Have you ever found yourself in one of these situations? Without warning, your position is eliminated due to restructuring Your job security is at the mercy of company or government politics Your job responsibility is minimized as a result of a management change or merger Your competence and performance – reflected in stellar job evaluations
[With Employee Appreciation Day approaching, I’m delighted to share this special post from my friends at myHR Partner. These HR professionals are serious about their work, yet also have a great sense of humor. I encourage you to visit their Modern Employer blog where you can find helpful and informative content.] myHR Partner’s Cartoon Employee Hall of Fame In recognition
After hearing from clients and colleagues undergoing organizational restructuring, I’m totally confounded by their descriptions of what’s happening. Managers are brought in from “corporate” or outside the organization and placed in positions to make changes without gathering any input from current managers who are running successful business units. Yes, I get that company execs can
[Note: This special guest post is from G. I. Sanders, Senior Director of Creative Services at Dynamic Signal. Based in Dallas, TX, Sanders specializes in entrepreneurship, digital and social media, design, and marketing.] Company success happens in many ways. Popular wisdom posits that the best way to do this is to engage with customers and partners.
Caspar-the-friendly-ghost may be harmless, but ghosting at work is not — for either the individual or employer brand. The practice of “ghosting” – when one person ends a relationship without warning or explanation – has spread from the dating scene to the workplace. It occurs when people: Don’t show up for job interviews Don’t show
One of the most amazing clients I’ve had the privilege and joy of collaborating with for 25 years recently retired. I wish there were more managers like her because it would mean more engaged and productive workplaces. Let me tell you why. Peg helped grow a successful university distance education department, having started at a time when
“Using emotional intelligence and showing deep human respect for employees is key. Without that, your IQ, occupational knowledge, and educational degrees mean little to employees.” Kate Nasser As a fellow advocate for an engaging and respectful workplace, I’ve been following Kate on social media for a while. That’s why I was thrilled to read her terrific new
When leaders are replaced – whether due to retirement or changing jobs – it can be tricky for the incoming executive. It’s also tricky for the remaining staff members. Consider these three scenarios drawn from organizations that will remain anonymous. As an employee, how likely would you stay to work with the new leader? A
“Companies are in a talent war. It’s a race to get the best candidates quickly since unemployment rates are lower than they’ve been in years.” “The days of employees being thankful just to have a job are over and likely will not return for a while. Instead, the onus is on employers to cultivate and
That’s the message some people in executive and management positions send their employees. I’ve heard this many times, and here’s how it plays out. New employees starting with a company are likely to receive a fair amount of attention through orientation and on-boarding. This attention wanes, however, the longer employees are on the job. From