Client success story – Keith D. Weiner & Associates

Posted by on Sep 19, 2017 in Blog, Success Stories, Talent Acquisition | 0 comments

Client success story – Keith D. Weiner & Associates

This month’s success story highlights how Organizational Architecture assisted its client with a recruiting challenge.

Keith D Weiner & Associates Co., LPA is a creditors’ rights law firm founded in 1985 with offices in Ohio and Wisconsin.  Their practice is limited to commercial and retail collections, foreclosures, bankruptcy, replevins, evictions, and civil litigation related to these areas.  They strive to build rewarding and long-lasting attorney/client relationships based upon a foundation of value, accountability, reliability, and integrity.

They found they needed help filling their Human Resources Manager position.  We stepped in to assist them with the sourcing, screening, and selection process for their new HR leader.

We began this project by having discussions with the firm’s leadership team about the position and its responsibilities as well as the role of HR in a law firm.  Before engaging with any potential candidates, we needed to understand the position description and skills necessary to be successful in this role to ensure we found the right person for the job.

Keith D. Weiner, founder and principal of the firm said:

Organizational Architecture helped simplify the recruitment process and guided us to find the right person for this opening.  They listened to our needs, asked insightful questions, and took the time to clearly understand what we were looking for and how this role fit into our firm.


They kept us informed throughout the process and took into consideration our feedback every step of the way.  They helped us determine exactly what competencies and technical expertise were needed to perform the duties required of the job and found candidates with those skills.  They also helped us consider the applicants’ strengths and how they would complement our team and lead our HR, personnel administration, and payroll functions.  They provided quality guidance, support, and expertise throughout the engagement.


The candidate we selected had all the characteristics we were looking for…we are extremely pleased with our experience working with Organizational Architecture.

Spending time evaluating the responsibilities of the role before searching for candidates is critical for successful recruitment.  Identifying these screening criteria helped make our recruitment fast, efficient, and effective.

Do you need assistance with a strategy for effective recruitment? Contact us  to learn how we can help and check out our blog for more resources.

EEO-1 Survey Changes for 2017

Posted by on Sep 14, 2017 in Blog, Compliance | 0 comments

EEO-1 Survey Changes for 2017

Earlier this week, we reminded employers about the March 31 2018 deadline to submit their EEO-1 Survey. We know that keeping track of the changes and updates can be confusing, so we want to highlight some key points.

The Equal Employment Opportunity Commission [EEOC] issued a proposal back in July 2016 to include pay data by gender, race, and ethnicity in future EEO-1 Survey Reports, attempting to point out significant pay differences.  This July proposal is what changed the due date from September 30, 2017 to March 31, 2018.

However, the White House Office of Management and Budget [OMB] has suspended the pay data reporting on the revised EEO-1 form, but kept the new deadline.  This means that employers can use the latest version of the EEO-1 form but leave the salary information portion blank, while reporting the traditional EEO-1 information [the number of employees by race, sex, and ethnicity].

Do you have questions on filing the EEO-1 Survey or have other HR consulting needs? Contact us and check out our blog for more helpful resources.

OA will participate as a panelist at next week’s WELD event

Posted by on Sep 13, 2017 in Blog, In the News, Presentations and Conferences, Success Stories | 0 comments

OA will participate as a panelist at next week’s WELD event

Organizational Architecture will be participating in the Women for Economic and Leadership Development Cleveland Leadership Series on Tuesday September 19 2017. …hope you can make it to this great session.

You can find details on how to register to attend hereTHANKS!

Learn more about Organizational Architecture’s work here and connect with us on social media on LinkedIn, Facebook, and Twitter. Looking forward to connecting with you!


EEO-1 Survey Reminder for 2017

Posted by on Sep 12, 2017 in Blog, Compliance, HR Consulting | 0 comments

EEO-1 Survey Reminder for 2017

Certain employers that are subject to Title VII of the Civil Rights Act of 1964 and meet other specific requirements must submit their EEO-1 Survey to the U.S. Equal Employment Opportunity Commission [EEOC] by March 31 2018.  In the past, this has been due by September 30, however the 2017 due date has been extended because of additional filing requirements which can be found here.  Keep in mind that employment figures from any pay period starting in October 2017 through December 2017 may be used, therefore you should start filing sooner rather than later.

