Employees often hesitate to give feedback about their managers due to fears of workplace tension or retaliation, uncertainty about what to say, or doubts that their input will lead to change.
These concerns can be addressed by implementing a few key practices to make the feedback process more comfortable and effective.
First, use an anonymous survey tool to collect feedback, which helps employees feel safe in sharing their thoughts.
If complete anonymity isn’t possible when directly sharing feedback with managers, have a third party, such as the manager’s superior or someone from outside the department, compile the feedback into general themes.
It’s also important to explain how the survey maintains anonymity, as this transparency reassures employees.
To make the process more flexible, ask questions that allow employees to choose how much detail they provide – some may want to write at length while others may prefer simple ratings. Allow time during the work day for survey completion, and ensure managers are held accountable for any changes they commit to making based on the feedback.
Encouraging a culture of open, constructive feedback is key – a culture in which managers lead by example, accepting criticism with grace and addressing issues immediately if any retaliation occurs.
impactAction: If you have questions about implementing survey tools for your employees, contact us at info@impacthrllc.com or 443-741-3900.
Daily Record Names impactHR One of 2024’s “Best Women-Owned Businesses in Maryland”
impactHR has been recognized as one of the “Best Women-Owned Businesses in Maryland” by The Maryland Daily Record.
This honor comes as part of the publication’s newly launched recognition program, “In the Lead: Best Women-Owned Businesses in Maryland,” which celebrates companies across the state that demonstrate excellence in a variety of areas.
The list, compiled through editorial research and community recommendations, features 56 women-owned businesses in Maryland that have made significant contributions to their industries.
To qualify for the recognition, businesses must be fully or majority-owned by women and based in Maryland. The application process required nominees to detail their educational background, career history, involvement in their community, and participation on corporate and nonprofit boards.
“On behalf of our wonderful impactHR team, we’re honored to be a part of this accomplished set of women-owned businesses in Maryland,” said Kelly Mitchell, Founder and Principal of impactHR. “I’m thankful for and proud of everyone on our team for upholding the highest standard of client service and care – and I’m beyond grateful for the trust our valued clients have in us every day to help their teams and their organizations succeed and thrive.”
Under Mitchell’s leadership, impactHR has experienced significant growth, providing strategic HR solutions to companies in the Baltimore-Washington area, the mid-Atlantic region and nationwide. Mitchell’s dedication to excellence has earned her numerous awards, including being named “Businessperson of the Year” by the Howard County Chamber and one of “Maryland’s Top 100 Women” by The Maryland Daily Record.
Her commitment to ethics and diversity has also been recognized by the Better Business Bureau of Greater Maryland and the Asian American Chamber of Commerce, solidifying impactHR’s reputation as a leader in its field. Read more.
PG County, MD Expands Ban-the-Box Rule to Smaller Employers
Prince George’s County, Maryland, recently expanded its ban-the-box law to apply to employers with 10 or more full-time employees in the county.
Under the updated policy (which took effect September 16, 2024), employers also shall not inquire about or consider an applicant’s:
Convictions and conviction records where the sentence was completed at least five years ago for nonviolent felonies, or 30 months ago for misdemeanors
Arrests that didn’t lead to a conviction (unless probation before judgment was given)
Arrests or convictions for cannabis possession (or related paraphernalia) if the sentence was completed (yet excluding situations where conviction included intent to distribute)
In addition, the law now includes exceptions for positions that have access to personal residences and facilities that provide personal storage, along with newly defined key terms.
impactAction: If you have questions about complying with this policy, contact us at info@impacthrllc.com or 443-741-3900.
Howard County (MD) Minimum Wage Increase Set for Jan. 1, 2025
The minimum wage in Howard County, Maryland will increase to $16 per hour for employers with 15 or more employees (smaller employers must pay at least the state minimum wage rate of $15 per hour).
The minimum base wage for tipped employees remains at $3.63 per hour. For more information, view the Howard County Department of Finance Minimum Wage Increase Chart.
impactAction: If you have questions about complying with minimum wage regulations, contact us at info@impacthrllc.com or 443-741-3900.
AI in the Workplace: Key Steps to Consider in Weighing Risks and Benefits for Effective Use
The use of tools like ChatGPT in the workplace more than doubled in the year following its launch in 2022, according to a Glassdoor report.
With this in mind, are you considering using AI to assist with your work tasks? If so, there are clear benefits and risks to consider.
AI, particularly generative AI like ChatGPT, can generate text, images and more in response to prompts. Yet it’s important to note AI isn’t actually intelligent – it can’t think, feel or offer genuine opinions.
While AI can enhance productivity, it should not replace human judgment. When using AI in areas like hiring or benefits management, all employment laws still apply, and compliance is critical.
For instance, hiring decisions made using AI must remain free of discrimination, and data analysis involving personal health information must adhere to privacy regulations like HIPAA. AI tools can assist, but they do not exempt companies from their legal obligations.
To use AI effectively, here is a set of steps to consider:
- Carefully vet AI tools before using them and involve legal counsel when needed
- Establish privacy standards and guidelines for AI use, ensuring employees understand their responsibilities
- Always double-check AI-generated content and monitor for bias or mistakes
- Be transparent with employees about AI use, encourage feedback and offer regular training as AI technology quickly evolves
- Avoid over-reliance on AI for decision-making and never assume its output is error-free or legally compliant without thorough review
impactAction: If you have questions about AI and optimizing its use in the workplace, contact us at info@impacthrllc.com or 443-741-3900.
In case you missed these impactNews articles . . .
Optimizing Your Workplace Culture Via Employee Surveys
Consider an Audit of Your HR Function for the Year Ahead
Compensation: Getting the Right Balance to Recruit and Retain Your Best-Fit Employees