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Rethink the Shark: Don’t Let Fear Hold You Back

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Despite their bad rap, sharks aren’t quite the bloodthirsty animals Hollywood has made them out to be. While Jaws may have been the box-office champ of its time, reality paints a different picture of these toothy sea creatures. Thanks to that 1975 film, its sequels, its rip-offs and other pieces of pop culture across several media – including Discovery’s ever-popular, annual Shark Week – we fear sharks.

But why? Our chances of being the victim of a shark attack are far less than being involved in a car accident or even being struck by lightning. While shark attacks do occur, they are extremely rare. In fact, according to conservation organization Oceana, an average of just 4.2 fatal attacks occurs each year. Between 2006 and 2010, a total of 179 shark attacks occurred in the U.S., resulting in three fatalities. During the same time period, there were 176,937 fatal car crashes, all while you sat on the beach, afraid to get in the water because of … y’know, sharks.

You may be wondering how sharks relate to your business. All too often, we rely on fear to determine our survival, working world included.

The cavemen ages are far behind us. We no longer have to worry about the slightest rustle in the bushes for fear a lion might be our demise; yet, like our ancestors, our brains are wired to think this way: overanalyze every situation and cause ourselves anxiety over unlikely situations.

Don’t fear the ‘shark’

How do we overcome this fear? The answer to this is twofold.

First, stop worrying about the sharks. Taking precaution is smart, but spending your time sitting on the sand is no way to become the world’s best surfer. Don’t waste your energy; rather, jump in the water and start paddling, because when it comes down to it, as President Franklin D. Roosevelt said, “We have nothing to fear but fear itself.”

Becoming completely free of fear is neither easy nor something that everyone should do. It is a work in progress. However, if you can get to a point of freedom, the possibilities are endless. For a few tools to help you along the way, consider these three tips:

1. Think positively.Take a moment and think about your greatest fear right now, whether in life or in business. Now, if this catastrophe did occur, can you list ways in which it could be seen as an opportunity? This is the first step to overcoming your fear. Countering these fears with positive thinking and purpose will start to shrink those “sharks,” making them seem a little less intimidating.

2. Break the cycle. Worrying isn’t necessarily a bad thing; some things merit it. Traffic making you late for an interview; your teenager taking the car out for a spin; or not being able to find an important document you need for tomorrow’s meeting: All are situations in which a negative outcome is possible, so they demand a bit of worry. However, when your worrying becomes chronic, that’s when it becomes a bad thing.

Chronic worriers feel that by worrying, they can prevent the bad things from happening or catch them early. Thinking about your fears does not give you more control; instead, it seriously hinders your ability to move on and let go.

If you are this type of person, keep a journal of worry topics. Write them down as you experience them and you may start to piece together similarities when they appear. Another great way to overcome your worry is to retrain your brain to see what you call “threats” as challenge, and then follow through with action steps to meet said challenges.

3. Accept that you can’t control everything. Life happens as it is supposed to happen, and while you may want to manipulate every aspect as it unfolds, you can’t. Some things in life cannot be controlled, so why drive yourself crazy?Manage what is reasonable to manage; take precautions; and trust that your ability to cope and overcome is far stronger than your fear.

Face reality

The second half of this two-folded answer begins after you’ve rechanneled your fear away from the “sharks.” Now it’s time to face the killer reality: that the problems you thought were worth worrying about were actually distracting you from the true problems right under your nose.

For instance, if there any situation you currently are ignoring, it might be because you don’t know how to handle it. Unfortunately, that doesn’t make it go away. Rather, consider taking a proactive approach and creating a to-do list to help shift it.

Or maybe there is a situation you think is beneficial, but really is not. If you’re nodding in agreement, take a step back to reassess the situation. Perhaps you’re too into your own head, in which case a third-party opinion would be beneficial.

The point is that “sharks” don’t have to be so scary; it’s all a matter of perception. By simply repositioning the way you think, those fears that once held you back are slowly diminished. Now you and your business can reach full potential.



Author Bio: Lauren is an enthusiastic writer who is passionate about numerous topics surrounding the HCM industry including talent management and acquisition, technology, document management and leadership, just to name a few. Lauren has been with Paycom for over a year and has taken on roles as a blogger, social strategist and community relations coordinator. In her spare time she enjoys DIY“ing,” exploring the city and keeping up with her two dogs, Deacon and Cookie.

6 Compliance Changes to Check in 2017

6 Compliance Changes to Check in 2017

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Compliance Deadlines and Issues to Watch in 2017

Employers can expect developments  in 2017 related to the Fair Labor Standards Act (FLSA), the Affordable Care Act (ACA), Equal Employment Opportunity Commission (EEOC) requirements and several other workplace regulations concerning compliance. Here’s a closer look.

 

  1. Fair Labor Standards Act

On Nov. 22, 2016, Judge Amos L. Mazzant III of the U.S. District Court for the Eastern District of Texas issued an injunction delaying the effective date of the new overtime rule. The rule would have raised the minimum salary threshold for exempt executive, administrative and professional employees to $913 per week, from $455 per week and the minimum annual salary threshold for highly compensated employees to $134,004, from $100,000.

