Sunstone HR (HR Consulting)

By Rod Lacey, Sunstone HR / MySilentWhistle With most companies I visit, the number one reason I see in exit interview reports is generally "better opportunity" (or something very similar). If this sounds like the most common statistic in your exit interview reports, read on! Let's think about this for just a minute. Doesn't it seem to make sense that most employees leave their current opportunity for a 'better opportunity?' I would argue that most people leave their employer for a better opportunity. If that's the case, why not just pre-populate your exit interview forms and get the exiting employee to sign on their way out? The 'better opportunity' reason leaves far too many questions unanswered, and the work you might do to remedy problems becomes a guessing game, rather than a strategic exercise. For example, if this is your major category of turnover in your current reporting, you're likely having managers insisting that your pay ...

I’ve had some requests to provide some additional insights in my theory of Boundaryless service and how this can improve the service levels of an organization’s HR department. My original Boundaryless Blog focused on both horizontal and vertical Boundaryless behavior. To provide additional clarification, I will now break this into two separate blog posts, one on each of the Boundaryless directions. WHAT IS BOUNDARYLESS SERVICE? Simply stated, Boundaryless is a commitment within the HR team that they will serve immediately, and at any level in the organization. Boundaryless doesn’t change accountabilities, but it does dismantle territorialism. If a human resource team can embrace operating in a boundaryless way, service levels will reach a new high and organizational support and confidence in the HR team will greatly increase. WHAT DOES IT REQUIRE? Vertical Boundaryless service requires the HR leaders and managers to check their egos at the door, and recognize and r...

By Rod Lacey, MySilentWhistle / Sunstone HR According to multiple fraud studies conducted by the ACFE, the most effective method for reducing workplace fraud is the application of an ethics hotline . Hotlines allow and encourage employees, customers and others to report corruption and wrongdoing. Tips received through hotlines are the most common way fraud is uncovered, and the promise of anonymity is an important ingredient in opening the doors for information flow as wide as they should be. So, it definitely makes sense to have a third-party compliance hotline. If you don't have one, you should get one. (If you're wondering where to start, check-out MySilentWhistle ) Rolling out a whistleblower program should be presented in the right way, however, if the organization hopes to get the most out of the new tool. Whistleblowing has had a historical reputation of being a "snitch" behavior, but recent publicity has significantly opened these doors and these ...

I’ve had some requests to provide some additional insights in my theory of Boundaryless service and how this can improve the service levels of an organization’s HR department. My first Blog focused on both horizontal and vertical Boundaryless behavior. To provide additional clarification, I will now break this into two separate blog posts, one on each of the Boundaryless directions. If a human resource team can embrace operating in a boundaryless way, service levels will reach a new high and organizational support and confidence in the HR team will greatly increase. WHAT IS BOUNDARYLESS SERVICE? Simply stated, Boundaryless is a commitment within the HR team that they will serve immediately. The first face an employee sees in the HR department will ideally be able to answer most employee questions. Boundarless doesn’t change accountabilities, but it does dismantle territorialism. There are two key commitments that must be in place for Boundaryless Service to work with...