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Employment Law Today

Tuesday, July 20, 2021
20
Jul
Facebook Live Video from 2021/07/20 - Best Practices for Managing Employees Post Covid-19

 
Facebook Live Video from 2021/07/20 - Best Practices for Managing Employees Post Covid-19

 

2021/07/20 - Best Practices for Managing Employees Post Covid-19

[NEW EPISODE] Best Practices for Managing Employees Post Covid-19

As we enter a post-vaccination stage of the Covid-19 Pandemic, many employers are anticipating -- or demanding -- a "return to normal" from their employees: normal levels of productivity, in-person work, and compliance with Covid-19 regulations and protocols. What happens when business owners manage essential workers who never had a "break" during Covid?

How do employers deal with conflict and / or employee burnout during this Covid-19 recovery period? In this episode, Nance Schick, Esq., and I will discuss the best practices to maximize communication, deescalate employer/employee conflict, and address workplace challenges in ways that minimize your liability and maximize your employees' morale. A timely episode for this stage of the workforce!


Tune in for this informative conversation at TalkRadio.nyc or watch the Facebook Livestream by clicking here.


Show Notes

Segment 1

The show starts by discussing today’s topic which involves the post-vaccination stage of the Covid-19 pandemic. The special guest named Nance Schick and the host, Eric, will be discussing practices to maximize communication in the workplace along with how to deescalate employer/ employee conflict. Nance has been practicing law for almost 20 years now. She got her interest in law from being in human resources. More often than not, people will choose their career path based on a personal experience which is exactly what occurred in this case. Furthermore, Nance states that many employees and employers find themselves in court because they do not feel heard. Sometimes the human aspect comes into effect and some do not know how to effectively communicate their request.

Segment 2

Nance understands the importance of employee and employer relationships. Employers should be asking what employees need. She says that they may need some time off and might be worn down due to what occurred during the pandemic. They should always be aware of the feelings of others because without that, conflict can occur. Also, it is important not to assume certain aspects and emotions about others. Sometimes people might put on their “default personality” which comes out due to stress. Eric stresses how important it is to have employees who have solid morale and are not burnt out.

Segment 3

Nance loves how her occupation allows her to collaborate with such a diverse group of people. Today, in the workplace there may be some liability issues that take place. Some employees are vaccinated while others are not. In addition, if someone calls out of work or requests time off for Covid reasons, the employer is entitled to request proof like a positive Covid test. Also they might ask them to make a work schedule while working remotely. It is important for employers and employees to work with each other which will result in a better relationship. If someone does not comprehend what one means, they should communicate that.

Segment 4

They both share the same goals of uplifting, educating and improving relationships. Nance believes that everyone can come out of the pandemic better than they went in. Also, one of her main goals is to help settle a conflict before it escalates to the judicial level. One way to do that is to work with that employee to see what they need and if they are able to continue working there or not. At times, employers feel empowered that they are taking action when going to court, however it may not be the best option. After all of the fees that it entails, there may not be much after.


Transcript

00:00:43.230 --> 00:00:53.310 Eric Sarver, Esq.: Good evening, welcome to employment law today i'm your host erick solver i'm an employment law and business law attorney and founder of the law offices of Eric am sovereign.

00:00:53.730 --> 00:01:04.050 Eric Sarver, Esq.: i'm here tonight with my special guest fellow employment attorney and conflict resolution specialist and resolution coach nance chick nance welcome to the show.

00:01:05.100 --> 00:01:06.480 Nance Schick: Eric nice to see you again.

00:01:06.930 --> 00:01:18.150 Eric Sarver, Esq.: You too, I was going to say you're a return guest, you were on my show back in October 2021 it was just getting started, and we were talking about some issues related to.

00:01:19.830 --> 00:01:21.390 Eric Sarver, Esq.: Which is still with us.

00:01:22.650 --> 00:01:33.420 Eric Sarver, Esq.: Though thankfully, and maybe changing a bit, but but it's great to have you back and I thought I would tell our audience tonight what our topic is and i'll give you a proper introduction.

00:01:35.160 --> 00:01:45.990 Eric Sarver, Esq.: Okay Okay, so I should say that employment law today is on Tuesdays at 5pm I host the show on talk to nyc and I have guests like nance and others you discuss.

00:01:46.350 --> 00:01:53.040 Eric Sarver, Esq.: Pressing topics around employment and business for small to mid sized business owners, entrepreneurs and employees as well.

00:01:53.970 --> 00:02:08.370 Eric Sarver, Esq.: And with that our show tonight is best practices for managing employees during and post code 19 and as we, as we enter this post vaccination stage of the COPA 19 pandemic.

00:02:09.120 --> 00:02:25.290 Eric Sarver, Esq.: Many employers are anticipating or even demanding a so called return to normal from their employees, they want normal levels of productivity in person work, as well as compliance with coven 19 regulations and protocols.

00:02:26.430 --> 00:02:32.550 Eric Sarver, Esq.: So the question becomes what happens on business owners manage essential workers, we never had a break during coven.

00:02:33.030 --> 00:02:38.130 Eric Sarver, Esq.: And how to employers deal with employee burnout during this coven 19 recovery period.

00:02:38.730 --> 00:02:46.350 Eric Sarver, Esq.: So on this episode nance chicken, I will discuss best practices to maximize communication and to de escalate conflict.

00:02:46.800 --> 00:02:59.970 Eric Sarver, Esq.: between employers and employees and address workplace challenges in ways that minimize your liability and to maximize your employees around her thoughts mouthful there and but that Nancy can be really good to have you.

00:03:00.660 --> 00:03:01.650 Nance Schick: All in an hour.

00:03:02.160 --> 00:03:04.590 Eric Sarver, Esq.: Yes, we do that on 57 minutes even.

00:03:05.910 --> 00:03:06.750 Eric Sarver, Esq.: Believe it right.

00:03:07.920 --> 00:03:17.340 Eric Sarver, Esq.: But yes, I think we'll just phone along here but yes, and I want to introduce you again Nancy, as I mentioned nance chick is an employment law attorney.

00:03:18.210 --> 00:03:29.700 Eric Sarver, Esq.: As well as an actor religious mediator and a conflict resolution coach and author as well, and she is the founder and President of 30 or conflict resolution that's.

00:03:30.180 --> 00:03:40.020 Eric Sarver, Esq.: is also an employment attorney licensed in New York and Nancy have certified in mediation coaching disc this di sc personality assessments.

00:03:40.500 --> 00:03:52.230 Eric Sarver, Esq.: Education law and tax law and before law school she was a human resources supervisor a minor league hockey agent and a planet, that is, sexual harassment and gender discrimination lawsuit.

00:03:52.800 --> 00:03:59.640 Eric Sarver, Esq.: A survivor of abuse and multiple crimes, who grew up poor in Kentucky she loves helping people break through upper limit challenges.

00:04:00.270 --> 00:04:09.480 Eric Sarver, Esq.: That was the motivation to write her first book DIY conflict resolution So yes, again that's really always great to have you on the show and to talk with you.

00:04:10.770 --> 00:04:18.390 Nance Schick: it's always funny hearing people read the credentials, I have my own coach right and he likes to remind me that.

00:04:19.050 --> 00:04:22.350 Nance Schick: Just gathering a bunch of credentials doesn't always.

