Latest news with #Reset:ALeader'sGuidetoWorkinanAgeofUpheaval
USA Today
9 hours ago
- Business
- USA Today
Can a worker be fired without a reason? Ask HR
| Special to USA TODAY 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: While I was working a seasonal job, I was fired just weeks before the term ended. However, my employer never gave me a reason for the termination. My former manager referred me to HR, but I never received a response to my inquiries there. Can I be fired without my employer giving me a reason for the termination? – Leo Answer: I'm sorry to hear about your situation. Being terminated without an explanation can definitely feel frustrating and confusing. While the specifics can vary depending on your location and circumstances, here's some general guidance to help clarify your rights and options. The answer largely depends on the laws in your state or country and the nature of your employment. Most states operate under an 'at-will' employment system. This means an employer can terminate your employment at any time, for any reason (or no reason), as long as it's not illegal (e.g., discrimination or retaliation). However, some states have laws requiring employers to provide an explanation for termination, either verbally or in writing, particularly in cases of involuntary termination. Since your job was seasonal, the terms of your employment may have also been governed by a contract or agreement. If there were specific guidelines about duration or conditions for termination outlined in that contract, your employer should have followed them. While employers may not always be legally required to provide a reason, it's considered best practice to do so. Communicating the reason for termination helps prevent confusion and disputes, demonstrating that the decision was thoughtful and fair. When an employer fails to provide a reason, it can understandably raise concerns. If your former manager referred you to HR and you didn't get a response from them, it's worth taking additional steps to follow up. Here's what you can do: ◾ Contact HR again. Reach out via email or phone to reiterate your request for clarification. Be clear and professional in your communication. ◾ Check your employment documents. Review any offer letters, contracts, or employee handbooks you received when you started the job. These may provide information about termination policies and procedures. ◾ Document everything. Keep records of all communications with your former employer, including dates and times you contacted HR or other points of contact. If you suspect the termination might have been discriminatory or in violation of employment law, you have a few options: ◾ Seek legal guidance. Consulting with an employment attorney can help you better understand your rights and the terms of your contract, especially if you believe the termination was unlawful. ◾ File a complaint. You may be able to do this through your state's labor department or the Equal Employment Opportunity Commission (EEOC) if the termination violated employment laws. While the situation may be disheartening, use it as an opportunity to reflect and move forward. If you're in the job market again, focus on highlighting your skills and experience from that seasonal role, as well as any lessons learned. Regardless of the circumstances, you can take the next step in your career with confidence. Being proactive and informed about your rights is always a good move. If you need further guidance, don't hesitate to seek professional advice or resources in your area. Wishing you the best in your next chapter!
USA Today
18 hours ago
- Business
- USA Today
Can a worker be fired without a reason? Ask HR
Can a worker be fired without a reason? 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: While I was working a seasonal job, I was fired just weeks before the term ended. However, my employer never gave me a reason for the termination. My former manager referred me to HR, but I never received a response to my inquiries there. Can I be fired without my employer giving me a reason for the termination? – Leo Answer: I'm sorry to hear about your situation. Being terminated without an explanation can definitely feel frustrating and confusing. While the specifics can vary depending on your location and circumstances, here's some general guidance to help clarify your rights and options. The answer largely depends on the laws in your state or country and the nature of your employment. Most states operate under an 'at-will' employment system. This means an employer can terminate your employment at any time, for any reason (or no reason), as long as it's not illegal (e.g., discrimination or retaliation). However, some states have laws requiring employers to provide an explanation for termination, either verbally or in writing, particularly in cases of involuntary termination. Since your job was seasonal, the terms of your employment may have also been governed by a contract or agreement. If there were specific guidelines about duration or conditions for termination outlined in that contract, your employer should have followed them. While employers may not always be legally required to provide a reason, it's