I hereby notify you all that the award-winning blog – The Recruiters Lounge is now on hiatus so that I may direct more attention to The Searchologist.

Say what?! What is The Searchologist?
The Searchologist is a blog of lead generation strategies for Recruiters. Each week it is updated with actionable information that can be immediately applied towards your open requisitions. The most recent content is available for free, but is archived after a week. A paid subscription is required to access the archives.

• Click here to see the archives of The Searchologist
• Click here to see the latest tutorial from The Searchologist

How long until The Recruiters Lounge returns?
I do not have a definitive date, but just so I can be as vague as possible, some time in 2010. And to be clear, it is not on hiatus due to lack of popularity (in all modesty). Over the last 3 months, The Recruiters Lounge averaged 36,317 pageviews and 22,796 uniques a month and the traffic trend was steadily climbing. But hey, there was only so much a guy can do in his spare time and with all that I do (and that is quite a bit) something had to give.

Is this a trick? Are you selling your blog?
Not a trick. Not selling my blog, but if anyone wants to talk about it… (shrugging my shoulders). Have your people call my people, which is me (for the most part).

• Click here to contact me.

What about your podcast?
The Recruiters Lounge Podcast will also continue in 2010 (ummm… maybe sooner?). You will be able to access the new podcasts on HireCentrix which a website my friend – Karen Mattonen will soon be (officially) launching soon.

• Click here to check out HireCentrix
• Click here to visit the archives of The Recruiters Lounge Podcast

Will you let me know when The Recruiters Lounge is back online?

Sure, not a problem! Click here to subscribe to my mailing list

Wow Jim, what can I say? I am going to miss you.
Umm… don’t! Just hop over to The Searchologist and comment on my blog posts over there. (Lots of goodness is on the way over there. I promise you.) You can also follow me other places where I am still quite active.

• Click here to go to The Searchologist
• Click here to follow me on Twitter
• Click here to join my Searchologist fan page on Facebook
• Click here to umm… no wait. That’s all I got.

Okay… I told myself I would not cry, so I better go right now. (sniff-sniff)

E’ ya’ later!

-Jim Stroud

Tweet This Post

However, as the economy turns around, employees will begin to job hunt for new and more promising opportunities with companies they perceive to be more interested in their welfare. Smart employers won’t wait to find out how many employees they’re going to lose, they’ll start concentrating on their employees now to uncover any issues that could cause them to seek greener pastures elsewhere.

For whatever reason, managers don’t think that they can discuss employee satisfaction with their employees; however, open communication is a great way to improve retention and promote employee satisfaction. Granted, if you don’t have a good relationship with your employees to begin with it is highly unlikely that they will open up and tell you they’re unhappy, but there are other, just as effective, ways to get some answers:

Employee surveys – this can be done inexpensively with on-line survey sites. You can design a simple survey to find out the overall satisfaction level of your workforce. This is a great way to get information if you think that employees won’t be honest in a one-on-one setting. Of course this is only Step One – once you get the information you need to be able to do something about it. (see What to do with Negative Survey Results)

Focus meetings – if you have a Human Resource department, have it conduct some focus groups to discuss the overall satisfaction of the workforce. As with employee surveys, you can ask some specific questions that will provide insight regarding possible retention issues down the road. If you don’t have an HR department, have your managers conduct the focus groups, but have them work with employees who don’t report to them.

One-on-one employee conversations – this, of course, is appropriate for those managers who have good relationships with their employees or those who want to build good relationships. It’s the most effective way to not only find out what employees are thinking, but to start working on any issues immediately. You don’t need to come out and ask “Hey, are thinking of leaving the company?”, you just need to ask about general issues and concerns, workload issues, and career aspirations. These areas will give you tremendous insight into how employees feel about the company and their jobs.

Whatever method you chose, you will be taking the first step toward showing employees you care about them and their satisfaction. Be warned, if you don’t have any intention of following though on the information that is uncovered, don’t even start. You will do more damage than good. However, if you are sincere about wanting to make sure your company does not suffer a mass exodus once the economy turns around then pick a method, ask the questions, and do something about the issues you uncover.

What do I do with negative survey results?

