There have been a number of studies showing that employees value and trust their direct supervisor’s messaging more than the 2nd line or even the CEO. The direct supervisor is a constant in their lives and likely to experience what they experience when they hear upper-level leaders talk. In engagement studies, communication and trust are generally the lowest rated items.
A new report by Meyers-Briggs, Conflict at Work, reveals that managers spend an average of four hours each week dealing with employee conflict. The research investigates how people in the workplace see conflict today and what we can do to manage it better.
Who wants to deal with employees always opposing or dismissing the actions of an employer? No one wants to consistently hear negative feedback. No one wants to hear “I told you so” either. Yet naysayers play an important role in the organization, and if harnessed properly can add value to leadership messaging and actions.
According to a new survey by SHRM, one in five U.S. workers (20%) have experienced poor treatment in the workplace by coworkers or peers due to their political views. What happened to keeping political views private in the workplace? The 2020 election along with the pandemic has thrown civility out the window.
…or just more sensitive? The election of 2016 opened the doors for filters to be filed away leading many employers to re-establish their work speech policies. However, with the pandemic and work from home, it appears that rudeness is again creeping into the workplace.
Having fun at work is proven to increase engagement and results in healthier and happier employees. It’s where most of us spend a majority of our day, so why not make it fun!
After working from home so long, it appears that many have forgotten office etiquette. For example, the heating of fish in the microwave, eating tuna fish at the desk, or not showering before coming to the office. For people with olfactory sensory issues, returning to the office could be a nightmare. Then there are those who forget their decibel levels. They can be heard everywhere.
What started in 1992 as Take Our Daughters to Work Day by the Ms. Foundation for Woman is now called Bring Your Child to Work Day. This day will be celebrated on April 28, 2022, a national day that gives children in the United States a glimpse into the working world.
Whether or not we admit it, we all want to be liked on some level, and our style of communication can help or hinder achieving the likability we crave. Brother and sister duo, Kathy and Ross Petras, who teamed up to write what they call “word-oriented books,” have put together the following tips containing common mistakes that the most likeable people avoid:
At some time in our careers, most of us will run into at least one narcissist in the workplace, and we can cross paths with such people in our personal lives as well. It’s important to be able to recognize narcissists in the workplace and know how to address them.
There is always something to be grateful for. Whether this time of year has you pondering gratitude or pumpkin pie, there is only one that is beneficial to your overall health and organization year-round. Sorry, it is not the pie.
As the pandemic continues to unfold, the ability of employers to have a positive impact on employee health and resiliency cannot be understated according to a recent Mercer Survey, Health on Demand.
A new report from Arizent, The Future of Work: Employers, Employees, and the Long Road to Compromise, reveals that employers and employees don’t agree on what the new normal looks like. To move forward, each side will have to compromise.
The 2021 Gartner Hybrid Work Employee Survey of 4,000 employees in January 2021 revealed six perception gaps that employers must resolve in order to improve the employee experience and therefore engagement. As employers implement their future of work strategies, including decisions around hybrid work, employers must take a close look at these perception gaps between employees and leadership.
As employees transition back to the office, they will experience a “re-entry” phase, during which both employees and employers will need to adjust and adapt. This “re-entry” phase is also known as reverse culture shock, a term originally used to describe the impact of returning home from a long period abroad.
As the COVID-19 pandemic enters a new phase and employees return to the workplace, some employers may need to face controversial issues regarding vaccinated and unvaccinated employees. Below are some considerations, provided by Ogletree Deakins, for employers as they take steps to prevent or resolve workplace disagreements regarding vaccines and other workplace safety measures to help employees focus on work.
We’ve all lived like astronauts for the past year and a half – we’ve been physically isolated from family and friends, our home was also our workplace, and we were surrounded by an unsafe environment (COVID-19). Astronauts train for this, we have not.
A successful return to work plan is based on trust, mutual understanding, and of course, providing an environment that appeals to your workforce. How do you create excitement around returning to work when a majority of your staff may want to remain remote?
There is a huge gap between the importance and the effectiveness of employee communication in today's workplace. According to a new report, The State of Employee Communications 2021 by the HR Research Institute, 88% of HR professionals say employee communication is extremely or very important to success in their organizations. However, only 30% indicate employee communication is highly or very highly effective.
Think of one word to define the last year…uncertainty. We all know what uncertainty brings on…anxiety. Each week we do not know what will come next, and that is taking a toll on our workforce’s mental health.
Copyright 2023 ASE. All rights reserved.Created by Media Genesis.