00:04:23.400 --> 00:04:38.580 Nance Schick: solve everything that we think it's going to and to lawyers right education and some credentials alone yeah it's not quite the way we thought, and I think it leads us right into the topic for today have this desire to go back to normal.

00:04:38.850 --> 00:04:39.240 Eric Sarver, Esq.: mm hmm.

00:04:39.360 --> 00:04:46.800 Nance Schick: And you just have to accept that there's no magic switch that we're going to flip and go back to March 11 2020.

00:04:47.940 --> 00:05:05.640 Nance Schick: that's just not going to happen and there's there's nothing that's going to make up overnight for everything, people have lost and been through and so that's where I wanted to start the conversation, and hopefully you get that too is that we're on we're on the same page as.

00:05:06.840 --> 00:05:20.820 Nance Schick: We have the ability to either embrace that there there's a new normal and I know we're getting tired of hearing that or we can dig our heels in and demand that everything go back and I think we know.

00:05:21.930 --> 00:05:26.580 Nance Schick: Which one we probably need to choose and make the most of what we have to work from.

00:05:27.720 --> 00:05:29.070 Eric Sarver, Esq.: Absolutely, and so.

00:05:30.390 --> 00:05:37.080 Eric Sarver, Esq.: will pardon me a little feedback here and just fix that right now, if I can there we go I think that's really important point, you know there's a lot.

00:05:37.530 --> 00:05:43.980 Eric Sarver, Esq.: To be said for us for the acceptance piece of this pandemic and life in general, whether we're talking about.

00:05:44.730 --> 00:05:54.240 Eric Sarver, Esq.: say on a a personalized personal level, as we go about our lives but it's really hard to separate right the personnel in the business and employees don't.

00:05:54.630 --> 00:06:03.120 Eric Sarver, Esq.: become robots or turn off of compartmentalize know their psyche and their emotions and and they're just general well being.

00:06:03.720 --> 00:06:16.050 Eric Sarver, Esq.: The personal life they don't turn that off when they enter the workplace, then i'll turn it back on and 5pm so you know really important to you then we're going to get to all those issues as well, and the issues that are encompassed with that overall theme, I think you mentioned.

00:06:17.070 --> 00:06:27.360 Eric Sarver, Esq.: I did want to ask you a starting question I asked my guests, I think it frames, the conversation nicely, which is, if you could tell us bit more about yourself, I know you said a lot there, but when you started.

00:06:27.840 --> 00:06:34.980 Eric Sarver, Esq.: practicing law and what prompted you to take this creative less traveled path as a mediator and coach attorney.

00:06:36.030 --> 00:06:36.570 Nance Schick: So.

00:06:37.920 --> 00:06:51.750 Nance Schick: I have been practicing law since February 22 2002 almost 20 years now, I think it's one of those you know milestones that i'll never forget that day, plus it's kind of a palindrome to some degree, I you know.

00:06:52.920 --> 00:06:59.850 Nance Schick: And I like to use, so I never forgot that what started me there was.

00:07:01.290 --> 00:07:14.130 Nance Schick: Probably really it was an interest in law from being in human resources, and that was where I got my first real taste of employment law and the human aspect of work which.

00:07:14.850 --> 00:07:25.590 Nance Schick: I didn't necessarily have you know my relationship to work like a lot of people probably even watching this you know your relationship to work is like that's how I get money, so I can have stuff I want it right.

00:07:26.970 --> 00:07:35.820 Nance Schick: And things I need right and that was about all I had done, but when I got into human resources, I got a broader viewpoint of what.

00:07:36.240 --> 00:07:49.470 Nance Schick: Work does for people and how it gave me some identity for better for worse right, and so I started exploring that more and more, and then as, as you mentioned i've been a plaintiff in a lawsuit.

00:07:50.130 --> 00:08:02.760 Nance Schick: and employment related so I decided at that point, maybe the you know, maybe it was time to go ahead and do, though, the law degree that I had been anticipating doing kind of part time and.

00:08:04.410 --> 00:08:17.760 Nance Schick: There I was learning civil procedure in the courtroom and the classroom simultaneously and I knew from that point that, although I needed to learn law to be more valuable to work places.

00:08:18.960 --> 00:08:28.590 Nance Schick: There was something different, I wanted to create for people having been a plaintiff myself and winning a judgment that I never collected on.

00:08:29.430 --> 00:08:45.540 Nance Schick: going through that for years of litigation and how it tied up my life I said there's gotta be something better, and we need the courts, I don't hate the courts, you know, some people are like oh let's get rid of the justice system it's terrible it's good for certain things.

00:08:46.680 --> 00:08:50.490 Nance Schick: But I think there's a lot we can do if we just build the skills.

00:08:51.060 --> 00:08:57.630 Nance Schick: To stay out of court and then let let the ones that really need somebody else to tell them what's right.

00:08:57.960 --> 00:09:05.610 Nance Schick: Leave those in the courts, because we need that but, most of us want to create the solution on our own, we just don't necessarily have the skills so that's.

00:09:06.180 --> 00:09:17.400 Nance Schick: pretty much how I shifted into this alternative view of law and an alternative way of executing the strategies that we use for our clients.

00:09:19.650 --> 00:09:26.400 Eric Sarver, Esq.: Essentially, interesting as I hear a few things there that I hear from my guests, which is the way that a President on experience can shape.

00:09:26.910 --> 00:09:37.020 Eric Sarver, Esq.: Our desired career path or passionate roles and you mentioned, you know, being a plaintiff in your own employment related harassment suit and then.

00:09:37.650 --> 00:09:46.800 Eric Sarver, Esq.: What learning in the classroom and in the courtroom I find that interesting that so many people I know their their transition to a new career or their passion for.

00:09:47.220 --> 00:09:53.340 Eric Sarver, Esq.: A different path on career and it starts with their own experience, and I think you know some extent I think many of us have that.

00:09:54.060 --> 00:10:03.810 Eric Sarver, Esq.: Something that drove us to the path we chose in our professions so interesting, you mentioned that, and you also talked about as an HR person seeing.

00:10:04.200 --> 00:10:11.040 Eric Sarver, Esq.: The human side of employment and I recognize that, as well as a fellow employment law attorney and I represent business owners.

00:10:11.460 --> 00:10:18.750 Eric Sarver, Esq.: and employers management in employment Labor law issues and business on and i'm also a big fan of the philosophy of.

00:10:19.200 --> 00:10:29.340 Eric Sarver, Esq.: Negotiation alternative dispute resolution mediation if it can be if it's possible and really I think that something's just.

00:10:29.940 --> 00:10:42.990 Eric Sarver, Esq.: One reason that doesn't happen, they end up in court and being litigated but most clients i've known have been happier when they can resolve something sooner, rather than through those three or four years he mentioned so.

00:10:44.010 --> 00:10:48.870 Eric Sarver, Esq.: And I think it's a relevant topic now because there's more and more litigation i'm seeing.

00:10:49.740 --> 00:10:58.290 Eric Sarver, Esq.: In all the updates news and around typically coronavirus and corporate 19 and the words whether it's around illness or.

00:10:58.800 --> 00:11:15.510 Eric Sarver, Esq.: Workers COMP or unpaid time off that was given or people filing for retired were discharged because they were pressured to quit rather than take a coven at me and leave, so I think it's really important that we talked about this, and so glad to hear that background.

