to offer the strongest possible endorsement. Remember, networking revolves around cultivating lasting and reciprocal relationships. Your connections can be instrumental now, and your success in your new role may position you to return the favor in the future. A consistent engagement with your network, grounded in sincerity and mutual respect, will allow these relationships to flourish continually. Also, remember: Your career network is dynamic — it's a two-way street, with periods of giving and receiving. Don't hesitate to call upon the support you've nurtured over the years; it's a testament to the solid relationships you've built. Your diligence in maintaining these connections is likely to yield significant advantages over the course of your career. Good luck! Professional advice from 'Ask HR': Can a worker be fired without a reason? The views and opinions expressed in this column are the author's and do not necessarily reflect those of USA TODAY.
USA Today
10-06-2025
- Business
- USA Today
As a supervisor, how do I delegate more to empower my team? Ask HR
As a supervisor, how do I delegate more to empower my team? Ask HR Johnny C. Taylor Jr. tackles your human resources questions as part of a series for USA TODAY. Taylor is president and CEO of the Society for Human Resource Management, the world's largest HR professional society and author of "Reset: A Leader's Guide to Work in an Age of Upheaval.' Have a question? Submit it here. Question: I was recently promoted to supervisor. While I'm happy to take a step up in my career, I feel somewhat out of place in this role. Watching my staff struggle to do things I can do in my sleep has been hard. How do I improve my ability to delegate tasks and give my team more autonomy? – Safir Answer: Congratulations on your promotion! It's exciting to take the next step in your career, but it's completely normal to feel out of sorts as you transition to a leadership role. Delegation is a skill that takes time, practice, and intention to master. The good news? By taking the proper steps, you can empower your team, lighten your workload, and help your staff reach their full potential. Employee retention: How do I reduce the turnover rate among remote employees? Ask HR Here's how you can improve your delegation skills and foster a culture of autonomy and trust: Understand your team. Effective delegation begins with knowing your team's strengths, skills, and workload. Start by conducting one-on-one meetings to learn about individual areas of expertise and career goals. Observing how your team works together can also give you insights into their communication styles and preferences. This information will help you assign tasks that align with their abilities while providing valuable growth opportunities. Clarity is key. Miscommunication often leads to frustration, so it's essential to set clear expectations from the beginning. When assigning a task, be specific about the goals, deadlines, and desired outcomes. Encourage your team members to ask questions and repeat the instructions back to confirm understanding. This two-way communication ensures everyone is on the same page. At the same time, be prepared for things to go off track occasionally ‒ that's a natural part of learning. These moments are opportunities for coaching and reinforcing a problem-solving mindset, helping your team grow stronger. ◾Focus on support, not control. It can be challenging to step back when you know you could complete the task more efficiently, but trust is crucial to effective delegation. Give your team the freedom to take ownership of their work while remaining available for support. Use tools that enable you to track progress transparently and schedule regular check-ins to stay informed. Rather than micromanaging, ask guiding questions to encourage independent thinking and problem-solving. Your team will perform at their best when they feel trusted. ◾Tailor your approach. Every individual on your team will require different levels of guidance depending on their experience and confidence. Less experienced employees may need more structure and regular check-ins, while seasoned staff members might thrive with more autonomy and broader guidance. Adapting your approach to fit their needs shows that you respect their unique contributions and helps build confidence. ◾Recognize and reflect. Once a project is complete, take time to look back on the process. Provide constructive feedback on what worked well and what could be improved, focusing on specific actions rather than generalizations. Recognition plays a key role in building morale, so celebrate achievements publicly or privately, depending on what motivates each team member. A simple 'Great job!' or acknowledgment in a team meeting can make all the difference. ◾Lead with trust and empowerment. The goal of delegation isn't just to lighten your workload; it's about building a team that thrives on autonomy and empowerment. By allowing your team to learn and grow through their responsibilities, you're cultivating a culture of engagement and trust. This not only benefits your team members but also positions you as an effective and respected leader. Remember, delegation is a skill that improves with practice. By leading with empathy, clarity, and trust, you'll empower your team to do their best work while freeing up your time to focus on broader strategic goals. Leadership isn't about doing everything yourself. The views and opinions expressed in this column are the author's and do not necessarily reflect those of USA TODAY. Terminated? Can a worker be fired without a reason? Ask HR