The purpose of the EEO-1 Survey is to collect and analyze employment data on minorities and women from private employers and government contractors.  The goal of the EEOC is to discover employment patterns within companies and certain industries and determine if minorities and woman are underrepresented.

Most often, company payroll providers are able to generate an EEO-1 report by pulling employment data from their payroll system, which can be uploaded and submitted on the EEOC’s website.

Do you have questions on filing the EEO-1 Survey or have other HR consulting needs? Contact us and check out our blog for more helpful resources.

How conflict can be a positive influence in the workplace

Posted by on Aug 31, 2017 in Blog, Performance Management, Supervision | 0 comments

How conflict can be a positive influence in the workplace

In the past, we’ve discussed various causes of workplace conflict as well as the importance of resolving conflict [see here and here].  But how do we go about addressing conflict when it occurs?  The first critical step to handling conflict is understanding that it can be a positive influence in the workplace and should not always be seen as a problem.  Instead, conflict can be viewed as an opportunity, for example, consider the following:

  1. Conflict leads to changes and improvements

Conflict provides an opportunity to re-evaluate a situation, and forces us to look for new solutions – whether it’s in the way a team works together, how a service is delivered, or the way a product is used.  While it can seem like an unpleasant process to those involved, conflict leads to a better way once it has been recognized and resolved effectively.

  1. Conflict can be a sign that someone’s needs are not being met

Conflict can be a symptom of someone’s dissatisfaction in the workplace.  If employee dissatisfaction is high, productivity, performance, and profitability will suffer.  The key to resolving conflict here is to identify what needs are not being met and find out why.  For example, employees may be looking for performance feedback—which management isn’t currently providing.  By diagnosing dissatisfaction, employers can move to increase worker satisfaction and benefit from dramatically improved business results.

  1. Conflict can result in amazing ideas

Encouraging positive conflict is often a great way to innovate.  For instance, appointing a “devil’s advocate” when brainstorming is a well-known way of forcing participants to think about different sides of an idea and innovating further.  In the day-to-day workplace, as well as in a brainstorming session, conflict can work well in this way as long as it’s handled effectively.

While conflict can be a destructive force, it can also be constructive if it is used as inspiration in a respectful and compassionate manner.  By being able to utilize conflict positively when it does happen, your business will create a healthy and innovative workplace environment.

If you need assistance with conflict management or other human resource needs, contact us and check out our blog for more helpful resources.

Common causes of workplace conflict

Posted by on Aug 29, 2017 in Blog, Communication, Performance Management | 0 comments

Common causes of workplace conflict

Conflicts in the workplace can be uncomfortable for everyone and lead to a negative office environment.  Fortunately, understanding a few reasons conflict arises can help prevent the problems and encourage employees and managers to overcome these difficulties.  Some of the common causes of workplace conflict may be:

  • Personality differences.  Employees come from different backgrounds and experiences, which play a role in shaping their personalities.  When employees fail to understand or accept the differences in each other’s personalities, problems arise in the workplace.  For example, an employee may possess a straightforward personality that results in him speaking whatever is on his mind, even if the timing is inappropriate.  This employee may offend a co-worker that does not possess the same type of personality.  The co-worker may feel as if the employee is rude or disrespectful, leading to conflict.
  • Clashing values.  Like personalities, the values of employees differ within the workplace.  A difference in values is sometimes seen when a generational gap is present.  For instance, young workers may possess different workplace values than older workers.  The difference in values is not necessarily the cause of employee conflict in the workplace, but the failure to accept the differences is.  When employees fail to accept the differences, co-workers may insult each other’s character and experiences.  As a result, the conflict intensifies until the right solution is offered and accepted.
  • Poor communication.  Poor communication is often one of the main causes of conflict between employees in the workplace.  This can happen because of a difference in communication styles or a failure to communicate.  For example, a manager might reassign an employee’s task to the employee’s co-worker, but fail to communicate the reassignment to the employee.  This could cause the employee to feel slighted, which can transform into animosity among the two employees and the manager.  Failing to communicate may cause employees to make incorrect assumptions and believe workplace gossip.  Poor communication not only causes conflict but decreases productivity and employee morale.
  • Competition.  Unhealthy workplace competition may be another cause of employee conflict.  Some industries foster competitive environments more than others.  For instance, if salary is linked to employee production, a workplace may experience strong competition between employees.  Competition that is not properly managed can result in employees sabotaging or insulting one another, which creates a hostile work environment.  Unhealthy workplace competition discourages teamwork and inspires individualism.

