Half of U.S. Workers are Disgruntled: How to Increase Morale?

Every company has employees who can’t stand their jobs. Unfortunately, for many companies this trend is increasing which leaves employers at a loss as to how to handle low morale. Dissatisfaction creates all types of problems in the work place ranging from poor productivity to plenty of drama.

Employees are not that happy with their jobs today. According to a survey of 5,000 households conducted by the Conference Board more than 50% of employees disliked their jobs. When the study was conduced in 1986 only 40% of workers hated their jobs. Thus, the amount of people disgruntled with their work life is rising.

Not all is lost simply because some employees are not happy. There is a good chance these employees won’t be happy anywhere else either. Companies do have some control over their employee “happiness level” if they make some simple adjustment. Move from the most cost effective and economical to those that require much more investment. Judge how the changes have affected your work climate before moving on.

Simple Happiness Adjustment:

1.) Cross-functional Training: Some employees get bored with their work due to the repetitive nature of their job. Allowing for cross-training not only helps employees to have more variety but also is beneficial to the company. When businesses can use their employees in a variety of places they have more options in terms of staffing needs and in-house opportunities.

2.) Flexible Schedules: Dissatisfaction may come from other family
obligations that may conflict with normal work schedules. As single mothers and father become the norm these conflicts are likely to continue. Adjusting work schedules to fit the needs of employees may be beneficial in increasing contentment and lowering turnover.

3.) Employee Appreciation: Just like you employees like it when their boss pats them on the back and says “way to go”. Appreciating your employees and their contribution to the organization can go a long way. It has been said that employees are more concerned about work environment than about pay.

4.) Clean Up The Work Area: No one wants to work in a nasty and dirty work area. By putting plants in the hallways, repainting rooms and remodeling areas a positive impact on the workplace will happen. It shows team members that the company isn’t all about squeezing productivity out of them but also about providing them with an excellent environment.

5.) Provide Growth Opportunity: No one wants to work for a dead end job. If you are an employee who is working hard but don’t see your job ever going everywhere the chances are you will punch in and out like a zombie. By allowing for internal promotional opportunities it gives workers a chance to go up the corporate ladder and helps them set goals.

Murad Ali, a two-time published author, writes articles and offers advertisement space for businesses. Visit http://www.thenewbusinessworld.blogspot.com

Seven Lessons Learned From Bad Bosses

As a human resources professional, I've worked with all sorts of managers and have seen my fair share of bad bosses and tyrants. I have compiled a few of the lessons I've learned along the way on how not to manage employees and sincerely hope that these lessons will help you become the great leader that you know you can be:

Lesson 1: Don't Share Too Much Information (TMI) - Your direct report is an employee of the company and not your counselor, confidante or BFF (Best Friend Forever). Employees really don't want to or need to know the intimate details of your personal life, really. One manager actually told me during a one on one meeting with her that her mother never found out about all the black men she had slept with. Bonding session? I think not. You put your employees in an uncomfortable position when you divulge too much private information. Discussing what you did with the kids over the weekend is fine, discussing your love life, not so much.

Lesson 2: Give Constructive Instead of Crushing Criticism - Check out this scenario - An employee feels like he's doing a fantastic job, he constantly exceeds your expectations and you've given him good feedback on his performance during the year. It's the end of the year and time for the annual performance review; said employee is sitting across from your desk waiting eagerly for you to formalize in the review what you've been telling him throughout the review period. Suddenly, you inform him that although he's done great work, his humor is off-putting and he made a comment 6 months ago that you thought was kind of racist.

If you wanted to thank your employee for a job well done, correct any bad behavior and motivate him for another year, you have effectively done the opposite. As a manager, you're supposed to build relationships with your direct report. This includes giving immediate feedback and finding an effective and sensitive way to give constructive criticism. After his review, the employee had a long conversation with HR; he was clearly upset and disillusioned.

Lesson 3: Don't be Intimidated by Your Direct Reports' Intellect - As a manager, you're paid to ensure that you motivate and bring out the best in your employees. With companies reaching the productivity frontier and everyone scrambling for a competitive advantage, it's even more important to encourage employees to think creatively and to support innovation. As a leader, your employees want to impress you with their creativity and ideas. So don't follow the example of a Director at a large insurance company that would compete with her direct reports at meetings and say things such as, "I thought of that already" anytime one of her employees would make a suggestion. You're the manager and as such are expected to nurture and encourage employees, not get into a contest of how smart you are. We know you have to have some intellect otherwise you wouldn't be a manager. Making your employees look bad instead of making them shine in front of others just makes you look petty.

