AGE LIMITS

[Published in Manila Bulletin, August 2011]

When you are young and free, your career possibilities are endless. Opportunities abound. You can experiment a bit and hopefully quickly find a career that is best suited for you.

As you grow older, however, your choices begin to shape your career and you’ll find yourself in a set line of work. By the time you are in your late thirties, you’ve gained enough knowledge through the years on your chosen field and you should ideally be moving upwards in your industry.

During this time, you would also have taken on more of life’s responsibilities. You may get married and have children. You may need to take care of ailing parents or other siblings. All of these are reasons why you want to work to provide well for your family.

But what if, all of a sudden, you find yourself longing for a change of career? Or what if, life suddenly throws you a curve ball and you find yourself out of work and in need of a new job?

You then open Manila Bulletin’s classified ads section. You look for job listings that are suitable for your knowledge and experience since you want to capitalize on what you’ve mastered in the last decade. You find a couple of job advertisements that suit you.

Good reputable company, check.

Good position, check.

Skills required, check.

Competitive compensation and benefits, check.

You’ve found your next job! BUT WAIT! It says in the job ad that the age requirement is from 25 to 35 years old. You’ve just celebrated your 40^th birthday. Bummer.

You then look at other job ads and notice a similar pattern. There is an age limit specified in the job ads. You’re way above the age limit. You then start wondering exactly what our letter sender asked:

Dear Ms. Jhoanna,

I’m an engineer by profession and also finished EMBA. I currently work overseas for a power plant. Pay is good and knowledge advancement is great. However, I miss home and have been exploring the possibility of coming back for good. I’ve been looking at job advertisements but have been noticing age limitations that are, well, limiting.

We say that experience plays a big part in true learning and you can acquire this through years of working as you also age. As I browsed job listings, I am qualified for most of the opening, but I always end up frustrated due to age requirement.

So I have a few questions on this issue: Is the Age limit mandatory as a minimum requirement for all hiring companies? Does HR have an influence on this? Is this what we call Equal Opportunity? I hope you can enlighten me.

Thanks,

A Mature Engineer

My Response:

Thanks for writing in with this relevant issue. Allow me to answer your question about Age Limitations...

Before HR practitioners post job advertisements, they usually conduct a job analysis wherein they try to define the required skills, competencies and scope of work needed for the position. They also determine what age range and sometimes even the gender the manager in need of staffing prefers so that they will have a clear set of criteria for recruitment. As much as possible, HR confers with the manager on his or her preference since s/he will be the one working directly with the new hire.

Although Age Limitations and Gender Specification do not exactly reflect the ideals of equal opportunity which has been made into law by some first world countries, it is a practice many companies do in our country for practical purposes.

From an employer's point of view, younger employees are seen as less costly and tend to demand lower compensation because they do not have that much family obligations or medical health problems yet. They also have more years ahead, so investing in their training offers the chance for longer service time.

On the other hand, some companies are also aware that older and veteran workers have more experience and knowledge. They have already been trained by their previous employers. They have first hand practical experience and are usually more emotionally mature to handle work concerns and issues.

So it really depends on the company’s culture, needs and financial capacity. Some companies have strict age requirements, others are more flexible. If they can afford to, they hire veterans for higher positions; if they cannot, they get consultants to help out and train their younger work force.

I understand how difficult it is for older people to find jobs. Usually, the older you become and the higher your position gets, the opportunities seem to get narrower... But older people still have a lot of options. You just have to go out of your comfort zones, think outside the box and explore other ways to pursue your career.

Stay tuned for my next article to get ideas on how to conquer age limits.

About the Author:
Jhoanna O. Gan-So is president of Businessmaker Academy, HR Club Philippines and Teach It Forward Organization. Since 2003, her company has served more than 15,000 participants from various companies and industries by providing corporate skills training, business and human resource seminars. To know more about the seminars and services that they offer, you may visit www.businessmaker-academy.com or www.hrclubphilippines.com. You may also call (632)6874645. Email your comments and questions to: mbworklife@gmail.com

TEN CHARACTERISTICS OF GREAT EMPLOYERS

[Published in Manila Bulletin, August 2011]

In my last column, I wrote about “Ten Characteristics of Star Employees”. This time, I’d like to explore the flip side and discuss what makes employers great to work for.

See, your happiness and contentment in the workplace is directly affected by how the company that you work for is run. Contrary to popular belief, it’s not just the salary that people look at when they choose employers. Money is not the end all and be all of job satisfaction. So if you want to be part of a great company, aspire to find or even develop these ten characteristics in your company:

1. They have a clear vision

Great employers have direction. Their leaders have a clear picture of what they want their company to stand for and where they want to go. We’re talking here about full enculturation of the company’s vision, mission and values wherein employees live by these guiding principles. It’s not just about putting a mission statement in a frame and hanging it on the wall. It’s about building a culture that employees are proud of and can easily identify with on a daily basis.