So what happens if you do an employee survey and the results come back negative? First and foremost, share the information and tell employees what you are going to do about it. This does not mean you will solve all problems or that you should even try, but you should commit to gathering details, finding areas you can improve and keeping lines of communication open. Once you have these results you have the “in” you need to start talking about what’s going on. One effective method is getting employees together in small groups (15 to 20) to discuss the survey results, get clarification, and come up with possible solutions. Set the room up with round tables that seat 5 or 6 people and let them work in groups to come up with possible solutions for the areas that need improvement. Making them part of the solution helps achieve buy-in from the employees.

Prior to the sessions, analyze the survey results; come up with the comments that need clarification, and identify areas that could use some improvement suggestions. Ask each group to discuss among themselves the questions you have come up with and then share their combined responses with the group. After you have met with all employees, publish the solutions, implement the quick fix solutions, and create plans to work on the longer-term ones. As I mentioned before, following through is the key -make sure you continue to communicate and work through as many problems as you can and then re-survey in 6 months to 1 year to see if there has been improvements.

ABOUT THE WRITER

Debra Breski is a human resources professional with over 20 years of corporate HR management. She has extensive global human resources experience in manufacturing, service and technical industries in both union and non-union environments She has worked as a Director of Human Resources as well as in Divisional and Regional HR positions . She can be reached at bbreski@cox.net

Tweet This Post

The event, which will take place on Tuesday 12^th January 2010 in central London, will be presented by Roy Ripper, host of their DVD programs and will focus purely on transforming the way recruiters approach new clients and generate more business – a topic close to many recruiters’ hearts working in today’s market.

“We hope the event will offer a great opportunity for recruiters to network, learn new strategies and techniques and get a massive motivational boost for their new business drive in the New Year. The seminar will be really high-impact and full of energy as we want the delegates rushing back to their desks desperate to use their newly learned skills and get started on new business!” said Roy.

Presenting alongside Roy, will be author and sales motivational speaker Gavin Ingham, who has been well known for over ten years for his inspirational and compelling approach to sales training.

Matt Trott, Director of Recruitment Juice commented, “We are extremely excited to have secured Gavin’s involvement in this event as we know he will bring something truly unique to the program. We are also very proud to have Dan McGuire, Managing Director of Broadbean Technology, hosting the welcome address and delivering some of his entrepreneurial flair to the delegates as he did when he appeared as an ‘expert’ in our second DVD series.”

For full agenda details and further information on the event visit http://www.recruitmentjuice.com/juice_live.htm or call 08700 677 567.

The event is proudly sponsored by JobShop HQ – www.jobshophq.com & Broadbean Technology – www.broadbean.com. Media Partner – UK Recruiter, www.ukrecruiter.co.uk.

Tweet This Post

###

Resume Forensics by Jim Stroud

RESUME FORENSICS: Strategies and Tactics for finding millions of resumes and passive candidates on the world wide web for free.

As the end of the year looms, have you considered your budget for the following year? Are you realizing that as you make your workforce decisions, you may very soon need to scale your recruiting efforts accordingly? In this recession, are you equipped to do more with less? If you are not planning for the future, the best time to do so is now. Now you can get the results of 100 hours of online research to learn where to find the resources you need for quickly building a pipeline of talent in various niche industries.

In his 45-page report, “Resume Forensics,” Searchologist Jim Stroud shares the following:

• Where in the world can I find the most online resumes for free?
• Where in the world can I find the most online CVs for free?
• Which search engine has the most resumes indexed?
• Which search engine had the most industry-specific resumes indexed?
• Which search engine delivered the most relevant search results when seeking out resumes?
• How many free resumes were collectively indexed on Google, Yahoo and Bing?
• Which resume searches worked the best on Google, Yahoo and Bing?
• How many passive candidates skilled in Computer Science are online?
• Where is the best place to find passive candidates skilled in the most popular computer languages?

Plus get easy to follow instructions on how to perform the following:

• How to source passive candidates from popular and obscure Social Networks and online forums.
• How to find free resumes on Google
• How to find free resumes on Yahoo
• How to find free resumes on Bing
• How to find free resumes online that most Recruiters overlook

NOTE: The tutorials have been simplified even further with the addition of several TinyUrls. In other words, after explaining the process of sourcing a particular skillset, a Tinyurl is given so you can view the exact method used to find that results. For example, go to your browser and type in this web address: http://tinyurl.com/example229 You will be taken to an example of how to find CTOs on Google.