Lesson 4: Never Belittle Your Employees - One Vice President I knew seemed to derive pleasure from making her direct reports look and feel stupid and small. When she received a completed assignment from an employee she would hurriedly review it, looking for mistakes. If she found any, she would gleefully point it out to the employee; you could see her almost salivating with excitement. In addition, this manager would make belittling comments to her direct reports, such as "well now that you took the stairs, maybe you'll lose some weight". She couldn't help herself! Managers should be mindful of their employees' feelings (yes, employees do have feelings!). You don't have to make everyone else look bad or feel small in order to make yourself look good.

Lesson 5: Stay Objective - There was one manager I worked with that would either really like or really despise her direct reports. Once, she hired a new employee on her team who, it appeared could do no wrong. All the other team members called her the manager's pet. Until one day, the employee and manager disagreed on an issue. The manager took the disagreement as a personal affront, told the employee that she was very disappointed in her behavior (the employee hadn't wanted to attend a company holiday party) and began to overly criticize the employee's work from that day on.

As a manager, understand that your employees can have and express a different viewpoint from yours; in fact this should be encouraged. Don't take it personally when your employee doesn't always agree with you and more importantly don't punish the employee for it.

Lesson 6: Don't be a Wimp! - We understand that decision-making and authority is sometimes centralized in organizations, it becomes frustrating to employees however when their manager can't make a single decision without having to consult someone higher up. There was a Director that I worked with that couldn't make a decision without vetting it with the Vice President of the division. Her direct reports would wait endlessly for a response to a simple, routine question. To make matters worse, the Vice President would berate the Director at team meetings and the Director would take the abuse like a wounded dog. She never stood up for herself! The rest of the team would cringe at the sight of the Director being talked to like a naughty little girl and quickly lost respect for her. At the very least, the Director should have pulled the Vice President aside and informed her that she would appreciate it if the VP didn't tell her off in front of her staff.

Work out with your manager what types of decisions you can make autonomously so that you appear to have some authority and don't become a bottleneck. Also, it's never okay to take abuse from your superiors.

Lesson 7: Don't be Afraid to Admit You Made a Mistake. - Everyone makes mistakes, even you! The biggest mistake you can make as a manager is to never admit when you've made one.
There was a Vice President at an international Fortune 100 company that would do anything to cover up the fact that he had made a mistake, including blaming his team, pointing the finger at his peers and throwing temper tantrums. The funny thing was that his team soon caught on and he became a laughing stock. When you admit your gaffes, you're telling your team that you're human and that you are holding yourself to the same high standards that you hold them to. You're also telling them that it's okay to fail, sometimes. Some of the world's best innovations were created through trial and error. There's absolutely nothing wrong in apologizing and saying "my bad". Then you can go about the business of fixing the problem instead of trying to look good.

I hope you've picked up a lesson or two from the above. Remember, as a boss, it's your job to ensure that your employees are coming to work for more than just a pay check, that's when you cross the realm from boss to leader.

Busola Olatilu is a Human Resources and Management Consultant with over 10 years of experience in HR. She has a Master's Degree in HR Management and an MBA.

12 Bad Habits Complacent Employees Do at Work

They are complacent employees, they have reached a time in their careers where they believe they are untouchable.  They still perform well at their jobs (when they feel like it) and they still believe that one day they will be promoted despite all the things that they do below.  During times like these with many business owners looking to recoup profit losses, this is not the time to be the complacent, nonchalant and self-entitled employee no matter how much tenure you have with a company!  

These "mistakes" or "I forgot" or "I wasn't aware..." excuses have been the culprits in getting some employees prematurely laid off (with the hopes to one day get rid of them altogether), suspended from their jobs, demoted, or worse terminated.

1)  A pattern of showing up late to work and leaving early.  After all these years of getting away with this behavior with old managers, new management decides to carefully watch the time-honored employee who is guilty, and so the write-ups start building up.

2) Missing important deadlines whether a pattern or not.  Whatever the excuse for missing a deadline, the point is the so-called established employee is cherry picking when he or she feels the need to work or not "I didn't think I had to do that...I didn't think it needed to be done so soon."  Evidently this employee doesn't want to be promoted.