2. They have a good recruitment process

Great employers know that top notch employees equal an excellent company. So they establish recruitment systems that are designed to get the crème of the crop, not the bottom of the barrel. They seek out people who are skilled with the right attitude to fill in key positions in their company. They are organized in their recruitment efforts and have done the necessary homework for finding competent employees.

3. They have adequate compensation and benefits programs

Once they’ve hired their employees, great employers are able to keep them longer because they provide not just competitive salaries, but also benefits and perks. These benefits may include essentials such as healthcare, allowances for uniforms or food, to fun stuff like workshops and outings, to cool perks such as transportation assistance and mobile phone loads.

4. They train their people

Great employers also ensure that each employee grows professionally by providing training to help them do their jobs. From the beginning, as soon as an employee is hired, they are given an orientation. Then as they settle in their jobs, they are provided on the job training. This is also followed up by seminars, workshops and learning materials that will help employees develop further.

5. They monitor their people’s performance

After all the training, great employers make sure that their employees are able to apply what they have learned. This is done by continuously monitoring performance. Managers and supervisors constantly look at how their subordinates are doing. They provide guidance and immediate feedback. Then this is followed up by regular performance evaluations that are documented by the company’s HR people.

6. They recognize and reward good performance

The reason why performance is monitored is so that the company can reward the good ones and correct those that need to be improved. To encourage and motivate employees, great companies provide rewards and incentives. This could range from simple treats and tokens, to elaborate programs like employee of the month, sales target bonus with gifts like gadgets and trips abroad.

7. They equip their people with tools that help them work better and faster

If you want to double or triple your team’s performance, it is important to equip them with the right tools and equipment. Great employers understand this, so they make sure that their people are given the best software and hardware. More importantly, they are trained to maximize them. They understand that, “When you give a man the tools and know-how, you can step back and see the ingenuity that may come after.”

8. They have safe and conducive work environments

Great employers understand that a person’s environment affects his or her moods. So they take care in providing a workplace that’s conducive and safe for work. You can easily determine if a company is great or not by how clean and well-maintained the place is. So gather those waste baskets and purge unimportant items, clear your desks and organize! A clean work station will improve your mood and make you work better for a great company.

9. They care about their people

Great employers are able to provide programs that ensure their employees are well-taken care of physically, emotionally and spiritually. The company has heart and they show it to their people with kind words, caring leaders, firm and constant guidance. They understand that, “When you care for your people, your people will take care of the company.”

10. They develop leaders

Lastly, great employers develop leaders. They encourage initiative and innovation. They allow their employees to shine and provide opportunities for star performers to develop themselves as leaders. From the group of star performers, they choose and hone select people to lead the company to greater heights.

The truth is, there’s no such thing as a perfect company. Great employers are simply built by the people who work for it. If you want to work for a great company, it is in your hands to make your company a great and happy place to work in.

If you are looking for a job, seek to find a company that has these qualities. If you are already employed, make your company a great place to work in. If you have influence in your company, seek to develop these characteristics to make your company great and reap the rewards of a happy and productive workplace!

Author box:

Jhoanna O. Gan-So is president of Businessmaker Academy, HR Club Philippines and Teach It Forward Organization. Since 2003, her company has served more than 15,000 participants from various companies and industries by providing corporate skills training, business and human resource seminars. To know more about the seminars and services that they offer, you may visit www.businessmaker-academy.com or www.hrclubphilippines.com. You may also call (632)6874645. Email your comments and questions to: mbworklife@gmail.com

Getting Fired

This Article was Published in Manila Bulletin last September 12, 2010.

Getting fired from one’s job is one of the most traumatic circumstances any employee can ever experience. No doubt, it is extremely painful and a blow to one’s ego. It causes uncertainty, depression, anger, feelings of inadequacy and momentary fear of the future.

People who have experienced getting terminated from their jobs react in different ways. Some cry, others get weak on the knees, some faint… there are those who are able to quietly accept it with maturity, yet there are a few who get angry, extremely angry.

The recent tourist bus hostage-crisis drama that happened in Manila is an extreme worst case scenario of how a disgruntled terminated employee can go amok and wreak havoc, endangering innocent lives to express his grievance. It shocked the world and affected our nation. It literally became a life and death situation.

Although this is an extreme case of what a disgruntled employee can do, it serves as a good trigger for employers and HR practitioners to ensure that they have proper procedures and the appropriate avenues to discuss employee grievances. It also shows employees what not to do when angry.