Conflict is unavoidable in the workplace, but fortunately it can be harnessed for good when it’s handled effectively.  Positively resolving conflict can promote team performance and cohesion, increase employee motivation, and improve collaborative problem solving.  Take a look at our next post for more information on constructively addressing conflict.  If you need assistance with conflict management or other human resource needs, contact us and check out our blog for more helpful resources.

Client success story – National Association of College Stores

Posted by on Aug 22, 2017 in Blog, HR Consulting, HR Project Management, Organizational Design, Success Stories | 0 comments

Client success story – National Association of College Stores

This month’s success story is an example of how Organizational Architecture assisted its client with the launch of a new business unit by providing HR best practices in a retail environment.

The National Association of College Stores [NACS] is a not-for-profit trade association representing the $10 billion campus retailing industry.  NACS represents more than 4,000 stores serving colleges, universities, and K-12 schools in the United States, Canada, and around the world; along with more than 1,000 companies supplying goods and services to campus stores.  NACS members also include higher education professionals, organizations, associations, and others interested in the industry’s vitality.

NACS is headquartered in Oberlin, Ohio, with branch offices in Westlake, Ohio; Washington, D.C.; and Irvine, California.

NACS recently launched a new initiative through its indiCo subsidiary to provide operational and management solutions to independent campus stores at colleges and universities across North America.  While they had provided consulting to college bookstores in the past, this new endeavor included services involving direct management of college stores.  They were already connected with Organizational Architecture through their employee benefits advisor who was aware of the deep experience we had with retail HR systems.

Frank Sulen, Chief Financial Officer, said:

We were connected with Organizational Architecture through a trusted advisor who knew of their experience with retail and multi-unit organizations.  Not only has OA provided consulting services to retailers, they have actually worked in management positions with several large retail organizations.


We needed help modifying our current HR processes, which were developed to support an organization with a few locations and many people in each location, allowing our HR department to support them in a direct, face-to-face fashion.  We needed help leveraging our current processes to a widely distributed model.


OA started by conducting a review of all of our current HR practices, and made recommendations on how to modify them to serve retail organizations.  Then, they developed an extensive collaboration checklist to assist us before, during, and after the process to convert stores from school management to ours.  They worked with us each step of the way to ensure that when our first college store management collaboration commenced, we could foresee any last-minute issues and develop good processes to use on subsequent collaborations.  They worked closely with both our HR department and store operations team to make our new endeavor a success.

Besides retailers, there are many industries that share the same aspects of being multi-unit organizations with distributed workforces that rely on the strength of systems that work remotely and with limited staffing.  One of our core competencies at OA is providing this assistance to our clients based on working with First Federal Lakewood, Pearle Vision, Things Remembered, Citi Trends, OfficeMax, and others.

Do you need assistance with identifying areas of opportunity within your HR function or a particular project that you need help managing?  Contact us and check out our blog for more helpful resources

OA featured in Galliard Family Business Advisor Institute newsletter

Posted by on Aug 16, 2017 in Blog, In the News, Organizational Design, Recognition, Success Stories, Succession Planning | 0 comments

OA featured in Galliard Family Business Advisor Institute newsletter

Organizational Architecture is pleased to share our recent article published in the Galliard Family Business Advisor Institute newsletter.  Our piece Succession planning is more than ownership and control…it’s how you build a strong organization can be found here on their website.  In this article, we share the benefits of succession planning and how to develop a succession plan for your business.

The Galliard Family Business Advisor Institute is an educational membership organization of advisors and business leaders working to support the success of family-owned and closely-held businesses, raise the standards of family business advising, and provide continuity in service across our network.

We are proud to be members of the Galliard Family Business Advisor Institute network of advisors and are thankful for the opportunity to help family-owned with their workforce strategy challenges.

Learn more about our work here and check out our blog for other helpful resources.  If you need support aligning your workforce strategy with your business strategy, contact us and connect with us LinkedIn, Facebook, and Twitter.