considered best practice to do so. Communicating the reason for termination helps prevent confusion and disputes, demonstrating that the decision was thoughtful and fair. When an employer fails to provide a reason, it can understandably raise concerns. Retention: How do I reduce the turnover rate among remote employees? Ask HR If your former manager referred you to HR and you didn't get a response from them, it's worth taking additional steps to follow up. Here's what you can do: ◾Contact HR again. Reach out via email or phone to reiterate your request for clarification. Be clear and professional in your communication. ◾Check your employment documents. Review any offer letters, contracts, or employee handbooks you received when you started the job. These may provide information about termination policies and procedures. ◾Document everything. Keep records of all communications with your former employer, including dates and times you contacted HR or other points of contact. If you suspect the termination might have been discriminatory or in violation of employment law, you have a few options: ◾Seek legal guidance. Consulting with an employment attorney can help you better understand your rights and the terms of your contract, especially if you believe the termination was unlawful. ◾File a complaint. You may be able to do this through your state's labor department or the Equal Employment Opportunity Commission (EEOC) if the termination violated employment laws. While the situation may be disheartening, use it as an opportunity to reflect and move forward. If you're in the job market again, focus on highlighting your skills and experience from that seasonal role, as well as any lessons learned. Regardless of the circumstances, you can take the next step in your career with confidence. Being proactive and informed about your rights is always a good move. If you need further guidance, don't hesitate to seek professional advice or resources in your area. Wishing you the best in your next chapter! The views and opinions expressed in this column are the author's and do not necessarily reflect those of USA TODAY. Job hunting? Should you tell your employer you're looking for a new job? Ask HR
Yahoo
27-05-2025
- Business
- Yahoo
How do I reduce the turnover rate among remote employees? 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 lead a virtual customer service center. Sixty-six percent of our positions are remote. Since expanding to remote work, we've improved our recruiting capabilities. However, retention is significantly lower among our remote staff than our hybrid and onsite workers. What can we do to reduce turnover among our remote staff? – Tia Answer: Employers face distinct challenges in managing remote workforces. Consequently, they must develop innovative solutions when in-person or hybrid operations aren't feasible. To reduce turnover among remote employees, it's crucial to tackle remote staff issues while fostering inclusion and engagement within the team. Here are some actionable strategies to help retain your remote workforce: ◾Build a strong remote culture. While remote work offers flexibility that attracts top talent, it requires intentional effort to create a cohesive culture. Clearly align individual roles with your organization's mission and goals to give employees a sense of purpose. Transparent communication from leadership is key here. Regularly reinforce company values and ensure remote staff feel connected to the broader organization. ◾Foster personal connections and relationships. Strong work relationships carry even more weight for remote teams. Dedicate time for regular, one-on-one check-ins and make these as personal as they are professional. Where possible, use video calls for meetings to foster better human connections. Celebrate milestones like work anniversaries, individual achievements, or team successes to cultivate camaraderie and inclusiveness. ◾Leverage technology effectively. Use collaboration tools that encourage engagement and real-time communication. Platforms such as Slack, Microsoft Teams, and Zoom can help replicate the spontaneity of an office environment. For example, host virtual coffee breaks or team-building exercises to encourage informal employee interactions. To further support belonging, consider mentorship programs or a buddy system to help new employees transition smoothly and develop strong connections. ◾Conduct stay interviews. Proactively address employee concerns before they become reasons for leaving by conducting regular stay interviews. These conversations allow you to identify issues impacting engagement, understand what employees value most, and take meaningful steps to improve their remote work experience. ◾Gather exit feedback. For employees who do leave, exit interviews can provide valuable insights into recurring themes or shortcomings in your retention efforts. Work closely with HR to analyze this data and use it to make thoughtful changes that connect with employee needs. By focusing on purposeful communication, nurturing relationships, and offering opportunities for engagement, your virtual customer service center can turn low retention into long-term loyalty. Creating a remote