3) Missing meetings.  Once again, the time-honored employee who believes that he or she can never be replaced and doesn't think that certain things are important, also doesn't think that having to attend every meeting is necessary.  Why wonder why employees like this, regardless of tenure, are passed over?

4) Refusal to take company classes.  They are boring and a waste of time to the long-standing employee, but necessary.  Chances are there is something new being discussed and that employee who thinks he or she knows it all will be bothering his or her coworkers for answers.  Why get angry when they don't want to help?

5) Workplace harassment (sexual and bullying).  After all the media hype about harassment, yet an employee still thinks it is okay to flirt with a coworker while bullying another with insulting remarks.  Can someone please call human resources?

6)  Discriminating behaviors.  The deep-rooted leader sitting cushy in the corner office, huh?  What's with the eye rolls and deep sighs when "those people" come around?  Why does an employee consistently hire people who don't look anything like he or she while there are plenty of resumes that aren't even viewed because "I think that name is black...that name is definitely middle eastern...I know how those people are...U.S. and China aren't getting along so let's just pass on this one."  Again, can someone please make some phone calls, we have racist on site?

7)  Lying.  The complacent workers recruit new employees to lie.  "I just say this...Don't tell the manager that...If she asks about...tell her this..."  Long-standing employees sure know how to lie and when caught they are "never aware, don't recall, can't ever remember saying that."  Enough already! Let's just start building that case to get rid of them!  There are plenty of other companies that welcome liars.

8) Stealing or so-called "borrowing."  Interesting how things go missing and then are suddenly returned when questioned, then go missing again and are never returned.  The seemingly stable employee still has something at home from like five years ago and another long-standing employee knows all about it (chances are he or she used it to) and never says one word.  Write them both up or better yet can we just call this company theft and start the process of getting them out!

9) Bring family and/or pets to work.  What's with this?  The workplace isn't a family reunion and there sure isn't any babysitters at work.  Stop with the "emotional support" case.  Funny, how all this happens when now it is inconvenient for everyone to stay home.  Start looking for a new job, because coworkers are only going to deal with so much concerning an employees' crying child and barking dog--either they get to work from home or not!  How long they have been with the company is not an excuse to keep allowing children and pets to come to work adding to an already stressed atmosphere.

10)  Staying on personal phone calls for long periods of time.  Established employees feel quite comfortable doing this because they have gotten away with it for so long.  Meanwhile, coworkers are answering phones, running around offices, helping visitors at the door, and doing other things while the veteran employee continues to talk and talk and talk.  Then after the phone call, this employee wants to share.  Well this kind of sharing is not caring to most employees, stop accepting these unimportant phone calls during business hours!  Is anyone noticing that the employee is stealing company time to do his or her nonemergency personal business?  Hmm.  I smell a write-up.

11)  Using company equipment to visit websites for personal pleasure.  The use of this equipment was never meant for employees to have fun doing what they want when they want and how they want it, but veteran employees feel like they are entitled because "well I use my personal phone to take photos for the company and I receive texts from management on my phone...so I can use their computer, copier...whatever to do what I want.  No one cares."  Are you sure about that?  Someone is keeping track of how much shopping for company supplies is happening each month.  Looks like it's time to check company credit cards, phone bills, office supplies and the like.  There's a veteran employee guilty as charged.

12)  Favoring employees who one has a friendship with while criticizing others. This behavior is key in creating division between workers.  It is obvious that the personal friendships that the complacent employees have with their favorites is getting in the way of making important business decisions.  Those that aren't favorited are reprimanded formally, but friends are rarely talked to.  Can we find another department for this employee or an exit out the door?  If there is racial, gender, or sexual discrimination involved well there is another case to build against the complacent employee.

So if you aren't one who is guilty of the above, no worries.  However, if you are, it is never too late to change.  Do it before all this catches up to you sooner rather than later.

Nicholl McGuire is the blog owner and author of many nonfiction books.

Prideful Leadership Won't Make Employees Do Any Better

Mr. Leader feels the need to remind his people who is in charge, to boast about what he can do for his employees, "If only they would..." He lists his past accomplishments and degrees as if they will help build his credibility with the team.  Mr. Leader dresses well, walks with a strut, talks firmly, and doesn't hide who he favors and who he doesn't.  He dangles the power of his pen like a carrot in front of a rabbit while hoping that his employees will march to the beat of his drum.

