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Privacy Policy

Home » Legal Pages » Privacy Policy

by · In: Uncategorized · on May 18, 2021

Last updated: May 18, 2021 HR Alchemist (“us”, “we”, or “our”) operates the HR Alchemist website (the “Service”).

This page informs you of our policies regarding the collection, use and disclosure of Personal Information when you use our Service.

We will not use or share your information with anyone except as described in this Privacy Policy.

We use your Personal Information for providing and improving the Service. By using the Service, you agree to the collection and use of information in accordance with this policy. Unless otherwise defined in this Privacy Policy, terms used in this Privacy Policy have the same meanings as in our Terms and Conditions, accessible at https://www.hralchemist.com

Information Collection And Use

While using our Service, we may ask you to provide us with certain personally identifiable information that can be used to contact or identify you. Personally identifiable information (“Personal Information”) may include, but is not limited to:

  • Name
  • Email address
  • Address

Log Data

We collect information that your browser sends whenever you visit our Service (“Log Data”). This Log Data may include information such as your computer’s Internet Protocol (“IP”) address, browser type, browser version, the pages of our Service that you visit, the time and date of your visit, the time spent on those pages and other statistics.

Cookies

Cookies are files with small amount of data, which may include an anonymous unique identifier. Cookies are sent to your browser from a web site and stored on your computer’s hard drive.

We use “cookies” to collect information. You can instruct your browser to refuse all cookies or to indicate when a cookie is being sent. However, if you do not accept cookies, you may not be able to use some portions of our Service.

Service Providers

We may employ third party companies and individuals to facilitate our Service, to provide the Service on our behalf, to perform Service-related services or to assist us in analyzing how our Service is used.

These third parties have access to your Personal Information only to perform these tasks on our behalf and are obligated not to disclose or use it for any other purpose.

Security

The security of your Personal Information is important to us, but remember that no method of transmission over the Internet, or method of electronic storage is 100% secure. While we strive to use commercially acceptable means to protect your Personal Information, we cannot guarantee its absolute security.

Links To Other Sites

Our Service may contain links to other sites that are not operated by us. If you click on a third party link, you will be directed to that third party’s site. We strongly advise you to review the Privacy Policy of every site you visit.

We have no control over, and assume no responsibility for the content, privacy policies or practices of any third party sites or services.

Children’s Privacy

Our Service does not address anyone under the age of 18 (“Children”).

We do not knowingly collect personally identifiable information from children under 18. If you are a parent or guardian and you are aware that your child has provided us with Personal Information, please contact us. If we discover that a child under 18 has provided us with Personal Information, we will delete such information from our servers immediately.

Compliance With Laws

We will disclose your Personal Information where required to do so by law or subpoena.

Changes To This Privacy Policy

We may update our Privacy Policy from time to time. We will notify you of any changes by posting the new Privacy Policy on this page.

You are advised to review this Privacy Policy periodically for any changes. Changes to this Privacy Policy are effective when they are posted on this page.

Contact Us

If you have any questions about this Privacy Policy, please contact us.

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51% are not engaged

These employees are psychologically unattached to their work and their company. They are also on the lookout for better employment opportunities and will quickly leave their company for a slightly better offer. Studies also say that psychological attachment is directly related to the degree of psychological safety which is grounded in mutual trust.

Today in the USA, there are over 14 million vacant jobs. It is a candidate’s market where employers must get very creative in talent acquisition. In HR, we used to say, “Good people do not leave a job, they leave a boss.” In reality, they leave a culture that supports – and rewards – the boss who is not trusted and gets the most complaints.

Do you establish HR practices that optimize the value and engagement of all employees beginning with the leaders, managers, supervisors and employees within every level? Trust, productive conflict, mutually understood agreements, peer to peer accountability and a focus on collective results create cohesion amongst employees.

Many employees would give up an opportunity for more money if they are working in a culture where they feel they are appreciated, personally connected, and valued for their contributions. If you do not believe it, ask your employees if they have ever had a “boss from hell” and if they would go back to work for him or her for more money! Reengage and re-recruit your employees every day. Just imagine what can be accomplished by engaging these employees!

36% of employees are engaged:

Employee engagement is a strong predictor of organizational performance.  It impacts everything including customer loyalty, profitability, sales productivity, production, turnover, safety incidents, shrinkage, absenteeism, quality, employee wellbeing and participation in the success of the business.  In a highly engaged workforce, employees feel valued intrinsically and extrinsically.

They know how much they are compensated, why they are paid what they are paid and what it would take to make greater total compensation. They know the career track in which they are on as it was designed collaboratively with their leaders. They have a purpose for engaging in highly productive outcomes because they feel as if they are a partner in the future of the organization.

The focus is on continuous improvement, and the ongoing education of employees is a priority. Often, opportunity is matched with talent and everyone has a chance to succeed. HR is not viewed as the “HR Cop” but the strategic partner who leads with compassion, humility, empathy and inclusion while at the same time honoring the legal boundaries. Workforce planning makes sense and the right people are in the right positions. If they are not well suited, they can move along the career lattice without shame or embarrassment. Engage the 36% and they are your best cultural advocates.

13% of employees are actively disengaged

These employees may even be sabotaging your business.  Certainly, they create a “social contagion” whereby their unhappiness is spread like a virus to others in the organization. These employees are your contrarians who have miserable work experience and show it in what they say and do – or don’t do.

These are the “turkeys” who hold back the “eagles” who want to fly but begin to resent the fact that the company has found a way to tolerate or work around low performers who get the same rewards. Traditionally, HR Systems make it difficult to transition these individuals either up, over or out. Performance and feedback systems remain antiquated in their authoritative style. Employees do not feel trusted or empowered to make decisions.

Employees who are disengaged may have been the product of poor or outdated HR Systems such as recruiting, selection, orientation, onboarding. No one explains the “do’s and don’ts” regarding culture and they have no sense of belonging. Assimilation to the boss’s work style and expectations, and those of their new team members, is just supposed to happen organically. Leaders, Managers and Supervisors believe clarity, compassion, humility and empathy are for the weak..

Employees become actively disengaged and apathetic. They perfect the art of looking busy yet getting nothing done. Unfortunately, these employees usually stay. How many employees show up to work on the first day expecting to be forever disengaged? They show up wanting to succeed and something happens along the way that creates this disengagement. Examine your HR Systems and Group Culture for possible understanding and solutions to turnaround this group of employees.

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