###

Click here for more details about Resume Forensics and a REALLY great deal I am offering for a limited time.

(In all modesty, this is a great use of a Training budget!)

Tweet This Post

The causes of workplace violence are many and varied. However, the chances of having a workplace violence incident in your facility will be greater when there is a hostile atmosphere. High stress workplace environments also lead to work place violence issues.

Often domestic disputes and other outside influences such as drug deals and other outside interests play out in the workplace. While these outside factors may be out of our direct control, there are ways of reducing their impact on the operation.

One precursor of workplace violence that needs to be carefully controlled is horseplay. While workers need to have freedom to express themselves, horseplay can quickly get out of hand and have dangerous if not fatal consequences. I suspect injuries due to horseplay are severely under-reported due to the nature of the interpersonal relationships.

In order to reduce the chances of a workplace violence incident, you need to create a safe and empowering work environment. Employees who feel good about themselves will not feel the need to increase their self worth by bringing down others. Workplace bullying and workplace violence go hand in hand.

Promoting good team work where each person’s value in inherent in the system will help everyone feel better about themselves. A quality employee performance system will also help aid employees self esteem. The better and more valuable employees feel about hem selves the less likely they will be to attack others in a effort to improve their status. Also, people who feel good about them selves will not attract violence into their lives.

A belief in some form of lack is usually the basis for workplace violence. When people feel that there is not enough money or not enough time or more often not enough recognition to go around, they begin to attract violence to themselves so that they can become a victim. Or they may lash out at others in defense of some supposed injustice.

Many workers feel that intimidation is the only way they can feel good about themselves. They like to harass other workers, especially new hires. If these people are rewarded for teaching and training new or slower workers, they will get the self esteem boost they need with out resorting to the hazing that leads to violence.

As managers, we can find ways to boost the self esteem of our workers. I once had an electrician who, while very intelligent, had difficulty getting along with his fellow workers. He would get belligerent when people questioned his intelligence and the other workers become fond of finding ways to make him look bad. I put him in charge of developing our lock out tag out plan.

He felt self worth because he had been asked to perform sun an important task. Other people were forced to work with him because the procedures he developed they would have to follow for posterity. They also began to respect him because they saw the amount of time and research he had to put into each procedure. After only a few days into the project the hazing and arguing peacefully disappeared.

Another worker I had liked to harass new workers. He had been with the plant from the day it opened and loved to show off his expertise. He refused to follow new safety rules and generally made life miserable for a lot of people. My boss wanted to find a way to early retire him and the union even tried to get him fired.

I put him in charge of training new workers. He got the recognition he deserved. He began to feel good about himself and his contribution become valued to both the company and his fellow workers. He could be the hero trouble shooter without having to cause problems in the first place. Through this simple job restructuring, both the company and the employee benefited. So did all his co workers.

When dealing with specific problem employees, you need to get to know them and make an effort to understand their values. The need to feel valuable and important is universal. Finding ways to help people feel good about themselves will not only help reduce violence in the workplace, but will benefit productivity as well.

By creating a safe and validating work environment, employees will feel good about themselves. Make sure they know what is expected of them and be consistent in the response when employees fail to meet expectations. Expect only the best from your employees and do what you can to remove the blocks to their best performance.

Good, solid policies and procedures are critical to maintaining a safe work environment. When everyone knows what is expected of them and knows how to do their jobs, every one will feel better about themselves. They will inherently know when they are doing a good job without the need for constant supervision. People who feel good about themselves will not act violently toward others nor will they attract violence onto themselves.

While the causes of workplace violence are varied and complex; preventing workplace violence is as simple as addressing these key areas. Make sure employees are rewarded for working well together. Make sure employees feel they are making a valuable contribution and make that value known to others. Make sure people know what is expected from them in the workplace and be consistent in the implementation of the policies and procedures.

ABOUT THE WRITER

Mike Strawbridge is a Performance Improvement Coach who loves helping people achieve what they truly want in life and business. To learn more about how to improve the safety and productivity of your workplace, see http://www.strawsolutions.com

Tweet This Post

When choosing holiday corporate gifts for your clients, vendors, and associates at other companies, there is some etiquette involved. You need to make sure your gifts are chosen with care to both show the recipient you appreciate and understand them.