00:11:17.640 --> 00:11:28.380 Nance Schick: And I just wanted to piggyback on that a little bit is that one of the things that I experienced for myself and I even have a video out there, where I talked about how I didn't want to sue.

00:11:28.950 --> 00:11:38.340 Nance Schick: And that's another thing that I think we want to get across to a lot of people is that the main reason employers in particular and.

00:11:38.790 --> 00:11:50.370 Nance Schick: In lawsuits and defending claims is because the employees don't feel heard and they end so that's usually the the, the only card they know how to play is that maybe.

00:11:51.060 --> 00:12:00.120 Nance Schick: Maybe they've tried to go to their supervisor and their human resources representative if it's a large enough employer or where that's more than one person.

00:12:00.330 --> 00:12:12.840 Nance Schick: Right, a lot of our clients that's the owner, the HR person the the the person who is also doing some of the work side by side with the employees right but I found that over and over that's what I hear.

00:12:13.140 --> 00:12:14.490 Nance Schick: This employees.

00:12:14.550 --> 00:12:21.990 Nance Schick: Even when employees reach out to me and asked, can I help them it's a lot of times they've already tried another channel.

00:12:22.350 --> 00:12:29.040 Nance Schick: It doesn't mean that you want occasionally have that employee who just comes in, as looking for an excuse to file a claim.

00:12:29.310 --> 00:12:49.830 Nance Schick: But that's a lot more rare, I think, then, just the employee who doesn't feel heard because maybe their Supervisor is overworked and burned out and doesn't know what to do right it's all like we said it's the human aspect of this and people just don't know how to be heard.

00:12:51.060 --> 00:12:53.310 Nance Schick: And they don't necessarily know how to deliver.

00:12:54.450 --> 00:13:07.830 Nance Schick: What their demand is and we think demand it sounds like you're enforcing something on you, but really what it's a request, and if you relate to it as a request right and truly consider it.

00:13:08.550 --> 00:13:22.830 Nance Schick: Instead of oh i'm busy or oh I forgot right and we talked about this, I got a lot of that training, when I was at ups in HR and doesn't mean i'm perfect at it right, but the only way you get good at anything is to practice it.

00:13:24.000 --> 00:13:40.980 Eric Sarver, Esq.: very true absolutely yeah and I think you're right about this did the need to be heard and also, I think it's important we talked about what are some of the issues that managers to be mindful of when it comes to employees in the workplace during during this period.

00:13:42.750 --> 00:13:55.170 Nance Schick: yeah and I think one of the things that you already hit on is that we're we're hearing all this talk about going back to work right, and there are a whole bunch of people that are saying what do you mean back to work.

00:13:55.290 --> 00:14:05.190 Nance Schick: But i've never stopped working and i've been working harder than i've worked in years you know I work in the funeral industry, a lot of my clients are in that profession.

00:14:05.550 --> 00:14:14.130 Nance Schick: They haven't gotten a break, they were working, seven days a week 15 and up hours they didn't get a break.

00:14:14.490 --> 00:14:25.200 Nance Schick: The hospital workers healthcare workers essential workers and retail you know the grocery store workers, you know who they are, because you saw them every time you were in the grocery store in your neighborhood right.

00:14:25.500 --> 00:14:38.370 Nance Schick: And they haven't really had a break, and they are fatigued just like we all are, and I think we have to be very sensitive to that and, on top of it they've lost income they've lost loved ones, etc.

00:14:39.060 --> 00:14:40.920 Nance Schick: We have to remember that it's.

00:14:41.070 --> 00:14:46.800 Nance Schick: A whole person that's there, even if we tell them not to bring their home person, the work that's impossible.

00:14:47.160 --> 00:14:49.650 Nance Schick: right person is right here with you right now.

00:14:50.790 --> 00:14:57.210 Eric Sarver, Esq.: I don't think that it is really that deep down, they probably don't want a spice in a person they don't want to compartmentalize.

00:14:57.690 --> 00:15:06.240 Eric Sarver, Esq.: Performance machine they want the President, they want the whole perspective, the insight and the wisdom and the compassion that comes and even.

00:15:06.630 --> 00:15:15.870 Eric Sarver, Esq.: The enthusiasm, the times, if managers are treating employees right, and I think you know it's important you mentioned some of the points there I said I heard one about the essential workers.

00:15:16.350 --> 00:15:25.380 Eric Sarver, Esq.: who have really not gotten a quote unquote break during this pandemic and and to even the so called Monsanto workers who were able to work from home and zoom.

00:15:25.830 --> 00:15:32.430 Eric Sarver, Esq.: As you pointed out, received back to work, but not we're not going back to work 16 month vacation known people were not.

00:15:33.210 --> 00:15:46.140 Eric Sarver, Esq.: Most people least a lot of them, especially in the workforce in certain industries we're working from home, while their spouse was while their kids children were at home being zoom school then.

00:15:46.860 --> 00:15:58.860 Eric Sarver, Esq.: Everyone that you know, has kids knows when has kids knows that homeschooling small children is a very easy nope no problem stress free situation right so so when you combine that with an easy stress be.

00:15:59.310 --> 00:16:07.800 Eric Sarver, Esq.: Working in home, of course, the big fishes here, and you get employees were burned down and you get people exhausted in this thing about we're coming back to work.

00:16:08.340 --> 00:16:17.910 Eric Sarver, Esq.: And we're kind of back to the physical workspace but we've actually been in a hard place and we also have speaking places we're at we're at a commercial break spot right now so intense.

00:16:18.510 --> 00:16:19.080 Nance Schick: On your break.

00:16:19.710 --> 00:16:28.410 Eric Sarver, Esq.: Your turn to the segue there so folks listening to implement a lot today, and I am your host Aaron summer here tonight with my guest nance chick.

00:16:28.770 --> 00:16:43.920 Eric Sarver, Esq.: And we're talking about managing employees your inquiry 19 when we come at NASA been addressed some of the different personality types of managers and leaders in the workplace and the best way they can address coven burnout so stick around and we'll be right back.

00:19:00.270 --> 00:19:08.160 Eric Sarver, Esq.: Welcome back folks who employment law today your eyes talk to me to nyc i'm your host erick Sabra employment law business law attorney.

00:19:08.940 --> 00:19:18.750 Eric Sarver, Esq.: joined tonight by my guest attorney nance chick also employment attorney and founder and President of third year conflict resolution and author of.

00:19:19.140 --> 00:19:28.440 Eric Sarver, Esq.: The first book dui conflict resolution so Nancy and I have just been discussing, those that joined us late we're talking about best practices for managing employees.

00:19:29.100 --> 00:19:36.480 Eric Sarver, Esq.: During coven 19 and typically at this stage of the game and I just want to ask you another question Nancy I think because we're.

00:19:37.050 --> 00:19:52.470 Eric Sarver, Esq.: seem to be flowing so nicely here i'm wondering, so what are some different personality types of managers in the workplace and what are the best ways for managers to address say covert burnout and challenged by employees who have a an opposite personality style.

00:19:53.490 --> 00:20:06.000 Nance Schick: So, as you know, we talked about this, the last time i'm disc certified so that would be dominant is the D influencing is I steady are supportive as your ass personality.