As an employer and HR practitioner, I can honestly tell you that firing an employee is one of the most difficult and painful parts of the job. Telling an employee whom you’ve gotten to know and care for that he or she is no longer wanted or needed by the company is not something you can casually say. It is a sensitive matter---one that needs much thought, sensitivity, investigation and proper procedure.

Based on the Labor Code of the Philippines, there are two main grounds for termination of employment. These are:
1. Just Causes
2. Authorized Causes

To help employers and employees understand the termination process, allow me to explain these in layman’s terms.

Just causes

These are acts that are not in accordance with company policies. See, each company has their own set of rules and regulations. This is written in black and white, commonly known as Employee Policies. Normally, a list of offenses and their corresponding penalties are stated in the Employee Policies.

The offenses are classified according to the gravity of the offense. For example, theft or assault is often considered a major offense and most companies will give preventive suspension to the suspect while the case is being investigated or immediately terminate an employee who has been found guilty after a disciplinary hearing.

Meanwhile, minor offenses such as absences and tardiness will correspond to proper disciplinary actions such as verbal warnings, followed by written warnings, then suspension without pay. If the employee has received all these disciplinary action with no signs of improvement, the company may terminate one’s employment due to just causes.

Now, employers cannot just terminate regular employees on a whim. You just cannot suddenly and without warning say, “You’re fired.”

When terminating an employee due to Just Causes, employers need to have written documentation of the offenses and disciplinary action taken, plus this must be signed and acknowledged by the employee. And for cases of termination, there should be a documented investigation and proper administrative/disciplinary hearing that is conducted by the company’s Disciplinary Committee which is usually composed of representatives from the HR department, the management and the direct supervisor of the employee. Disciplinary hearings are conducted to ensure that the side of the employee is heard.

If you are fired due to just causes, you will not be paid any separation pay.
In some cases and depending on company policies, pending benefits may be forfeited.

Authorized Causes

Sometimes, a company may terminate your employment due to no fault of your own.

For instance, the company could be facing a huge loss or bankruptcy and they have no choice but to close down. Depending on the financial situation and company’s ability to pay remuneration, you may or may not be given separation pay in such cases.

There are also times wherein the company needs to reduce staff because they purchased a new system or equipment that makes your job redundant. Under such cases, companies are required to pay separation pay.

There may also be instances wherein an employee is suffering from a lingering illness. Any illness that is incurable within 30 days is usually considered lingering. And an employer may opt to terminate the employee. In such cases, separation pay is also given as an aid for the ill employee.

Companies who terminate employees due to business closure and staff reduction need to coordinate with the agencies of the Department of Labor and Employment. Proper procedures need to be followed to avoid disputes and complaints.

Following Termination Procedures

As you can see, there are a lot of processes, tasks and procedures that need to be followed when terminating an employee. I think it is wise and fair for employers and employees to follow the prescribed guidelines of the Labor Code and their company policies so that both parties are protected. Getting fired is painful but it is not the end of the world. Let us do the right thing to prevent worst-case scenarios and to preserve the dignity of employees and even employers during sensitive times.


About the Author:
Jhoanna O. Gan-So is president of Businessmaker Academy and the managing director for HR Club Philippines. Her company conducts seminars on Labor Law and Relations, Labor Disputes Handling, Human Resource Management, Corporate Skills Development, Business and Finance Management. To know more about the seminars that they offer, you may visit www.businessmaker-academy.com or call (632)6874645. You may also visit www.hrclubphilippines.com for more Work-life articles. Email your comments and questions to: mbworklife@gmail.com

Dealing with Workplace Bullies

This article was published in August in my Worklife Column at Manila Bulletin.

Workplace bullies come in all shapes, forms and sizes. You’ve most likely encountered bullies at some point in your life, maybe at work or way back when you were still in school.

Remember the screaming boss that everyone in your office feared? Or the terror professor who gives everyone low grades when he’s had a bad day? What about the office gossip who spreads malicious rumors about co-workers. Then there’s that customer who curses. And let’s not forget, that smooth talking colleague of yours who acts friendly but continuously puts down people with well-camouflaged words that actually cuts your heart into pieces.

These are just some of the typical bullies that walk among us. But because of the many types of personalities and situations we encounter at work, it’s not always easy to identify bullies. For instance, if your boss gets angry and raises his voice at you for an error you’ve committed repeatedly, is that considered bullying? If an irate customer screams out of exasperation for being passed around, can you say that the customer is a bully? No, not exactly…

So who are workplace bullies? And when can we say that a person is a bully?

Workplace bullies use direct and indirect methods to coerce, intimidate and get their way. They repeatedly use subtle or overt manipulation tactics which often lead their victims to feelings of powerlessness, stress, inferiority and fear. Basically, bullies make you feel like a loser.