How long the injunction will remain in place – and the fate of the rule – is anyone’s guess. Meanwhile, employers should adhere to current FLSA requirements and keep an eye out for the outcome of the Department of Labor’s current appeal.

 

  1. Affordable Care Act

Although the leadership in the House of Representatives currently is attempting to repeal ACA, for now, employers still remain responsible for all ACA tracking and reporting requirements. The deadline for issuing ACA forms 1095-B and -C to employees has been extended from Jan. 31, 2017 to March 2, 2017. However, the due date for filing ACA forms with the Internal Revenue Service (IRS) is unchanged. For 2016 tax year, applicable large employers must:

  • Submit paper forms 1094-B and -C and 1095-B and -C by Feb. 28, 2017

 

  • Submit electronic forms 1094-B and -C and 1095-B and -C by March 31, 2017

 

The IRS has extended the “good faith effort” penalty waiver to 2017. Employers who submit inaccurate or incomplete reporting information may be relieved from penalties, as long as they can show they made a “good faith effort” to comply with the ACA’s requirements.

Note that although the 40-percent “Cadillac” tax on high-cost employer health plans has been delayed until 2020, employers should consider assessing the impact of the tax on future business goals now. Once the impact is understood, a feasible strategy can be put in place.

 

  1. Equal Employment Opportunity Reporting

The EEOC has revised the Employer Information Report (EEO-1) to include collecting pay data from employers, including federal contractors, with over 100 employees.

Under the original proposal, employers would submit their annual EEO-1 report – which would include W-2 pay data and hours worked – to the Joint Reporting Committee by September 30 of each year. However, the EEOC has issued an updated proposal that would move the due date for the 2017 report from Sept. 30, 2017 to March 31, 2018. In subsequent years, the deadline will be March 31.

Be sure to monitor the revisions to the EEO-1 report, and prepare a strategy for implementation in case the changes are enacted.

 

  1. Citizenship and Immigration Services Reporting

U.S. Citizenship and Immigration Services recently updated Form I-9. After Jan. 21, 2017, employers must start using the new form.

 

  1. Minimum Wage and Paid Sick Leave

Many states, cities and counties have approved minimum wage increases and mandatory paid sick leave, some of which will take effect in 2017.

 

  1. Federal Contract Workers

The minimum wage for federal contract workers increases to $10.20 per hour Jan. 1, 2017. Certain federal contractors also must provide their employees with up to seven days of paid sick leave per year.

Staying ahead of potential and actual regulatory changes is easy with an HR and payroll system that generates the necessary forms and enables electronic filing to simplify reporting. It’s also important to partner with an HR technology provider who stays abreast of tentative regulatory matters and quickly updates their system accordingly, so that you have the right tools for any changes.

 

DISCLAIMER: The information provided in this blog is for general informational purposes only. Accordingly, Paycom and the writer of the above content do not warrant the completeness or accuracy of the above information. It does not constitute the provision of legal advice, tax advice, accounting services, or professional consulting. The information provided herein should not be used as a substitute for consultation with professional tax, accounting, legal or other professional services.


hlively

by Heidi Lively


Author Bio: Heidi Lively serves as Paycom’s Additional Business Manager, where she focuses on the compliance and service of additional business products. Previously, she served customers in the Paycom Service Department where she quickly rose through the ranks to earn a team leader position. Having performed in a leadership position for a number of years, Heidi has been able to cultivate and influence others through Paycom’s leadership initiatives. Heidi earned her bachelor’s degree from the University of Central Oklahoma.

The Increasing Responsibility of CHROs Proving Strategic Value

The Increasing Responsibility of CHROS: Proving Strategic Value

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The Increasing Responsibility of CHROS: Proving Strategic Value

Much has been written about HR’s emerging role as strategic business partner. But, a study involving over 100 directors reveal that executives still view HR as a highly transactional support function that usually does a great job with compensation and benefits – but not as an influential strategic player in the boardroom. Consequently, chief human resources officers (CHROs) must often demonstrate their value as a true strategic partner.

Executive Perceptions of HR and CHROs

According to the Harvard Business Review, research shows that although CEOs worldwide view HR as a top challenge, they rank HR as the eighth or ninth most critical aspect of an organization. A survey by People + Strategy and the National Association of Corporate Directors concluded that 71 percent of directors rank the CHRO as an excellent or good leader of the HR function. But, less than 31 percent reported that the CHRO has a good or great amount of influence on board decisions.

Interestingly, the CHRO is reportedly one of the top earners in the C-suite. The Harvard Business Review reported in 2014 that CEOs and COOs are the highest-paid executives. CHROs are next, earning an average annual base salary of $574,000. If salary ranking is any indication, the CHRO is an important aspect of operations.

Redefining the CHRO’s Role

The CFO’s role is defined by the board, external auditors, regulators and investment communities. This is not the case for CHROs, whose role typically is defined by the CEO. Therefore, CHROs must ensure that the CEO has a clear view of potential contributions this C-suite position is capable of making, such as:

  • Improving business outcomes through strategic HR management

Organizational performance largely depends on the fit between individuals and jobs. A poor fit can severely damage the bottom line, which the CHRO can prevent by identifying gaps in skills or behavior. A consistent collaboration with the CFO can ensure that assigned jobs, key performance indicators and budgets will produce desired results. Of particular value is a CHRO who is able to make meaningful predictions about the competition by examining established and potential competitors.