00:20:06.450 --> 00:20:11.100 Nance Schick: style and and see us for compliance and, mind you, these are.

00:20:11.400 --> 00:20:20.580 Nance Schick: default personality styles that I use as a guideline you're not locked into them it's right it's not like your horoscope you were only born once and if you fall into a thing.

00:20:20.820 --> 00:20:31.170 Nance Schick: Right it's nothing like that it's not who you are, but these are These are guidelines to give you some ideas so say, for example, a lot of your high level managers.

00:20:32.190 --> 00:20:49.290 Nance Schick: And maybe business owners, they have a more dominant task both focus personality style, these are the people that also, by the way, have not gotten a break right we talked about the employees, not getting break as a business owner, you may we haven't really gotten a break right.

00:20:49.320 --> 00:20:53.280 Nance Schick: there's there's been PPP to learn P P to buy.

00:20:54.570 --> 00:21:00.960 Nance Schick: there's been a lot of those things going on and learning the different programs and learning the different guidelines so.

00:21:02.040 --> 00:21:08.970 Nance Schick: These are the dominant people now, mind you i'm not a dominant personality style just fyi I own my own business, but.

00:21:09.720 --> 00:21:21.030 Nance Schick: I have elements of that, where I can be become so task for focus that I want to go full steam ahead, but your D personality style is often the one that's running that way, all the time.

00:21:22.020 --> 00:21:43.110 Nance Schick: And as people are coming back to work, and things are starting to open up these are the leaders who are like we had a 20% or 50% loss of income last year, so everybody's got to work 120% or 150% to make up for that day one starting Monday, when you come back right now going to happen.

00:21:43.470 --> 00:21:46.230 Nance Schick: Right is not going to happen it's great.

00:21:46.290 --> 00:21:50.940 Nance Schick: That you are full steam ahead, you have to understand that your employees.

00:21:51.660 --> 00:22:02.010 Nance Schick: Especially just statistically on the disk your employees are probably going to fall in one of those other categories, so what you want to look for things like the influencing people.

00:22:02.460 --> 00:22:13.650 Nance Schick: Those are your extroverts those are your sales people they're the leaders in your groups right they're the ones that can get things out right like you give it to the influencer.

00:22:14.550 --> 00:22:28.710 Nance Schick: they'll get the buy in and they'll get things done so you can imagine if you're a dd and you want things done, having the influencer on your side and developing that relationship is going to be crucial to moving forward.

00:22:29.340 --> 00:22:38.790 Nance Schick: right but you're not going to be able to do it by just saying come into work hit the ground running they've missed people they need some social time with their co workers.

00:22:39.180 --> 00:22:41.250 Nance Schick: You want to create some space for them to do that.

00:22:42.030 --> 00:22:51.360 Nance Schick: Similarly you've got those supportive people, those high ass people they're worried is everybody Okay, who lost people.

00:22:52.590 --> 00:22:57.990 Nance Schick: where's where's susie where's Joe why aren't they back what happened to them right.

00:22:58.290 --> 00:23:05.190 Nance Schick: And, and this may be happening, if you didn't get the break and you're not just coming back this is already happening and it's been happening by zoom right.

00:23:05.580 --> 00:23:16.830 Nance Schick: So and, by the way, you're so high as the statistically speaking that's probably the majority of your population, they need to see that you care about them.

00:23:17.790 --> 00:23:26.670 Nance Schick: And they need to feel like that's genuine they're not going to be able to just come in and be told what to do without you recognizing that they've been through a lot.

00:23:27.060 --> 00:23:38.970 Nance Schick: And again that's the majority of the population and then you've got your compliant people, these are your more introverted people behind the scenes technical very focused on on the process.

00:23:40.200 --> 00:23:46.920 Nance Schick: What do you think they're interested in, they still want to get the task done, they want to know what's the plan, and will it work.

00:23:48.000 --> 00:23:53.490 Nance Schick: So if you start thinking about like the different focus and the key things that people need.

00:23:55.350 --> 00:24:00.750 Nance Schick: Then you're going to be able to have different conversations with them, but the caveat is to not assume you know.

00:24:01.500 --> 00:24:11.790 Nance Schick: Right, even though I just told you that the majority of your your your staff is probably in the high s supportive study and they need to know they're secure and everybody's okay.

00:24:12.960 --> 00:24:19.980 Nance Schick: You don't want to assume that, and you want to recognize, we all have aspects of all of these and our personalities depending on what's going on.

00:24:20.700 --> 00:24:31.380 Nance Schick: So as an employer, the number one thing you can do right now is be with your people and ask them what they need to be successful in their jobs right and maybe what they need some time off.

00:24:33.720 --> 00:24:39.060 Nance Schick: right but you're going to have to look at them as individuals and look at yourself as an individual.

00:24:40.530 --> 00:24:56.670 Nance Schick: Because, where do other people make mistakes right, where do our leaders in our in our clients make mistakes it's when there weren't down there worked out, they have pandemic fatigue, some of them have ptsd depending on what they had to witness.

00:24:57.750 --> 00:25:07.470 Nance Schick: Especially if you're here in New York and you've lived in the epicenter during the worst of it a lot of us are still dealing with the aspects of that absolutely.

00:25:08.040 --> 00:25:08.430 Yes.

00:25:09.930 --> 00:25:10.200 Eric Sarver, Esq.: You know.

00:25:10.860 --> 00:25:12.030 Nance Schick: Did I answer your question.

00:25:12.420 --> 00:25:13.500 Eric Sarver, Esq.: yeah and I think it really.

00:25:13.890 --> 00:25:16.800 Eric Sarver, Esq.: Really, a lot to it but it's a good answer it really I think you hit the nail on the head.

00:25:18.030 --> 00:25:26.940 Eric Sarver, Esq.: Even before hearing the disc when you mentioned it on your first time in the show before hearing the dominant the Info and share the stage supportive and they're compliant personality types.

00:25:27.990 --> 00:25:34.140 Eric Sarver, Esq.: I heard different personality types through a different tests out there and and other information, and I know that.

00:25:34.680 --> 00:25:46.830 Eric Sarver, Esq.: i've noticed that clients who are business owners who don't recognize that their employees might have a different personality and style and they do that it tends to create more conflict right because.

00:25:47.880 --> 00:25:54.450 Eric Sarver, Esq.: As you may imagine that the employees are looking at the situation, the same as them, so their dominant like you pointed out.

00:25:54.810 --> 00:26:04.200 Eric Sarver, Esq.: They think that will, I want to hit the ground running, I want to, I want to get things back to normal, I want to control this and take action and they just presumed that others.

00:26:04.740 --> 00:26:16.170 Eric Sarver, Esq.: are in the same boat, but if they're not it's going to create unrealistic expectations or a fractured communication so and I think you also said something good there but not presuming.

00:26:16.590 --> 00:26:26.100 Eric Sarver, Esq.: That you know someone's personalities out just from the statistics, so I mean hearing you talk about that I was thinking about myself in terms of maybe a dni.

00:26:26.580 --> 00:26:37.230 Eric Sarver, Esq.: in mind, but there's also other elements there too right of the supportive the concerning of you know people that aspect as well and yeah I know that even with.

00:26:37.770 --> 00:26:45.450 Eric Sarver, Esq.: So I think with the employees, so we have to really look at that and I think it's important to to note if we're going, especially now with people like is it under stress and burnout.