The Art of Dealing with Workplace Bullies

The truth is, almost everyone will experience being bullied, but not everyone will be bullied. Here are some practical ways to help you deal with bullies…

A Protector

Being demure and all, my family actually prepared me well for handling bullies. Before I started my schooling, I remember my mother specifically tell me, “Pagmay manakit sa iyo o may nagtangka, sumbong mo sa titser” (If someone hurts or threatens you, tell the teacher).

True enough, on my first day at nursery school, a scary classmate of mine was playing “teacher”. She was ordering people around and lining them up. If someone breaks the line, she puts them in jail---a small table where some of my poor classmates were already being kept. Well, I broke the line and so she wanted me to go under the jail-table. Instant flashback---I remembered what my mom said, then cried my heart out. My real teacher came to the rescue. After consoling me, she scolded my scary classmate and released her poor victims. And the silly game ended.

This episode became a powerful lesson for me. It showed me the power of “telling the teacher” or finding a protector who will guard you against bullies. In the course of my schooling, career and life, I find that I don’t get bullied much. That’s because people know that I have someone backing me up---a boss, a teacher, a mentor, an influential person at the office, a courageous mother or a strong husband who will fend off any perceived threat.

So your first line of defense against bullies, is finding a protector.

Distancing

This is the technique I use for malicious office gossips. You pretty much know who the office gossips are. They will befriend you at first and bring you in the loop. They seem to know a lot about other people’s “dirty little secrets”. Unsuspectingly, you’ll enjoy the “information” they are feeding you and you begin to bond with them. Then things progress into backbiting and before you know it, it turns into people-bashing.

Whenever a gossip tells me other people’s dirty little secret, my self-preservation instinct immediately steps in. I know they can easily turn against me. If they can do it to other people, who’s to say that they won’t do it to me?

So when faced with a bully who uses gossip to attack people, I just listen and keep quiet… and slowly, inch by inch, step away from that type of bully.

Protect yourself by avoiding these types of bullies.

Find the Bully’s Soft Spot

Bullies are often insecure people. They are obviously hurting inside, so they tend to take it out on other people. When I taught public speaking to a bunch of high school students during one summer, I noticed a boy who was acting in an obnoxious manner. He made his classmates feel bad with his snickering and side-comments.

So what I did was get to know him. I found out that his OFW dad is back and settling permanently in the Philippines. Since they have not bonded as father and son due to the years of distance, they are having difficulty adjusting and his father has been quite harsh in correcting him. This made him feel bad, so he made others feel bad. To help him, I made him the leader for a class project where he needed to be responsible for his classmates. This simple act changed him instantly. Instead of being a bully, he became a protector.

Bullies are tough on the outside but tender in the inside. Find out what their soft spots are and you’ll be able to help them change. If you befriend the bully, the bully may even become your protector.

Secret Power

But the most important lesson I have learned about dealing with bullies is best captured in the words of a very wise woman, Eleanor Roosevelt. She says, “No one can make you feel inferior without your consent.”

Wow! Read it again and again until you get it.

The real secret is finding the power within you. If you let this guide you in your everyday life, you will soon realize that you can become your own protector. If there are things that hurt or bother you at the office, you will know how to calmly speak up and assert your rights. You will know how to say NO politely to bullies and other types of toxic behavior. You will not become a victim and you won’t allow yourself to act like a martyr…because you own your self worth.


About the Author:
Jhoanna O. Gan-So is president of Businessmaker Academy and the managing director for HR Club Philippines. Her company conducts seminars on Human Resource Management and Corporate Skills Development. They have also recently launched the Instant HR Toolkit, a service that provides HR practitioners with over 100 ready-to-use downloadable, customizable and printable HR manuals, contract, letters forms and templates. To know more about HR seminars that they offer, you may visit www.businessmaker-academy.com or call (632)6874645. To know more about the Instant HR Toolkit, you may visit www.hrclubphilippines.com. You may email your comments and questions to: mbworklife@gmail.com

Our HR Digital Newsletter

Let me first introduce you to HR Club Philippines, the online forum membership site created by Businessmaker Academy to help HR practitioners and students continue learning and developing skills in Human Resource Management.

This Online Newsletter is a by-product of our Seminar Series on Human Resource Management. Aside from our regular forum, we've decided to digitally deliver helpful news, insights and project ideas to help you make positive improvements in your workplace. Basically, we're here to help you help others at work.

So feel free to subscribe, post comments and questions and share this to your friends.

Here's to a happy and productive workplace to all of us!

>>> Jhoanna O. Gan-So is the president and head of research and development for Businessmaker Academy. She is an educator, entrepreneur, marketing communication specialist and HR practitioner. Together with her husband, Mark So, she is committed to helping people improve their personal, professional and financial lives.