Pandemic HR Questions with Guest Expert Amy Hunter


We are putting together some special episodes. Were you given me? It's crazy times. We're all living in with a pandemic and We have gotten a lot of questions from you from a lot of backgrounds and a lot of different sized organizations. So we're doing our best Andy doing our best to to really get together A mix of your questions and things that we think can benefit all sized organization so as always feel free to let us know. If there's something else we should we should cover or you have another question. We haven't answered. We will do our best to find you an answer. And with that We have several. Hr questions that came in and we have some that. Were incredibly technical. Very very much more from a legal standpoint and so we're going to be bringing in an expert from that angle today. We've got some questions that sort of probably border on both technical and Just sort of the human element sort of the soft side of things In how you just handled sensitive situations with your employees and so we thought no better than to have our very own amy hunter. Who's come before joining us again? So welcome amy. Thank you Stacey Handy for having me I really appreciate it. So I'M GONNA have amy for those who hadn't caught a past episode that amy joins US Four. Have Amy Gez. Start US off with a little bit of your background and and she can probably share a lot more about her herself than I can other than I know. She knows her stuff so were so lucky to have her finding time Making time for this really during during a lot of questions. She's getting as well from from clients and colleagues. So Amy. Can you give us a little bit of background? Our listeners. A little bit of background on you. Sure happy to do so I am a hunter have been in Las Vegas. My husband and I moved here about thirteen years ago. Now and have been I have been in the HR coaching training strategy world for nearly two decades. Now so Something that I'm really passionate about. And it's always evolving and changing and particularly in such uncertainty unprecedented times that we have similar to what we have today going on today. So I'm happy to be here and help answer as many questions can that your listeners have great thank you so much so I'm GONNA jump and this first First question we have is really more like three or four questions in one so I'm going to read the entire Sort of You know stagnant we got and then have break it down one by one and then we can kind of just walk. Go at so this. This listener Rodin instead given the pandemic are we permitted to have different work situations and hours for staff. For example we have some staff whose roles necessitate that they work full-time or overtime right now. Own and we have others. Who probably don't need to have many hours at all. How do I communicate with staff at their hours? May Vary based on need and their role within the organization as well as within our budget. And how do I do this in a way that nobody feels less important? Wow that's a lot of impact is in at any. Gosh it sure is it sure is. I think if I could stay. Take it one step at a time. Like you had mentioned the easy part of the question. The more standard this versus that part of the question is yes. You can absolutely make schedule. Changes based on operational demands by position. Now one of the things that isn't specifically outlined is whether or not those team members would be hourly or salaried so you definitely have to make some varying adjustments and use some specific language around the team member's status if they are salaried hourly as it was much easier to just to make an adjustment to their schedule and move them. Let's say from part-time to full-time so we know hourly as sort of just an adjustment whether it's to increase or decrease hours as far as salary I can you elaborate a little bit more things that people need to be thinking about related to that. I'm GONNA come from a Layman's point of view. As far as I'm I've always thought salaried employees. They work to get the job done so that means they get paid whether they work twenty hours a week or one hundred hours a week as long as the job is done. Is that accurate? That is one hundred percent accurate. Which is why you would want to use. Language like furloughing employees. Because what a furlough proper furlough allows you to do is make an adjustment even two salaried employees schedules We have some clients that are moving salaried employees to hourly so that they can continue to give them modified work schedules with some type of compensation during this period of time. So then the the second part right how how do I communicate this with staff You know based on the fact that they're they're made within the need right now their role within the organization but budget all of those things are sort of influencing these decisions so I always on. I'm a people person you know. So sometimes I put on that warm fuzzy hat that not everyone owns so I would say show up with even more empathy and carrying candor than you have ever given your team before it's really important to set the stage. Remind them that we're all in this together That we're all working through information coming at us from this unprecedented situation that crisis management situation that most organizations have never dealt with before. So if so. I would suggest as part of the tactical logistical part. If possible and if time allows to be able to have those conversations individually so unless it's let's say for example Small Call Center. Maybe have an opportunity to bring the whole team together and say. Here's the here's what's going on. Here's the impact of changes on your work schedule. Now I'd like to talk to each of you individually around how this might impact you and have some more personal conversation one on one being cognizant of when you bring a small group together like that during a space where people are very fearful and scared you may get some group. Think I like to call it. That group think mentality and so doing one on one conversations. Just from the get go may be able to mitigate some of that stress in fear that team members. Get when you have to have or when you take the approach of a group conversation. I love that I let that such sage advice and I. I realized that that some people are listening. It feels a lot easier to just do this. In large fell swoop. One Maths Communication And that always that that may be quicker but maybe not ideal right for for every single person in a an approach that usually people talk about associated with wall. I want everyone to be having the same conversation. I want them to hear the same message. And so that's why it's really important. One of my very first recommendations is practice practice practice the conversation in that way. You've got a rhythm down and so when you are doing those individual conversations you've got a script for yourself that you're following and then you know that the conversations are consistent another thing. That oftentimes comes up when I recommend those individual conversations of pushback is that you know it but what if someone comes up with a really good question that I didn't think ahead of time a My what sort I'm looking here for my comeback sounds like a very strong Perspective but my pushback to that would be that They yes that may be the case. And this isn't the end all be all you still can have opportunity conversation with these individuals that may be having reduced work schedule. You MAY BE LAYING OFF. You may be putting into Furlough Position. furlough status so it just continuously be thinking about this as more than potentially more than one conversation

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