For example, if you get food for your corporate holiday gift baskets, don’t get pork for a Jewish holiday, beef for a Hindus Holiday, or any kind of meat or animal products for vegetarians. Don’t get sports-themed corporate holiday gift baskets for people who don’t like sports, or other holiday corporate gifts like golf tools for non-golfers, tickets to events that the recipients aren’t interested in, or events that take place more than two hours away. Get holiday corporate gifts that are suitable, useful, and appropriate.

If you’re purchasing a gift basket, make sure the theme and sentiment is appropriate for the occasion. Some holidays observed by other countries and religions may not be suitable for giving or receiving holiday gifts. If you’re not sure, check online to see if gifts are acceptable, and if so, what kind.

When you get ready to give your gift, make sure the company doesn’t have a policy about accepting holiday gifts. Some companies, government agencies, or nonprofit organizations don’t allow their employees to receive holiday corporate gifts, let alone general “swag” given throughout the rest of the year. If you’re not sure, call someone from the human resources or marketing department before you send your gifts.

If you’re giving holiday corporate gifts to an individual, you should have already taken the time to get to know the person first. Try to find out what their hobbies and interests are, or what state they grew up in. Sometimes you can find this information on Facebook or the company website, sometimes you just need to get to know the person first. If you can’t find any of this information, try to make your holiday corporate gifts as generic as possible, so as to avoid any of the problems we discussed above.

If you’re sending any holiday corporate gifts to a company rather than a single person, try to get something that many people can enjoy, rather than one single person. Popcorn, mixed nuts, candy, and other bulk food items can make great holiday corporate gifts. But things like two tickets to a theatre performance for a company of 20 people might not go over so well.

You can order your holiday corporate gifts through a company located in the recipient’s home town and have it delivered, you can order them from a store in your own city, or even order your corporate gift basket online.

It’s also a good idea to start planning and ordering your holiday corporate gifts in the summer, when prices may be a little lower, rather than waiting until the late fall, when the rush is on, demand is high, and prices have gone up. Just do some basic research online with the various holiday corporate gifts companies and request some catalogs.

Rather than buying the same gift for everyone, put people in groups, VIPs, long-term customers, new customers, and wish list customers. (Or just make a list of who’s naughty, who’s nice, and who pays on time.) Assign a maximum dollar amount for each recipient in each group for budgetary purposes, start planning on the appropriate  gifts (see the paragraph on not buying certain food items for specific groups), and check with the vendors for lead time, delivery time, and availability. Then just start sending.

When you’re all done, make sure you get a little something special for yourself. You earned it.

Tweet This Post

Max Messmer, chairman and CEO of Robert Half International, states “Companies that lose top performers may not only experience declines in productivity but also incur significant costs in replacing these professionals.”

Furthermore, two additional recent studies have shown that smart organizations are investing in employee retention and engagement to weather the current recession. According to Douglas Matthews, President and CEO of Right Management, one-third of North American companies are planning to reduce their employees this year, but the other two-thirds are planning to “develop the employees they have to meet current and future needs so they can respond quickly to changing market demands and remain competitive.”

These forward-thinking employers are seeking ways to keep their employees engaged so they don’t become disengaged workers.

The other report, Hewitt Associates’ annual 50 Best Employers, states that “Businesses that invest in employees and have high employee engagement have a competitive advantage in their ability to make it through a recession.” These companies will emerge from the recession stronger and healthier unlike the companies whose workforce has been decimated.

Here are 7 tactics for retaining your employees through these times of confusion and uncertainty:

1. Communicate effectively with your employees. This is the most critical tactic of all. Assumptions and speculations are deadly to employee morale and the health of the organization. Nip rumors in the bud by being honest with your employees about what is happening in the organization. Encourage your workers to share their concerns with you and in turn share your concerns with them. This fosters openness and trust between all parties involved.

2. Search for ways to redeploy employees. It doesn’t make sense, financially or otherwise, to get rid of valuable employees during an economic downturn. When the recession is over you will need to replace these workers and at what cost? Instead, shift these workers to other areas that are still performing well. You will demonstrate your loyalty to them, garner their loyalty to you, and retain valuable company assets. Employees that leave companies take valuable knowledge with them.