  • Evaluating problems

The CHRO is in a unique position to detect why the organization may not be meeting objectives or performance goals. Instead of hiring outside consultants, the CHRO, CEO and CFO should work together to examine underlying external factors – such as economic slumps or falling interest rates. The CHRO can link external factors data to the company’s social system – that is, how employees are behaving or how they’re working together – to uncover areas causing unnecessary friction.

More Transformational, Less Transactional

To reshape their board’s traditional view of HR, CHROs must become increasingly involved in planning efforts, for example:

  • Leverage technology to engage your people. By measuring performance and providing feedback, you can empower your colleagues with information and give them the opportunity to accomplish tasks.

 

  • Listen to your people and be prepared to develop strategies with the board that take action and resolve key problems. Surveying your people is a great method to show your employees that 1) you are listening and 2) you care.  However, if you are going to listen, be prepared to take action.

 

  • The CEO and C-suite succession process – from identifying and developing candidates, to choosing successors, to supporting the new executives.

 

Studies show that most CHROs have some work to do before their board views them as the top influential strategic partner. But, CHROs can make headway by exhibiting their value to the CEO and becoming advisors to the board.


craymond

by Chad Raymond


Author Bio: With over 19 years of experience in employee engagement, benefits administration and government compliance, Chad has unparalleled knowledge in the fields of leadership and human resources. Chad has worked in several different capacities with Paycom including leading our product development team and HCM initiatives as well as the former director of Paycom’s service department. Chad’s vision and execution helped empower executives and their teams to reach their full potential, ultimately leading to his new role as Paycom’s vice president of HR.

Three Must-have Conversations for the New Year

Three Must-have Conversations for the New Year

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Three Must-have Conversations for the New Year

Everyone should consider having the following three conversations over the course of the next few weeks. Taking this time with your direct reports, yourself and your spouse will only improve the beginning of your new year.

  1. Speak With Your Squad

As for your direct reports, many individuals– especially millennials – need these types of exchanges in order to grow. This conversation with each team member should help set clear expectations for the next 12 months. Consider discussing the following with each of your employees:

  • What went well?
  • What were the pitfalls of your 2016?
  • What would have made 2016 more successful?
  • What are the new goals for 2017?
  • How can I help you be successful moving forward?

 

This isn’t a casual exchange, but a crucial one, for both you and your employees; so, bring notes, take notes and mentally prepare yourself to receive constructive feedback. In the words of Greek philosopher Epictetus, “It’s not what happens to you, but how you react to it that matters.” Each person involved in this conversation should make this dialogue matter.

As a manager, your role is not to predict the future, but to enable it so both you and your team can look forward to a successful trip around the sun.

  1. Talk to the Person in the Mirror

Your second conversation is with someone you know better than anyone else: yourself. Be sure to set aside some time for introspection, grab a coffee and your laptop and hold this self-interview with these eight questions.

  • What went well at work?
  • What went well at home?
  • What are my personal and professional 2017 goals?
  • How is my health, and is there room to improve?
  • How can I impact my local community positively?
  • Do I call my mom enough?

 

According to Albert Ellis, an American psychologist, the best years of your life are the ones in which you decide your challenges are your own. You do not place blame; but realize that you alone control your destiny.

  1. Consult Your Other Half

Our personal relationships have an effect on our work and it’s up to you whether or not your relationship is a positive or negative influence on your career. Once the kids are asleep, consider calling up these seven questions on your mobile device to help drive meaningful dialogue.

  • What are our 2017 emotional goals?
  • What are our 2017 financial goals?
  • What are our 2017 career goals?
  • What can I do to help support your career?
  • Here is what I need from you in terms of support for my career.
  • What changes should we make together in order to achieve our goals?
  • Are you happy? Am I happy? If not, what changes do we need to make?

 

The important takeaway is that you have an open, honest discussion with each other about your livelihoods. Are you pursing lofty aspirations and hobbies while your spouse pays all the bills, disciplines the kids and preps dinner every night? Is this a successful long-term plan?

In Conclusion

To paraphrase Aristotle, we simply are what we repeatedly do. Excellence then is not an act, but a habit. By taking the time to plan and reflect on these year-end conversations, you quickly will gain an education from 2016’s experiences and can use what you learn to change your habits in the coming year for the better.



Author Bio: A writer, speaker and young business leader, Jason has been the communications pulse for a number of organizations, including Paycom. A featured writer on human capital management technology, leadership and the Affordable Care Act, Jason launched Paycom’s blog and social media channels, helping empower organizations around the nation. Jason is attuned to the needs of businesses and recently helped develop a tool to aid organizations in their pursuit to comply with the ACA; one of the largest changes in healthcare the country has seen. While working in athletics for ESPN and FoxSports, Jason learned the importance of hard work and branding. In his free time he enjoys adventuring with his family, reading and exploring new areas to strengthen his business acumen.

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