The observant ones, those that have been around for a long time--longer than Mr. Leader has held his position, don't budge.  They have seen his type before.  An immature leader with a chip on his shoulder.  He demands respect he has yet to earn.  The veteran employees sit in his meetings and listen most of the time.  They say few words.  Mr. Leader is frustrated with them for he knows that they are wise, but they give up no ideas, no trade secrets, and aren't interested in doing any more than what is asked.

Mr. Leader has failed to win friends.  Secretly, he doesn't like people much, he simply tolerates them.  They have been nothing more than bridges that have helped him accomplish dreams over the years.

If there is any lesson to learn from Mr. Leader's mistakes is his power presence, power status, and power whatever else he uses to make his employees act in the way that he wants, are the very things that will cause his demise sooner or later.  The most powerful individuals are those who look and act like one of the employees while humbly using their power to get things done--power isn't for show.  One should never use a position of power like a weapon, put it away, it isn't the tool you pull out to attack an enemy.  What else do you have in your arsenal?  When the time is right to use power, you will know when Mr. Challenge presents itself.

Mr. Leader and Mr. Challenge rarely get along, because they are both arrogant.  Mr. Challenge likes to question, rock the boat, change things, and make some feel uncomfortable usually for attention sake.  Maybe Mr. Challenge has too much time on his hands or maybe not, but whatever the case, he has watched Mr. Leader exercise his power in offensive ways with other employees.  Mr. Challenge enjoys ruffling his leader's feathers a bit usually in front of others.  He knows how far to go and isn't the least bit concerned about things like: write ups, termination, cut bonuses, etc. because he is well-connected--he knows people that Mr. Leader doesn't know well. 

Mr. Leader might have tried ridding himself of his trouble, but to no avail, the Challenge remains.  When a leader has used his power in ways that others don't agree, it can be difficult to rally up support to do away with those who might need to be fired.  

Dangling one's power will not change things, it won't make employees work better, and it definitely won't make challenges go away, rather prideful individuals will only cause more headaches.  One must do away with pride/ego and focus on the tasks at hand.  When employees know that leadership sincerely cares about them, they can and they will do better.

Nicholl McGuire

   

Holiday Celebrating and Work

While the boss is away the cats will play especially when it is a holiday!  I can't tell you how many workplaces I have been in where people boldly acted in ways they know that if the boss was around they would be busy working.  But oh no, not some employees!  The Internet surfing increases, email is overlooked, personal copies are made, and personal phone calls are lengthy.  all the holiday excitement has made the workplace lax--too lax! 

Now if the boss is on site, during holidays, the more it seems people "need" certain days off.  "It's my anniversary on that day...I can't be here, my kids are going to be in this play...It is a tradition of my family to celebrate..."  That sounds nice, but work still needs to get done. 

I recall a boss handling the holiday celebrations something like this, he didn't celebrate, consecrate, or congregate.  Get it?  So consider the following:

Don't mix business with pleasure especially when your company is the type that demands high performance. 

As a boss, if you give an inch, you best believe there will always be those employees that will take a mile!  End the decorating, office parties and other personal celebrations at work when you know job performance is slacking, profits are down, and you are ready to fire someone.  For those employees who just love holiday celebrating, meet up after work if you must.  You don't want to be that one called in the office over an issue only for your boss to say, "...and by the way if the employees weren't distracted by your event, none of this would have happened!" 

Also, consider this, there is probably one or two at the workplace who have some hidden resentment about how you or someone else acknowledged this employee's baby being born and not that one, this employee's cubical was decorated for his birthday and not that one...You know how people can be.  If everyone can't be acknowledged because of money, time, etc. then why do it?

Days off mean work isn't getting done, but you still want your personal time. 

If someone requests a day off, find out what work is already being done what still needs to be done and who will be handling his or her workload while that employee is out.  This way you can put your days in without the schedule conflict of, "Who is going to be here and who isn't and why are you both out on the same day?" coming from the boss.  However, if you are the unlucky one to take over while your boss or co-worker is out, then consider this, be sure to schedule time off during the time he or she returns--don't talk yourself out of it.  Unfortunately, some employees can act selfishly assuming that hard workers never need time off and they will just pick up the slack.  Be sure to have your work completed and needed assistance while you are out. 