3. Make wiser choices when hiring employees and managers. Consider the corporate culture that this prospective employee or manager must fit into and determine if there is a match. Utilize various personality assessments that are available to you. Doing so will ensure that not only will the employee/manager match the company’s expectations but the company will match the employee’s or manager’s expectations. After all, a square peg doesn’t fit easily into a round hole.

4. Be an effective, ethical leader. A well-known study published by Florida State University in Fall 2007 issue of The Leadership Quarterly stated that:

* 39% of workers said their supervisor failed to keep promises
* 37% indicated their supervisor failed to give credit when due
* 31% said their supervisor gave them the “silent treatment” during the past year
* 27% report their supervisor made negative comments about them to other employees or managers
* 24% indicated their boss invaded their privacy
* 23% said their supervisor blamed others to cover up personal mistakes or minimize embarrassment

In essence, employees don’t leave bad companies – they leave bad bosses. Make sure you are not one of them!

5. Be a great motivator, innovator, and leader. Inspire your employees to achieve great things. Believe in their capabilities. Encourage them often to stretch out of their comfort zones. Listen to their ideas and implement them. In a nutshell, champion them and they will champion you and the company.

6. Treat employees fairly and respectfully. Your employees are your company’s best asset and you must protect and nurture them. Whether you know it or not, you are in the business of growing people. Let them know how valuable their contributions are to the company. Honor your commitments to them. Create a learning environment for them where they, and you, can achieve the highest potential.

7. Provide alternate work schedules. Some companies have implemented programs for flexible hours, telecommuting, job sharing, four-day work weeks, and transportation subsidies. This allows employees to gain greater control over how, where, and when they work which leads to better work/life balance and helps to retain them.

Employers who are able to minimize their employee turnover during this recession period are going to emerge from it stronger and healthier than those companies whose employees have defected. Do everything you can to make sure that you keep your employees happy, engaged, and productive. Your company depends on it.

ABOUT THE WRITER

Jo Romano is a Certified Professional Life Coach helping lawyers, parents, and individuals to address their dilemmas and transform their learning to get the results they want. She lives in Montpelier VT USA. To learn more go to http://www.lifecoachforlawyers.com and http://www.greenmountainlifecoach.com

Tweet This Post

Tweet This Post

An effective HR function serves as the steward of organizational culture. As HR professionals we should provide a touchstone for our organizations and nurture a high ethical and compliant culture. Ethics and an effective HR program are inseparable. Inherent in any effective HR Program is a foundation of trust, credibility, objectivity and impartiality. Without these elements, HR is often labeled as an extension of management and viewed by employees as a biased arbiter who causes employees to avoid raising issues within the company or to seek resolution outside of the company.

According to the National Business Ethics Survey [1] the longest study of ethics and compliance in the workplace, just 55% of employees who observed misconduct at work in 2005, reported it. This is a 10% decrease since 2003!

Other key findings of this national survey were:

* Formal ethics and compliance programs are on the rise, but positive outcomes expected of those programs are not
* Ethics and compliance programs do have an impact, but organizational culture is more influential in determining outcomes

Throughout my career, as HR professionals we have generally worked to gain credibility and respect as a leveraging business function and equal “player” to the other “C” Level positions in our organizations. We have seen our efforts rewarded as more and more of us earned a “seat at the table.” Unfortunately, for many of us, that seat became more akin to a massage chair that seduced us into complicity and slowly undermined our integrity and reputation, which hampered our ability to effectively act as our organizations’ culture and ethical stewards, and internal arbiters. Over the years, our function has evolved from a “necessary expense,” to a valuable internal business partner; to what I now see all too often as a co-conspirator or passive observer. Our greatest triumph of earning that seat at the table has, in many cases, beguiled us with the well paying jobs, corner offices, stock options and grants, and all of the other trappings and perquisites available to other valued colleagues. These perks are now often viewed by many HR professionals as rewards far too valuable to risk by “bucking the system.” So, at best, we “work around the edges” in a more passive attempt to remain true to our former selves; or at worst, we become complicit in supporting or initiating the unethical behavior often observed in our organizations.

Before one begins to believe that I am anti-capitalism, management or HR, let me set the record straight. I love this profession and have practiced it for over 30 years. I am more an optimist than a pessimist, and believe people are basically good and hard-working. I remember and see the fantastic possibilities that accrue when our business and HR functions operate in the long-term interest of the organization, instead of the short-term interest of individuals in the organization. It is because of my devotion to my craft that I am writing this article.