environment where employees feel valued and connected will help them thrive and, ultimately, stay. Good luck! I've worked as an engineering program manager for 11 years. I feel like I've plateaued in my career, so I want to explore more of what I can do. However, I don't want to go back to school for an extensive period of time and high cost. What's the best way to determine what other industries, occupations, and career paths my skill set might fit into? – Chris As an engineering program manager for over a decade, determining if your skills are transferable is an empowering step toward finding new opportunities. Here's how to explore your options without a costly and time-consuming higher education: Assess and categorize your skills. Start by creating an inventory of your skills. Divide them into three categories: ◾Technical skills (e.g., project management methodologies, data analysis, engineering expertise). ◾Management skills (e.g., leading teams, managing budgets, overseeing timelines). ◾Power skills, or soft skills, as some people refer to them (e.g., communication, problem-solving, adaptability). These power skills are highly valuable across health care, technology, consulting, nonprofits, and other industries. Surveyed HR professionals identified management and soft skills as the top skills required for today's workplace. ◾Research transferable roles. Curiosity is your superpower here. Use career assessment tools such as O*NET Online or SkillPort to input your skills and discover potential career options. These tools can suggest industries and roles for which your expertise is a match. Additionally, consider reaching out to professionals in fields that pique your interest through LinkedIn or networking events. Ask about in-demand skills and explore industry-specific trends to identify where your background best aligns. Gain industry-specific knowledge. You don't need to enroll in a lengthy or expensive program to pivot careers. Instead, explore: ◾Short-term certifications: Look for programs in areas such as Agile Scrum, Six Sigma, or technical product management to refresh your expertise. ◾Online learning platforms: Websites like Coursera, Udemy, or LinkedIn Learning offer affordable courses tailored to your interests. ◾Leverage your experience: Your 11 years of engineering program management experience are an asset. Many industries value professionals with strong analytical thinking and problem-solving skills. Look into roles such as operations management, product development, or executive leadership, where your ability to lead projects and teams translates seamlessly. ◾Seek guidance: Finally, don't hesitate to reach out to career coaches or mentors who can provide personalized advice and actionable steps. Networking with trusted professionals can open doors to new industries and opportunities. Taking an objective look at your experience, knowledge, and skill set demands the use of all the available resources and support. By aligning your skills with new industries and leveraging certifications or courses to pivot, you can set yourself up for exciting career opportunities without the burden of extensive schooling. You've already achieved so much ‒ this is your chance to build on that success and explore new possibilities! The views and opinions expressed in this column are the author's and do not necessarily reflect those of USA TODAY. My job duties: What should I do if my duties don't match my job description? Ask HR This article originally appeared on USA TODAY: How to reduce turnover rate among remote workers Error in retrieving data Sign in to access your portfolio Error in retrieving data Error in retrieving data Error in retrieving data Error in retrieving data
USA Today
27-05-2025
- Business
- USA Today
How do I reduce the turnover rate among remote employees? Ask HR
How do I reduce the turnover rate among remote employees? 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 lead a virtual customer service center. Sixty-six percent of our positions are remote. Since expanding to remote work, we've improved our recruiting capabilities. However, retention is significantly lower among our remote staff than our hybrid and onsite workers. What can we do to reduce turnover among our remote staff? – Tia Answer: Employers face distinct challenges in managing remote workforces. Consequently, they must develop innovative solutions when in-person or hybrid operations aren't feasible. To reduce turnover among remote employees, it's crucial to tackle remote staff issues while fostering inclusion and engagement within the team. Here are some actionable strategies to help retain your remote workforce: ◾Build a strong remote culture. While remote work offers flexibility that attracts top talent, it requires intentional effort to create a cohesive culture. Clearly align individual roles with your organization's mission and goals to give employees a sense of purpose. Transparent communication from leadership is key here. Regularly reinforce company values and ensure remote staff feel connected to the broader organization. ◾Foster personal connections and relationships. Strong work relationships carry even more weight for remote teams. Dedicate time