As for bosses, who have employees needing some time off, try to accommodate by having others help out with tasks, but if this can't be done, those with tenure typically get first pick.  However, it is in your power to circulate holidays fairly.  For instance, if a certain employee always gets his or her request, you may want to arrange the schedule so that others can get those days off sometimes too.  Check with employees maybe some are okay with the vacation schedule while others are not.

Avoid revealing too much about your holiday celebrating.

Valuable work time gets eaten up because so many leaders and workers want to share stories about their holiday experiences especially in the morning when it is already a challenge for some employees to focus and get work done quickly.  Reserve the story-telling for lunch and after work when you see that tasks simply aren't getting done. 

If you know that you work in an atmosphere with back-stabbers, liars, snitches, and the like, don't provide too many personal details when speaking about your festivities.  You don't know who you might be offending or what these people might post on the Internet or say to others about you.  I recall when someone was sharing information about a gay mixer she had at her home, needless to say, there were many who already didn't like the trouble-making employee, so she didn't make matters any better for herself when she shared some tidbits about her guests.  Other employees liked to share information about their weekends in the bathroom, not knowing, who was using the stalls.  It was only a matter of time that personal stories circulated. 

Do think about those leaders and workers who may or may not celebrate holidays and how what you do and say might negatively impact them. It is best to keep personal celebrating to a minimum at work and elsewhere.  Keep in mind wherever you go, whether on or offline, you represent your company.  Think about the many workers who have been fired from their jobs as a result of not knowing where to draw the line.  Also, don't post photos of your holiday events especially if you know you have done any of the following: lied so you could get a day off, did something shameful at the event, wore company attire while you did wild acts, or borrowed or stole company equipment for use at your celebration (ie. weddings, baby showers...)

Happy celebrating!

Companies self-destruct when workplace bullies run amok!

I have vivid memories of being bullied when I was in the fourth grade. Darrell would line me and other classmates up each morning and extort our lunch money under threat of beating us to a pulp! Darrell had already missed about two grades and towered over everyone. We were thoroughly intimidated. Growing tired of watching other kids enjoying their lunches I came up with an idea. I'll tell my mom about it and she will get him off my back! I knew my dear mother would show me empathy.

Wrong! She gave me one of the worst thrashings of my life and said, "Don't you let that boy take your lunch money. I'm going to call your teacher tomorrow to make sure you eat lunch." Now I was really in a jam, I had to decide who I was more afraid of Mom or Darrell! I didn't get an inch of sleep that night and the next morning went off to school hoping to hide from Darrell. Unfortunately, he caught me before the homework bell and proceeded to pound me for refusing to cough up my lunch money.

During the course of the fight I remember being cheered on by other victims of Darrell's tyranny. Mercifully, the teachers arrived and saved me from further punishment. I looked at Darrell and to my amazement, I had actually bloodied his nose! As we were marched to the principal's office, I was cheered and patted on the back by my classmates. I also got a lot of attention from the girls in my class. I explained to the principal about Darrell's extortion racket and mom's response. He sent me back to class and Darrell was suspended for a week. After that, I never had any more problems with Darrell. We in fact became good friends.

Unfortunately there are "Darrells and Darrellettes" in the workplace who are just as intimidating to fellow employees. Standing up to workplace bullies can be just as frightening for the victims. Workplace bullying can take on different forms such as

psychological abuse
physical abuse
emotional abuse
verbal and non verbal abuse
sabotage of the victims work product

According to Wikipedia workplace bullying, "is the tendency of individuals or groups to use persistent aggressive or unreasonable behavior against a co-worker." From my workplace experience, I have witnessed bullying of customers, vendors, visitors and other interested parties! Bullies in the workplace often take advantage of their power by...

humiliating
insulting
affronting and confronting
intimidating

...the "target" of their abuse. Many times this behavior is played out in front of witnesses to destroy the victim's self esteem. When management allows bullying, trust in the workplace is nonexistent. Studies show that when there is an environment of distrust, employees tend to perform poorly. So bullying is bad for business. when employers are aware of bullying from employees and managers and do nothing to correct it, they share in the negative consequences. Workplace bullies come in all shapes, genders, races and sizes and have a great need for control. Here are the four basic types of workplace bullies.


Yellers

They always have to talk over the target(s).

Blockers

This type likes to undermine the reputation of the target and destroy work product.

