Business is global and more competitive than before and managers' loyalty is to the bottom line (and their bonuses). When spending 10 or more hours together in the workplace, relationships (romantic and otherwise) are bound to result. So, here are 10 reasons why a boss/employee relationship is not a good ide.
What if you were in a horrible job and it resulted in more visits to the doctor's office? What if the Western world was actually getting unhealthier as a result of unhappy careers and even unhappier workplace environments? What if there were health consequences to the predicament employees face in their current positions?
Employers are not "hooked" on temporary foreign workers because they provide critical skills on an emergency basis (as the program was intended) but because they work hard (and presumably for cheap). So who's to blame? It's time for management to look in the mirror. For the last 50 years organizations have invested in just about anything except their employees, who are increasingly treated as replaceable widgets. The federal government is also complicit. Why should employers bother to train, motivate and engage their workers when they can simply replace them with foreign "temporary" workers?
Can you honestly say that you are happy at work? If you answered yes to that question then congratulations, you belong to a small demographic of gainfully employed individuals fully committed to their role at work. A new study released by Gallup on the State of the Global Workplace found that only one in eight workers worldwide -- or 13 percent -- feels "engaged."
Ultimately, creating a Corporate Social Responsibility policy may seem like a daunting, distant proposition. But if your company is committed to upholding far-reaching and long-term sustainability standards, it's best to be clear about what that means and demonstrate that commitment by weaving it into your corporate DNA early on.
In a time where anyone with a smartphone can become a news aggregator or citizen journalist, corporations appear to following suit, and are coming down with a serious lack of continuity in their communications. I'm talking about how understanding what some companies are trying to stand for these days has become an impossible task.
What you may ask is diversity fatigue? It is the Herculian effort required by diversity practitioners to keep the momentum going through the toughest economic crisis since the depression. It is maintaining the gains with front-line managers (the so-called frozen middle) who ask "when will this diversity thing end? Have we not handled it by now?"
The unwritten rule in the NFL is that when players take a knee with the game conceivably out of reach, the other team backs down and lets them. But when the New York Giants Quarterback, Eli Manning, went to kneel down and run out the clock he instead got tripped up by a Buccaneers defensive lineman because the Buccaneers' coach insists that his teams play until the final whistle. Was this a true display of leadership?
There's a lot of talk about how to engage Millenials and Gen X out there, but little is being said about how to engage an aging workforce and the Boomers. Boomers are at the stage in their career where they're starting to think about the legacy they leave behind, the challenges they overcame and the success that they built. It may not be easy, but its the right time to tap into this and use it to your company's advantage.
Internal communications can be one of the most complex pieces of an organization and yet, it is one area that everybody thinks they understand -- simply because they are an employee. No one would ever suggest that it's not important; however, the lack of understanding also causes some disparity in what is required in order to do communicate properly.