00:26:46.830 --> 00:26:47.010 Eric Sarver, Esq.: yeah.

00:26:47.550 --> 00:26:53.880 Nance Schick: yeah and I think one of the other things I love to bring forward when i'm talking about this is that.

00:26:54.420 --> 00:27:00.210 Nance Schick: One it is fluid right what what we're talking about in this context of it this time.

00:27:00.540 --> 00:27:09.810 Nance Schick: Is the default personality style because most of us have been under so much stress we're going to our default right we go to our default when we're under stress.

00:27:10.290 --> 00:27:14.070 Nance Schick: And because that's how we coped in other stages of our lives.

00:27:14.730 --> 00:27:29.250 Nance Schick: But it doesn't mean that we can't be the other things, the idea is not to point out what's wrong with someone and why they're different and shouldn't be but look at again like how I mentioned the influencer is a great asset to you.

00:27:30.180 --> 00:27:43.110 Nance Schick: The supportive people are very powerful for you also because if you're not great if you're not great at relating to people and you're much better at getting tasks done and getting those.

00:27:43.470 --> 00:27:57.810 Nance Schick: influencers and supportive people on board and having them do that right there filling in the gaps and we know that right what great leaders find people and put them around them, who do the things that they can't yet.

00:27:58.290 --> 00:28:00.870 Nance Schick: So that's what we're talking about is not looking for what's.

00:28:01.350 --> 00:28:11.700 Nance Schick: wrong with somebody because they're different and boy, could we get into that conversation on another episode about you know, race, gender gender identity disabilities right all of that, but.

00:28:12.150 --> 00:28:28.260 Nance Schick: it's it's like that's really what we want to look at is how do we take the way people function by default and more naturally and amplify that toward the business goals in partnership and employment partnership.

00:28:28.710 --> 00:28:29.040 Right.

00:28:30.150 --> 00:28:30.660 You mentioned.

00:28:32.850 --> 00:28:41.880 Eric Sarver, Esq.: Just a microphone here sure if that is, you mentioned that earlier, I think, also nance about the fact that we all come with different skill sets and there.

00:28:42.360 --> 00:28:51.510 Eric Sarver, Esq.: it's about acceptance and awareness of people's levels and personalities, where they're at right now just finally where somebody into being fitting a certain mold.

00:28:52.560 --> 00:28:59.880 Eric Sarver, Esq.: And I think you know another Courtney point you made is that when we're under stress we go to these default personality styles, particularly and so.

00:29:00.510 --> 00:29:08.970 Eric Sarver, Esq.: Who hasn't been distracted in the last you know 16 months in your in your life often, especially since code 19 I think it becomes so.

00:29:09.360 --> 00:29:17.340 Eric Sarver, Esq.: So much part of our day to day that many employers that i've seen on this I work with have forgotten just how much with whole this.

00:29:17.820 --> 00:29:27.630 Eric Sarver, Esq.: pandemic has taken cancel team, now we tend to think you know we're back out with our friends again we're doing more things socially know a meeting in person, which is all fantastic.

00:29:28.350 --> 00:29:33.180 Eric Sarver, Esq.: But, as I think you and I discuss you know this economic it's not over and we're not trying to.

00:29:34.080 --> 00:29:42.900 Eric Sarver, Esq.: just keep coming back to it or prolong it or you know paint a doomsday picture it's just part of the reality, people are still concerned you're still.

00:29:43.650 --> 00:29:51.420 Eric Sarver, Esq.: Adjusting and adapting and i've seen a lot of employment law cases where managers understand that and then employees get resentful and is a huge class.

00:29:51.900 --> 00:30:09.960 Eric Sarver, Esq.: And if the employee is fired often though presumed that it's been based on some other tree, which may very well be that's a whole other conversation that I know you and I probably on the same page about can talk about implicit bias and micro aggressions not just the obvious still covert.

00:30:11.610 --> 00:30:21.180 Eric Sarver, Esq.: or overt bias, but i'm certainly you know people I think are coming to realize that they're all these different nuances and you, you want to have employees they're not.

00:30:21.660 --> 00:30:31.620 Eric Sarver, Esq.: burnt out and then feeling rejected and angry and and sort of let go and brush aside know you if you minimize conflict, very often that can minimize the chances.

00:30:32.160 --> 00:30:42.270 Eric Sarver, Esq.: of somebody parting ways and seeking out a plaintiff's attorney which I used to be, for a long time inside, so what I want to get into the more this with you, it is bleeding out of time for our.

00:30:43.050 --> 00:30:55.290 Eric Sarver, Esq.: Second commercial break so when we come back Nancy I will talk about some liability issues that employers managers need to remember when you're addressing employees code 19 very request.

00:30:55.860 --> 00:31:05.220 Eric Sarver, Esq.: So and Eric solver and you're an employment law today, I talked to him, I see what nance check sorry man check forgive me it's been a long day stick around we'll be right back.

00:33:36.750 --> 00:33:49.560 Eric Sarver, Esq.: Welcome back to employment law today i'm your host erick solver and here tonight with attorney nance chick who specialized in employment law and mainly and conflict resolution and mediation and.

00:33:50.610 --> 00:34:06.300 Eric Sarver, Esq.: Basically, a resolution things that nature so Nancy really great topic that I must say this whole topic of best practices for managing employees during coven it, I really appreciate your joining us today and sharing all your insights and your knowledge in this topic.

00:34:08.070 --> 00:34:21.120 Nance Schick: Thank you i'm you know I always enjoy coming back and being with you, and you know as well as I do that, not necessarily your your listeners and your and your viewers, but we can talk about this kind of stuff all day.

00:34:22.290 --> 00:34:35.460 Nance Schick: Because it's you know, one of the things that got me into employment law was that, as I jokingly say but it's true pretty much everybody either has a job or know someone with a job so it's like the great equalizer right.

00:34:35.520 --> 00:34:46.920 Nance Schick: I get to work with people from all walks of life, all backgrounds internationally religious right all of that, and I think that's The other reason that's so fascinating to me because it's like this.

00:34:47.280 --> 00:35:00.120 Nance Schick: microcosm of the world right it's so integrated in certain places, some obviously we have some work to do there but takes us, I believe, right into the topic we wanted to get into absolutely.

00:35:00.870 --> 00:35:08.820 Eric Sarver, Esq.: I love that it really is an equalizer in terms of we all except maybe perhaps you're retired or in certain.

00:35:09.570 --> 00:35:17.610 Eric Sarver, Esq.: different situation, but, most people, as you mentioned, either they have a job or they know someone with a job, a relative that's just pretty much.

00:35:18.240 --> 00:35:28.050 Eric Sarver, Esq.: And those equalizers in life, I find they really bring out our humanity, you know when you said that it made me think of something i've always thought of that I really I really take confidence or this.

00:35:28.530 --> 00:35:34.680 Eric Sarver, Esq.: bedtime routine of getting ready, you know with washing your face brush your teeth all that kind of stuff and listerine and whatnot and the thing is.

00:35:35.460 --> 00:35:41.970 Eric Sarver, Esq.: I like it, because it's an equalizer that you can be you know the King of a nation or the you know, a.