Backstabbers

Self explanatory, they work in the shadows spreading ugly rumors and gossip aimed at the target.

Nitpickers

This bully lives to find fault with everything the victim does no matter how trivial. The bully will trash any suggestions by the target for improving workplace performance and efficiency as well.

A national poll conducted by the Workplace Bullying Institute says 37 percent or 54 million American employees have been or are bullied at work. Gary Namie, director of the Institute says, "It’s a silent epidemic". Workplace bullying is also called "mobbing" when two or more managers or employees gang up on a victim. Co-workers who witness bullying have increased levels of low morale and stress. Employees who are the targets exhibit...

insomnia
stroke
depression
migraine headaches
low self esteem
high levels of stress disorder
suicidal tendencies
greater risk of heart disease

Because there are no laws protecting employees from bullying there is no clear definition for it. That makes it hard to distinguish from other behaviors such as sexual and racial harassment. To this point, the federal government has no workplace bully laws. Businesses and organizations by and large don't have policies to prevent it. However, several states have proposed legislation to provide employees some protection. There are some things employees can do to protect themselves.

Learn more about it
Stay calm
Promote your good work
Inform management of the problem(if the bully is the manager go over his/her head)
Understand the bully is the problem not you
Keep good records detailing the bullies behavior over a period on time. This includes names, dates, times, places, witnesses, etc.

Try to get the bully to create a paper trail for you. You would be amazed at how easy it is to get people behaving badly in the workplace to email their negative intent toward you. I have successfully used email that required a response to accomplish this. Keep all the documentation you receive from the bully that helps you prove his/her accusations against you are false.

Finally, if possible always try to have one or more witnesses who aren't intimidated or a part of the bullies "mob" around as witnesses to what is said and done.

Raising awareness and making a stand like the one I did against Darrell are the most effective ways to discourage and prevent workplace bullying. Seeking legal guidance is always an option as well until specific laws are passed to protect employees.

Yancey Thomas Jr. has functioned as a certified and trained mediator in alternative dispute resolution of employment and general civil issues for over 10 years. He is a national panel mediator/neutral through the Cornell University Alliance for Dispute Resolution with emphasis on employment/workplace disputes. As an employee, he has a unique perspective on how to prepare for employment. Yancey's you can learn basic employee rights site offers the job seeker and employee more information on achieving workplace success! Follow this link for more relevant info on workplace bullying.

What's Wrong with the Job? 12 Possible Reasons Why Employees Leave

There are those reasons employees don't mind sharing with others as to why they don't work for a certain company any longer, but then there are those work observations they would never discuss because they wouldn't want to burn any bridges.  Human Resources may know, but then again maybe not especially if some staff are too chummy with managers and supervisors or at fault.

So the following are some straightforward reasons why some workers leave that can be uncovered either before you take on a position, while you are working there or after you start a new job working elsewhere.  Notice the cost savings and the headaches you no longer will have if you suggest some practical workplace changes.

1)  It was boring working there.

What exactly are one's duties and when put into practice is there really enough work to hire someone for eight hours a day for five days a week?

2)  Managers, assistants and other workers were divisive.

Notice how frequent the staff fraternize.  Do they realize that their socializing is costing the company time, money and quality of work?  Further, this kind of atmosphere often causes tension.  Is it really necessary to visit a manager's office more times than one goes to the bathroom?  All the talk definitely isn't about work.

3)  People are lying to protect their jobs.

Some of the selfish, vindictive, veteran employees are also the most harmful!  They have protected their jobs for so long with their secrets, lies, denials, and cover-ups that no wonder why new employees never seem to stay.  Notice a pattern with a veteran employee who often points out the mistakes of others, doesn't bother to train effectively, and always has excuses as to why something wasn't done accurately.

4)  Management couldn't care less about the issues that were raised.

Time and time again employees point out challenges and provide solutions and nothing seems to get done.  No wonder why there is a high turn-over!

5)  Co-workers had unchecked personality disorders that impacted business.

"That's just how he/she is..." says the supervisor excusing yet another offensive comment by a trouble-making employee.  Not good enough!  Why aren't write-ups fully enforced?  When a disorder is increasingly causing problems in the workplace either an employee gets help or is terminated.

6)  Substance abuse ongoing with a staff member.