for regular, one-on-one check-ins and make these as personal as they are professional. Where possible, use video calls for meetings to foster better human connections. Celebrate milestones like work anniversaries, individual achievements, or team successes to cultivate camaraderie and inclusiveness. ◾Leverage technology effectively. Use collaboration tools that encourage engagement and real-time communication. Platforms such as Slack, Microsoft Teams, and Zoom can help replicate the spontaneity of an office environment. For example, host virtual coffee breaks or team-building exercises to encourage informal employee interactions. To further support belonging, consider mentorship programs or a buddy system to help new employees transition smoothly and develop strong connections. ◾Conduct stay interviews. Proactively address employee concerns before they become reasons for leaving by conducting regular stay interviews. These conversations allow you to identify issues impacting engagement, understand what employees value most, and take meaningful steps to improve their remote work experience. ◾Gather exit feedback. For employees who do leave, exit interviews can provide valuable insights into recurring themes or shortcomings in your retention efforts. Work closely with HR to analyze this data and use it to make thoughtful changes that connect with employee needs. By focusing on purposeful communication, nurturing relationships, and offering opportunities for engagement, your virtual customer service center can turn low retention into long-term loyalty. Creating a remote environment where employees feel valued and connected will help them thrive and, ultimately, stay. Good luck! I've worked as an engineering program manager for 11 years. I feel like I've plateaued in my career, so I want to explore more of what I can do. However, I don't want to go back to school for an extensive period of time and high cost. What's the best way to determine what other industries, occupations, and career paths my skill set might fit into? – Chris As an engineering program manager for over a decade, determining if your skills are transferable is an empowering step toward finding new opportunities. Here's how to explore your options without a costly and time-consuming higher education: Assess and categorize your skills. Start by creating an inventory of your skills. Divide them into three categories: ◾Technical skills (e.g., project management methodologies, data analysis, engineering expertise). ◾Management skills (e.g., leading teams, managing budgets, overseeing timelines). ◾Power skills, or soft skills, as some people refer to them (e.g., communication, problem-solving, adaptability). These power skills are highly valuable across health care, technology, consulting, nonprofits, and other industries. Surveyed HR professionals identified management and soft skills as the top skills required for today's workplace. ◾Research transferable roles. Curiosity is your superpower here. Use career assessment tools such as O*NET Online or SkillPort to input your skills and discover potential career options. These tools can suggest industries and roles for which your expertise is a match. Additionally, consider reaching out to professionals in fields that pique your interest through LinkedIn or networking events. Ask about in-demand skills and explore industry-specific trends to identify where your background best aligns. Gain industry-specific knowledge. You don't need to enroll in a lengthy or expensive program to pivot careers. Instead, explore: ◾Short-term certifications: Look for programs in areas such as Agile Scrum, Six Sigma, or technical product management to refresh your expertise. ◾Online learning platforms: Websites like Coursera, Udemy, or LinkedIn Learning offer affordable courses tailored to your interests. ◾Leverage your experience: Your 11 years of engineering program management experience are an asset. Many industries value professionals with strong analytical thinking and problem-solving skills. Look into roles such as operations management, product development, or executive leadership, where your ability to lead projects and teams translates seamlessly. ◾Seek guidance: Finally, don't hesitate to reach out to career coaches or mentors who can provide personalized advice and actionable steps. Networking with trusted professionals can open doors to new industries and opportunities. Taking an objective look at your experience, knowledge, and skill set demands the use of all the available resources and support. By aligning your skills with new industries and leveraging certifications or courses to pivot, you can set yourself up for exciting career opportunities without the burden of extensive schooling. You've already achieved so much ‒ this is your chance to build on that success and explore new possibilities! The views and opinions expressed in this column are the author's and do not necessarily reflect those of USA TODAY. My job duties: What should I do if my duties don't match my job description? Ask HR
Yahoo
27-05-2025
- Business
- Yahoo
What should I do if my duties don't match my job description? Ask HR