00:35:42.450 --> 00:35:47.730 Eric Sarver, Esq.: Poor person somewhere perhaps struggling to get somewhere in terms of social economic power.

00:35:48.120 --> 00:35:56.460 Eric Sarver, Esq.: And they'll use the same toothbrush maybe even the same toothpaste when they're getting ready in the nighttime morning and getting paid, so I just I think that's a great.

00:35:57.030 --> 00:36:03.480 Eric Sarver, Esq.: comment about equalizers and know it talks about them in this topic of managing employer and coven 19.

00:36:04.410 --> 00:36:14.610 Eric Sarver, Esq.: I think it would not be complete without some mention of liability issues right in terms of like you know there's a human element of hey do these things, keep these best practices.

00:36:15.150 --> 00:36:27.150 Eric Sarver, Esq.: For compassion sake, for the sake of humanity and and also just to maximize morale and there's also you know, a very much real liability issue, and so I find that you know, like, I can think of some.

00:36:27.930 --> 00:36:33.690 Eric Sarver, Esq.: mapping a liability issues that come up for employers when they're not mindful of the different personality types and when they're not.

00:36:34.260 --> 00:36:43.890 Eric Sarver, Esq.: Aware of their own stress level and burnout like, for example, of their employers out there who the here and employee as an accommodation requests undercover 19.

00:36:44.400 --> 00:36:51.510 Eric Sarver, Esq.: Maybe to work from home still because they're suffering from anxiety from the from the pandemic like a disorder or.

00:36:51.990 --> 00:37:02.760 Eric Sarver, Esq.: As you mentioned earlier, and as ptsd I think there's even a post ptsd it syndrome related to Cobra that's been discussed in the mental health industry so practices so.

00:37:03.360 --> 00:37:11.760 Eric Sarver, Esq.: When people ask for that combination, if an employer is let's say a dominant type and frustrating that somebody wants quote unquote time off.

00:37:13.140 --> 00:37:20.310 Eric Sarver, Esq.: or doesn't want to produce so they think they can get angry and say no, and the law does require that you know at least.

00:37:20.760 --> 00:37:31.650 Eric Sarver, Esq.: Give a reasonable combination analysis see if know, can they take time off can they do their job reduced schedule from home, is it not too much of a drain on the company's finances.

00:37:32.370 --> 00:37:38.280 Eric Sarver, Esq.: Logistical operations resources and if the answer is no, they can still do the job it's not too much of an undue hardship.

00:37:38.730 --> 00:37:52.080 Eric Sarver, Esq.: Then you have to provide that, so I think that's one of many issues, you know, there are folks who are not getting the vaccine religious objections, but you can require them to get that and if you are that's a perhaps a little more than.

00:37:53.520 --> 00:38:02.340 Eric Sarver, Esq.: A codependent manager within a few hours, making ways, you might not want to bring up a topic, but you can bring it up and you really should get clarity around people's.

00:38:02.730 --> 00:38:12.480 Eric Sarver, Esq.: conditions and so forth, so just a couple of sure that came to mind, for me, I wondered if you've seen some liability challenges as you do resolution resolution these days.

00:38:13.110 --> 00:38:17.790 Nance Schick: yeah I think this is where i'm seeing a lot more in my coaching practice, these days.

00:38:18.150 --> 00:38:27.810 Nance Schick: Apparently i've done a pretty good job of explaining to people what what I can do on the front end so where it comes in, is people are calling me because.

00:38:28.110 --> 00:38:38.040 Nance Schick: Maybe it's the small business where, again, where the business owner is also doing the same work, that the employees are doing and they haven't gotten a break and.

00:38:38.910 --> 00:38:45.330 Nance Schick: Then their employee who they're counting on to come into work on a client matter calls in.

00:38:46.230 --> 00:38:54.300 Nance Schick: And then it's a whole thing, as they call in sick well what symptoms, do you have we're still having to have those conversations.

00:38:54.840 --> 00:39:11.550 Nance Schick: Even if the employees vaccinated right because we still don't know if that employee could get Kobe again, even with the vaccine, there are some people that are doing that so we're still having those same conversations.

00:39:12.030 --> 00:39:21.840 Nance Schick: And what happens for me, is of course i'm giving them the legal parameters, but they said let's talk more about what's really going on with you employer.

00:39:22.320 --> 00:39:32.070 Nance Schick: Right looks like here's here's what we've done here's what you have to do nothing's changed you still need to ask about the symptoms and possibly send them for a test do all of that.

00:39:32.970 --> 00:39:47.070 Nance Schick: let's let's talk about the frustration, because usually at that point they've called and they're pretty frustrated and I can hear it in the tone of their voice let's talk about what is up for you have you gotten a break, can you build that in.

00:39:48.480 --> 00:40:02.400 Nance Schick: How can you build that yeah let's create a plan, right here on this call before you hang up, I want to hear and i'm going to check in on you right because it's so important that we remember that again it's an employment partnership.

00:40:03.600 --> 00:40:07.890 Nance Schick: And I, and I say it that way it's like no it's not a legal business partnership.

00:40:09.000 --> 00:40:26.220 Nance Schick: But it, but on the personal side you're they're coming together to achieve mutual goals right and, yes, you have some individual goals also but it's no different than going into a marriage or anything else right and there's something in it for both of you.

00:40:27.240 --> 00:40:29.160 Nance Schick: Or you wouldn't be in it right.

00:40:30.390 --> 00:40:45.210 Nance Schick: just see that and remember that it's a person on both sides of it we tend to call it corporate and employer and give things titles, to make to depersonalize to make it supposedly easier to make decisions.

00:40:46.590 --> 00:40:57.060 Nance Schick: But it's not because that's where we get into trouble like you're saying is that they we the Leader comes in and as and as treating another human being.

00:40:57.570 --> 00:41:07.650 Nance Schick: Like a thing, but it works on the other side just fyi the employees do that to their managers to how many do we anybody demonized manager before.

00:41:09.690 --> 00:41:18.660 Nance Schick: i've done it too right, and so we have to remember that none of these entities run themselves they're run by people.

00:41:19.380 --> 00:41:19.800 hmm.

00:41:20.940 --> 00:41:27.240 Eric Sarver, Esq.: You know and that's I think very much a principal bedrock principle my opinion of.

00:41:27.930 --> 00:41:36.960 Eric Sarver, Esq.: Mediation conflict resolution and employee employment or other alternative dispute resolution APR they call it in in law and employment situations.

00:41:37.650 --> 00:41:40.290 Eric Sarver, Esq.: Because you're right, I think you know people when they lose that.

00:41:40.830 --> 00:41:49.170 Eric Sarver, Esq.: That conception of their employees humanity, whereas you mentioned vice versa, the employee who thinks you're the manager is a monster when.

00:41:49.560 --> 00:41:57.390 Eric Sarver, Esq.: If they step back, they can see that there is some pressure and stress they're under as well, and they have their own financial pressures their own.

00:41:57.780 --> 00:42:09.990 Eric Sarver, Esq.: challenges with their personal lives and their lives in general, and I think it's so important to realize that and I think that that recognition, combined with something else you said about encouraging your clients to.

00:42:11.070 --> 00:42:15.750 Eric Sarver, Esq.: to sort of de escalate their own internal anger or stress level right take a break.