A 2008 national survey [2] conducted by Clemson University found that CEO’s viewed the top ethical concerns in the general business community as:

1. Improper accounting practices
2. Lying on reports/falsifying records and conflicts of interest
3. Exorbitant executive compensation
4. Dishonesty with customers
5. Misleading the public or the media

All of these behaviors can be influenced by an effective HR function.

It has been my experience that unless management is highly trained and employee communications are nearly transparent; HR professionals usually find when we look out for the long-term interest of the organization, that half the time, the resolution of ethical dilemmas or misconduct is managements’ cross to bear while the other half of the time the employee is at fault. This is as it should be and if we want to have an effective HR program, we have to call it, like we see it. We have to put the interest of the organization before our personal interest. To act contrary to this, will serve to undermine the organization’s culture and ethical standards, and the reputation and effectiveness of our HR function.

Key Causes of Unethical Behavior

As an HR professional, be on the lookout for organizational cultures that includes most of these behaviors;

* Sets unrealistic deadlines and pressures staff to achieve them
* Values or tolerates a high Machiavellian approach
* Sets unrealistic financial or business objectives
* Weak control over how financial or business objectives are achieved
* Money and perquisites are highly valued
* “Yes Man” culture, especially among “C” Level executives
* Teamwork isn’t valued

These behaviors and others create an environment that can cause good people to do bad things.

How to Promote Ethical Behavior

As the cultural and ethical stewards in our organization, we as HR professionals should;

· Have and behave with a strong moral compass
· Have the courage to call it like we see it
· Be a visible role model
· Provide ethical training
· Communicate ethical expectations
· Hold the organization accountable by visibly rewarding or punishing unethical acts
· Periodically assess employees’ and other stakeholders’ opinions regarding the organizations ethical performance
· Develop, utilize and evaluate ethical performance standards

As HR professionals let’s enjoy the hard fought status and recognition we have earned over the past decade, but without the fear of losing it all if we do the right thing; championing high ethical standards, fair and impartial adjudication of disputes, and holding the CEO accountable for the ethical and moral leadership of our organizations. By doing this, we will continue to enhance the reputation of our profession, serve the long-term interest of our organizations, and promote an ethical business community and general public.

[1] The National Business Ethics Survey, How Employees View Ethics in their Organization, 1994-2005, Ethics Resource Center
[2] The National Survey of CEOs on Business Ethics”

ABOUT THE WRITER

Pierre A. Towns is a Board Member, Vice President and Partner of Onyx Global HR LLC (http://onyxglobalhr.com), a full-service Human Resources consulting firm based in Long Beach, CA. He is also founder and Managing Partner of Human Resource Capital Consultants, Inc., (http://hrcconsultants.com) a full-service Human Resources consulting firm in Carlsbad, CA. He has taught various HR related subjects at the University of Southern California and California State University, San Marcos. Mr. Towns has also guest lectured for numerous organizations including; the University of California at Riverside’s Anderson School of Management and the International Employee Benefits Association’s Annual Conference.

Mr. Towns is the former Senior Vice President, Board Secretary, & Chief Administrative Officer of MedUnite Inc., an IT Services company that provides real-time connectivity between physicians, hospitals, insurance companies, pharmacies and laboratories nationwide.

Mr. Towns joined MedUnite from DreamWorks SKG, a privately held entertainment company in Glendale, California. There he was the Head of Human Resources and was responsible for directing DreamWorks’ human resources activities corporate-wide, including Live Action Feature film, Animated Feature film, Television Production, DreamWorks Records, and DreamWorks Interactive Divisions.

Prior to working with DreamWorks, Mr. Towns was with ARCO, a publicly held $39 billion integrated oil and gas company. During 19 years at ARCO, he worked domestically and internationally in positions of increasing responsibility. Mr. Towns’ ARCO responsibilities included: heading up Human Resources and Administration for ARCO Latin America, Caracas, Venezuela, which included Central and South America, and the Caribbean and world-wide HR Generalist head for ARCO International Oil & Gas Company.