Johnny C. Taylor Jr. tackles your workplace questions as part of a series for USA TODAY. Taylor is President and Chief Executive Officer of SHRM, the world's largest human resources professional society and author of "Reset: A Leader's Guide to Work in an Age of Upheaval.' Have a question? Submit it here. Question: Soon after being hired, I found my duties slightly out of line with my job description. After eight months on the job, my day-to-day responsibilities are much different from when I started. Should I be concerned enough to address the situation in my annual review next month? – Joshua Answer: Absolutely, you should bring this up during your annual review. An annual review is the ideal time and place for career conversations. Job changes such as this are more common than people think. Typically, you accept a job, get into the groove, and before long, your role starts to shift. Sometimes, it's gradual; other times, it's abrupt. But eight months in, if your current responsibilities don't resemble what you signed up for, it's worth a conversation. Don't look at this as sounding the alarm; instead, think of it as seeking clarity. Roles naturally evolve, especially in workplaces where people are stretched or when the business needs to shift quickly. The real questions are: Were those changes communicated to you? Do they align with your skills and interests? And do your compensation and title reflect the work you're doing? Come to the conversation prepared. Take note of the major differences between your original job description and your current daily responsibilities. What specific new things are you doing? When did they start? What have you stopped doing? Are you now working at a higher level than originally outlined in your job description? Be ready to discuss this factually, not emotionally, and give examples. Your goal is to align expectations, not to air complaints. Many managers would appreciate your initiative and welcome the discussion. When employees speak up about role clarity, it enables better staffing, development, and compensation decisions. You're not just advocating for yourself; you're contributing to a healthier and smarter organization. So, yes, bring it up and do so with confidence and professionalism. If your conversation with your manager doesn't go as planned, consider reaching out to your Human Resources department. They can often help in these difficult situations and provide helpful coaching opportunities for your manager if needed. My job is switching from 100% remote to hybrid. I have the option to move near our headquarters in Washington, D.C., or one of our six regional offices. Pay for each is based on the local job market. I'm concerned that I will have less organizational visibility at a regional office. What else should I consider when offered a job relocation? – Chelsea Co-worker stealing your ideas? Co-worker stealing your ideas? How to keep a collaborative spirit: Ask HR There's always a lot to consider when making any big change. It's smart to take some time to weigh your options. Let's talk about compensation and benefits first. Sure, salary is a big deal, but it's worth digging deeper. How will the pay affect your standard of living or taxes in the new location? Don't forget to check if there are any changes to benefits such as health care, paid leave, holidays, or other perks. For example, if you're moving somewhere new, will your current health providers still be available, or will you need to switch? Some states even have unique benefits, like paid family leave or sick leave, so that's something else to keep in mind. Now, let's talk about visibility and career growth. Sometimes, working in a regional office can make it harder to stay on the radar, but there are ways to work around that. Volunteer for big projects or join cross-functional teams to stay involved. Show up for virtual meetings, and, if you can, attend in-person events at headquarters when the chance arises. Building relationships is key, so don't be shy about using email, texts, or even good old-fashioned phone calls to connect with colleagues. Technology is another thing to think about. Consider whether any of the regional or HQ locations use the same tools and systems and whether they're up to date. Outdated tools and systems could make your work more challenging. On the flip side, if a location features more advanced technology, it could be a great opportunity to grow your skills and boost your value to the organization. Finally, assess each site's growth potential. Does it offer strong mentoring, training, or advancement opportunities? While working at headquarters is often seen as the best option for career growth, some satellite locations might surprise you with unique learning opportunities or a different focus that could help you thrive. Taking a step back to look at the broader picture ‒ salary, benefits, cost of living, visibility, tech, and growth ‒ can ultimately help you determine what's best for your next career move. The views and opinions expressed in this column are the author's and do not necessarily reflect those of USA TODAY. Layoffs looming? How to be prepared? Ask HR This article originally appeared on USA TODAY: What to do if your duties don't match your job description