00:42:16.710 --> 00:42:20.130 Eric Sarver, Esq.: Let it all sort of old adage old saying about you know count to 10 before you.

00:42:20.580 --> 00:42:27.810 Eric Sarver, Esq.: say something when you're angry, or you know so take a walk and walk away, you know have some restraint and I think it's so important to say that because.

00:42:28.470 --> 00:42:40.830 Eric Sarver, Esq.: I noticed in employment law that the more technology has advanced in the last say 22 years i've been practicing there about the more that technology is advanced where you can just say whatever's on your mind.

00:42:41.370 --> 00:42:49.950 Eric Sarver, Esq.: instantaneously to as many people as possible right, you can snag an aside, you can snap chat you can slack you can text you know, whereas before.

00:42:50.340 --> 00:42:54.360 Eric Sarver, Esq.: Like if you add a situation they 30 years ago you're angry at somebody you had to.

00:42:54.660 --> 00:43:03.990 Eric Sarver, Esq.: go back to your desk and you computer and type up a memo type it up and then print it and then take it and put it in your office now or are facts it, and so, but he had all those intervening steps to.

00:43:04.650 --> 00:43:12.210 Eric Sarver, Esq.: Hopefully cool off and not build you know, a head of steam banker, so I think it's really important, I think you know do too, and I think if more.

00:43:12.600 --> 00:43:24.150 Eric Sarver, Esq.: Employers took that step and managing employees soon there'll be less press conference and escalate into the employment Labor litigation issues because, even if an important made a mistake.

00:43:25.290 --> 00:43:35.250 Eric Sarver, Esq.: They can hopefully see it and recognize it and an employee can hopefully be willing to work with that employee to remedy it if there's a better relationship.

00:43:37.020 --> 00:43:50.970 Nance Schick: And I think another really key skill that great leaders start to develop is the ability to ask questions, and when I say leader, by the way, for those of you who are employees and maybe aren't in a managerial role.

00:43:51.300 --> 00:43:53.430 Nance Schick: You can still lead from wherever you are.

00:43:54.030 --> 00:44:08.400 Nance Schick: So maybe maybe your Supervisor is really stressed out and has done something that's upset you or they said something that's upset you, you can go back and say, I want to make sure that I got this right.

00:44:08.790 --> 00:44:17.010 Nance Schick: Because my head is telling me that you were being really mean and i'm making you out to be a monster, can I ask you what you meant to communicate there.

00:44:17.820 --> 00:44:31.080 Nance Schick: And likewise you can of course do that as the supervisor and you probably should be trained to do that yeah, this is what I work with people on because it's about finding that common ground and remembering that we're both human.

00:44:31.890 --> 00:44:36.570 Nance Schick: And we're trying to do the best weekend under some extraordinary circumstances.

00:44:38.430 --> 00:44:39.180 Nance Schick: So true.

00:44:39.660 --> 00:44:51.480 Eric Sarver, Esq.: I mean, even the idea that you know when people just working through this very challenging time and I think it's important to to make those points and to ask those questions to people, you know most definitely.

00:44:52.980 --> 00:45:01.440 Eric Sarver, Esq.: And I want to talk a little bit more about your surfaces, once we have this commercial break so once again i'm Eric savoured.

00:45:01.890 --> 00:45:06.990 Eric Sarver, Esq.: employment law business law attorney and host of this weekly show employment law today my guest tonight.

00:45:07.950 --> 00:45:23.700 Eric Sarver, Esq.: The very insightful employment law attorney nance chick founder and President of 30 or conflict resolution when we come back and ask Nancy to share more about her services, services and how businesses can really benefit from them so stick around right back.

00:47:55.650 --> 00:48:04.950 Eric Sarver, Esq.: Welcome back to employment law today i'm your host erick sarver again in Europe, I guess the handshake great to have you back on the show nance and get to be talking with you this evening.

00:48:06.420 --> 00:48:08.040 Nance Schick: thanks again for having me back.

00:48:08.370 --> 00:48:16.170 Nance Schick: Sure it's been a really interesting discussion, I hope I hope everybody that's seeing it whether you're seeing it on the recording or you're watching it live with us right now.

00:48:16.920 --> 00:48:30.420 Nance Schick: That you're getting some good insights on what to take back to your workplace to help us all get through the pandemic and actually come out of it better than we went in I still think that's possible.

00:48:31.590 --> 00:48:31.830 I do.

00:48:33.000 --> 00:48:33.570 Eric Sarver, Esq.: That as well.

00:48:33.660 --> 00:48:43.440 Eric Sarver, Esq.: And I hope that people are watching or listening on the listen live theater entrepreneurial nyc at the station and or watching on Facebook and they can see this and.

00:48:43.980 --> 00:48:50.820 Eric Sarver, Esq.: really appreciate what we're talking about tonight, so I think our goal is to educate and inspire and inform uplift people and so.

00:48:51.720 --> 00:48:59.820 Eric Sarver, Esq.: yeah absolutely, what is your question nance related to your services and mainly it's want you to if you could.

00:49:00.450 --> 00:49:16.260 Eric Sarver, Esq.: Tell us more you told us already but tell us more about your services and as a coach as a mediator and a conflict resolution specialist in terms of how do you insist employers with conflict and what services are you finding most in demand during this pandemic.

00:49:17.580 --> 00:49:26.790 Nance Schick: So I still do some Defense work for a couple of my very large corporate clients that i've been working with for will just say almost two decades.

00:49:27.270 --> 00:49:29.730 Nance Schick: right since almost the beginning of my career.

00:49:30.150 --> 00:49:36.600 Nance Schick: And I have a very special relationship with them, because they know my conflict resolution background.

00:49:37.020 --> 00:49:48.300 Nance Schick: And they understand that I, although I may be defending them I don't want to alienate the employee right, these are people that are probably going to come back to work.

00:49:48.750 --> 00:49:58.890 Nance Schick: And an ideal situation so that's what we do is we, we first assess it for that, yes, can I put my litigator hat on and still sharpen those teeth.

00:50:00.210 --> 00:50:16.980 Nance Schick: I prefer not to do that, and my clients, for the most part don't want or need that so I still do a little bit of that, but most of my work is in the at are the alternative dispute resolution, so what i'm finding especially recently is similar to what I mentioned earlier about.

00:50:18.450 --> 00:50:31.680 Nance Schick: The employers calling me because they have a very specific issue with a particular employee and they feel under skilled, to have a conversation that will they won't let them in court to be perfectly honest.

00:50:31.950 --> 00:50:41.460 Nance Schick: Right, not just about I don't want to have to go to court, like look courts a miserable place even for those of us who were trained to be there, I you know I.

00:50:41.910 --> 00:50:52.680 Nance Schick: hate to say that those of you that work in the courts God bless you I appreciate the hard work you've been doing to, and I know you've been exposed to some difficult things during the pandemic.

00:50:53.340 --> 00:51:04.920 Nance Schick: But let's face it it's not a great place for the average person to be we feel very uncomfortable there when I was a plaintiff I did not know how to navigate it, it was very scary.

00:51:05.700 --> 00:51:10.320 Nance Schick: And, most people don't go to court, so my goal is to keep people from getting there.

00:51:10.830 --> 00:51:19.500 Nance Schick: Right right, and then they can work with with the litigators or even more skilled than I, who like to go there and can know how to navigate that.