Tweet This Post

.
New York, October 20, 2009 – 91 per cent of Americans said they want their co-workers to remain at home if they are infected with the H1N1 flu virus according to a national survey released today by Mansfield Communications. And if you are considering going into work with the flu or symptoms of, 83 per cent of your co-workers say they are likely to inform a fellow colleague or senior management about a colleague in their workplace whom they think might be showing symptoms of the flu.

The survey, commissioned by Mansfield Communications Inc., interviewed 2,029 Americans with a subset of 1,232 full time and part time working Americans from October 5thth 2009 thru October 11th, 2009. It was intended to continue to gauge the readiness of workers and their employers for the H1N1 (swine flu) pandemic. The margin of error is +/- 2.2%, 19 times out of 20.

“As the number of people infected with H1N1 continues to grow, parallel fear escalates and the potential for mob mentality begins to take shape,” said Rob Ireland, partner at Mansfield Communications Inc. “By having clear and definitive H1N1 policies & procedures in place and by becoming a trusted source of related information, leading companies can truly take care of their greatest asset – their employees.”

According to a survey conducted last month by Mansfield Communications, 69 per cent of workers said they had received no communication about policies in the workplace pertaining to H1N1. The poll also found that a large majority (84%) of American workers believe the recession creates more pressure to show up for work— even if they are feeling sick.

Approximately half (47%) of the respondents said that they would still engage in public activities (such as riding the bus, picking up a prescription or grocery shopping) even when they were infected with H1N1 and required to stay home from their office due to a company-imposed quarantine.

However the most current findings indicate awareness about the serious nature of the virus is on the rise as workers show concern for containing the spread of H1N1.

Added Ireland: “Employers need to be vigilant in maintaining open communication with their employees during flu season and monitoring employee compliance with the organization’s sick leave policy.”

Additional Survey Findings:

• 94 percent of women believed that coworkers should not come into the office if infected with the H1N1 flu virus, while fewer men (88%) felt the same way.

• 84% of respondents between the ages 18-54 were likely to report a colleague who had symptoms of the flu. While fewer respondents ages 55+ and older (77%) were likely to report their coworkers’ for being ill at the office.

###

About Mansfield Communications Inc.

Mansfield Communications is a full-service marketing and communications agency servicing the global needs of its North American clients through its offices in New York, San Francisco and Toronto. The expertise of Mansfield spans public and media relations, analyst and investor relations, crisis communications, brand and marketing consultation, integrated marketing strategy, media relations, internal communications and speakers bureau management. Mansfield consultants have a wide range of industry experience, including B-to-B and B-to-C technology, consumer products and services, biotechnology, financial services, real estate, mining and public sector accounts.

Rob Ireland, former Director of Executive and Internal Communications for HP (Americas Region) and Partner with Mansfield Communications, is one of a few communications experts who has experience with an epidemic. During the SARS epidemic in Toronto in early 2003, he was involved in every aspect of internal and external communications and corporate messaging relating to quarantines, critical illnesses, and employee deaths. Central to the success of this work was a collaborative communications approach with Public Health authorities. In April 2003, Gartner published an event summary entitled “Lessons Learned from Hewlett-Packard’s SARS Quarantine”.

About Angus Reid Strategies

Angus Reid is a full-service polling and market research firm which is a leader in the use of the Internet and rich media technology to collect high-quality, in-depth insights for a wide array of clients. Dr. Angus Reid and the Angus Reid team are pioneers in online research methodologies, and have been conducting online surveys since 1995.

About the Poll/ Margin of error

From October 5th to October 11th, 2009, Angus Reid Strategies conducted an online survey among a randomly selected, representative sample of 2,029 adult Americans, with a subset of 1,232 full time and part time working Americans. The margin of error for the total sample is +/- 2.2%, 19 times out of 20. The results have been statistically weighted according to the US Census Bureau’s Statistics most current education, age, gender and regional data to ensure a representative sample of the entire adult population of United States. Discrepancies in or between totals are due to rounding.

This Angus Reid Strategies poll was conducted using the Springboard America online panel (www.springboardamerica.com), which is recruited via an industry-leading process that incorporates a randomized, widespread invitation approach and a triple opt-in screening procedure. The panel is maintained through state-of-the-art sampling techniques and frequent verifications of personal identity, contact information, and demographic characteristics.

Tweet This Post