00:51:19.800 --> 00:51:26.190 Nance Schick: But I would rather build up those skills on the on the front end so I start talking to them about.

00:51:26.790 --> 00:51:42.750 Nance Schick: Like I mentioned earlier, the frustration with the employee what's really going on, because it's an exaggeration, I hear their voice a lot of times when they've called a lawyer and you can imagine, because how many of us call lawyers in a given week or even a given year.

00:51:43.200 --> 00:51:55.590 Nance Schick: Sure it's it's kind of like having to call the funeral Director or the doctor or the dentist the oncologist right it's not something we really want to ever do so I forgive you if you don't want to talk to me.

00:51:57.840 --> 00:52:14.190 Nance Schick: But, but I can help you identify some of the the issues and get into the fear and then build up your skill to have a really powerful conversation about what you truly need from your employee what we do in a lot from asking the right questions.

00:52:15.420 --> 00:52:32.310 Nance Schick: Right and not just asking the questions for let me figure out if that employee is wrong and I need to terminate them or I need to discipline them, but to really find out what is it, they need to succeed with you and, sometimes, the answer is it's not going to work.

00:52:33.150 --> 00:52:36.330 Nance Schick: That doesn't mean you just cut them loose and forget about them.

00:52:36.990 --> 00:52:51.570 Nance Schick: Right they're not trash i've helped some of my employees find alternate employment that's more suitable to them and then we both win yep and, if you think about it from the position of partnership.

00:52:52.890 --> 00:52:54.810 Nance Schick: right that you're mutually benefiting.

00:52:55.890 --> 00:53:00.000 Nance Schick: From this relationship you're going to have a different experience.

00:53:00.450 --> 00:53:00.780 hmm.

00:53:02.970 --> 00:53:04.590 Eric Sarver, Esq.: Interesting I laughed.

00:53:05.730 --> 00:53:09.900 Eric Sarver, Esq.: I do some litigation work, of course, I mean the courts have an arbitration mediation and defend.

00:53:10.770 --> 00:53:15.720 Eric Sarver, Esq.: My clients sometimes that we, the plaintiff side in a commercial litigation dispute so.

00:53:16.200 --> 00:53:22.140 Eric Sarver, Esq.: Definitely can can go there and i've noticed, though, that, but I also to, as I mentioned earlier tonight agree with you that I think.

00:53:22.590 --> 00:53:31.920 Eric Sarver, Esq.: A conflict resolution approaches is often the win, win for everyone, and what I have observed over the years nance maybe you have to it seems that when somebody.

00:53:32.640 --> 00:53:40.500 Eric Sarver, Esq.: really wants to go to court or decides to go to court there's an initial i've noticed an initial sort of like a rush they have and.

00:53:40.830 --> 00:53:48.840 Eric Sarver, Esq.: a feeling of empowerment or that they're like taking action and setting up for themselves, but when you come back.

00:53:49.260 --> 00:54:02.490 Eric Sarver, Esq.: Six months later, a year later, two years later and litigation is still going the very common question that we attorneys get, as you know, right is okay, what is this over what's next you know when when do we get rid of this when did this done.

00:54:04.020 --> 00:54:17.280 Eric Sarver, Esq.: And, and sometimes the answer is well do you want to reconsider the demand and negotiate some it's lower than that maybe not something that will make you super happy, but that's something that's going to end up.

00:54:18.330 --> 00:54:26.580 Eric Sarver, Esq.: Even out in the long run, if you go to court, and you, even if you when you spend so much and attorneys fees or you get a partial judgment against you so.

00:54:27.690 --> 00:54:32.190 Eric Sarver, Esq.: My clients who went to watch him a little confused, but if you are happy to talk to you after the show but.

00:54:32.910 --> 00:54:35.280 Eric Sarver, Esq.: But I think it's an important point and speaking of after the show.

00:54:35.520 --> 00:54:50.010 Eric Sarver, Esq.: we're not there yet, because I don't want to stand and it's been a great conversation, but we do have three minutes, so I want to give you two minutes to talk about your contact info how we can reach you well any special Jeff went up terms of so, the floor is yours for two minutes.

00:54:50.970 --> 00:55:12.000 Nance Schick: Alright, so I did prepare this nice little slide that i'm going to share that has my contact information on it and yeah and it has my book, so I just released the third edition in May of the DIY conflict resolution and it has its kind of part workbook and.

00:55:13.680 --> 00:55:23.970 Nance Schick: Sunday narrative you'll you'll hear the story about my violent assault and how it also reinforced the the idea that we needed something better.

00:55:24.450 --> 00:55:31.500 Nance Schick: And I talked a little bit about restorative justice and some different different ways of resolving even criminal conflict.

00:55:32.220 --> 00:55:44.070 Nance Schick: But, but what i've been hearing for most people is the most valuable piece of the book is the exercises, and so I invite you to take a look at that and you'll see I also gave you the link.

00:55:44.640 --> 00:55:52.200 Nance Schick: For the disc assessment if you want to learn more about that because I still find that that's a really powerful tool and.

00:55:53.370 --> 00:56:00.600 Nance Schick: it's it's been so helpful for me, but I think one of the big things I want to make sure that I leave employers with.

00:56:01.530 --> 00:56:16.020 Nance Schick: And I think it kind of points to something you said to about that adrenaline rush that that we sometimes get when we're when we're going to court, we feel like we took action right we took some sort of action to finally put an end to this conflict that we've been having.

00:56:17.370 --> 00:56:28.410 Nance Schick: And then it wears off right it's like when you sign up for the gym and on January 2 you're in the gym and you're ready and by January 50 like I was a lot of work.

00:56:29.640 --> 00:56:37.560 Nance Schick: Right, and so you know it's really about like asking yourself as leaders do you want control.

00:56:39.000 --> 00:56:48.750 Nance Schick: Or do you want results and you and I talked about this in preparation for this, I want to make sure that I got that in and what I mean by that is that just demanding.

00:56:50.190 --> 00:56:58.170 Nance Schick: That employees do something, you know it doesn't work yeah it doesn't work for the long haul that's why employees leave.

00:56:58.440 --> 00:57:01.080 Nance Schick: If you're ruling that way, instead of.

00:57:01.620 --> 00:57:13.530 Nance Schick: learning what makes them tick and working with that and and capitalizing on that that's not a bad thing maximizing someone's potential is actually a good thing.

00:57:13.890 --> 00:57:14.370 Nance Schick: Right.

00:57:14.580 --> 00:57:17.070 Eric Sarver, Esq.: And then everything is saying agree so much.

00:57:17.340 --> 00:57:25.740 Eric Sarver, Esq.: We only have a little bit of time left so i'm going to wrap up, thank you for joining us tonight i'm Eric soccer the host and formula today on talk radio nyc my guests.

00:57:26.100 --> 00:57:34.200 Eric Sarver, Esq.: The very talented insightful compassionate man check I think it's great the way you took hard situations in your life and use them to.

00:57:34.710 --> 00:57:46.020 Eric Sarver, Esq.: accomplish a lot of really impressive thing, so thank you so much for being here i'm here 5pm guest of mine on Tuesday evenings five to six on target to nyc and dance Thank you again and have a great evening.

00:57:46.440 --> 00:57:48.120 Nance Schick: Thank you, Sir.

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