Often taking breaks, lying about one's whereabouts, the odd smell on clothing, glassy or blood-shot eyes, hmm, someone has a major problem.  When the addict makes repeated errors, nothing is done.  Say goodbye to another observant worker who has had enough of the excuses as to why work is incomplete or not done.

7)  Flirtatious managers and/or supervisors.

You would think with all the sexual harassment policies in place one wouldn't even attempt to cross the line, yet he or she does.  Rather than raise the matter up with upper management and possibly face backlash, one attractive employee after another leave.  Does anyone ever notice anything?

8)  People stole and then covered things up.

Before one is thrown under the bus, he or she is out of there!  No one wants to work among thieves and liars if they have good sense.  Employees like this are always saying, "I'm just borrowing it." Sure.  "You didn't see that...Those numbers are correct."  Yeah right!  

9)  Management and/or supervisors were unreachable at crucial times during business hours.

So grateful to have help, yet far too eager to put one's phone on vibrate or off.  Now what is the new employee supposed to do?  You guessed it, figure things out rather right or wrong.  That split decision-making gets old over time.  Employees surely burn out too!

10)  Owners didn't bother to spend money to fix recurring problems.

There are ways to get things done, but you won't like them.  The employee is going to take matters in his or her own hands especially when management is ignoring phone calls.  He or she is going to walk just when you need him or her the most.  Making excuses and telling lies to customers' gets old.  Fix the problem!

11)  Worked far too many hours while the company was slow to hire new employees.

So the company wants to see how much work can be done with as few hands as possible.  Great cost-savings move; however, sooner or later expect your best workers to start looking elsewhere for more pay with less responsibilities.

12)  When customers' issues arose, management often took their side even when they were in the wrong.

What happened to team work makes the dream work?  Not only are staff being cut, but now customers are always right too?  Don't be surprised to see an employee's resume saved on the desktop.  Some customers have their share of hidden agendas and they sure aren't in the best interest of the company.  Listen to your employees with an open mind; rather than a mind ready to go on attack!

Recognize any of these things occurring in your establishment, you know what to do, be proactive before your good workers walk!

Nicholl McGuire manages this blog and many others.  The wife and mother of four sons is an nonfiction author and inspirational speaker.  She also works offline providing administrative support.

Tips on Tackling Various Workplace Issues

Competition and increased need for profits has led to businesses becoming more and more money oriented and concentrating less on people or staff issues. Many businesses fail to realise the value of its employees, who can be equated to the most valuable resource available in any company. In failing to do so, they actually fail to recognise or acknowledge the various problems faced by the employees while performing their jobs. This leads to a disgruntled work force, which in turn leads to lower productivity and ultimately lesser profits.

Therefore, as an employer, it is essential that you try and create a secure work atmosphere, where the employee is assured of your complete attention. Prior to creating such an atmosphere, it is essential to understand the various issues faced by employees in the workplace. Such an understanding will help you in developing a workable strategy.

1. Stress in the workplace

This is one of the most common workplace issues faced by employees. Stress in the workplace can lead to lower efficiency, lower productivity, high levels of tension and conflict, all of which ultimately leads to an unhealthy work atmosphere. This could also cause employees to take more leave of absence because they do not want to face the stress.

In order to combat such stress, you can try and promote a healthy work atmosphere by trying to respond as positively as possible when confronted with any stressful situation and being more supportive of your staff, especially when they are under stress and pressure. By trying to understand their problems and by being supportive, you are actually building a relationship of trust and giving them a sense of being understood, this is often enough to help alleviate the intensity of the stress.

2. Bullying and harassment in the workplace

Harassment or bullying in the workplace is another common issue, which creates an environment of fear for employees. Such feelings normally translate into lower productivity and efficiency, which in turn leads to lesser output and profits.

Life coaches and business coaches feel that in order to deal with harassment in the workplace, it is essential to counter the negative elements while promoting the positive aspects. You may try and deal with all the negative aspects in your office and make it clear to all that such behaviour is intolerable.

Additionally, however, you could also try and create a positive work atmosphere by making certain changes in the office lifestyle. This will help in promoting self confidence amongst those employees who have been victims while deterring those bullies from repeating such behaviour.

3. Conflict and dispute resolution

Life coaching also deals with issues related to conflict and the effect of such conflict on our lives. Conflicts are common in all aspects of our lives, so also in our career. While it is not possible to have a conflict free workplace, you can try and keep conflict levels to a minimum, and aim to create an atmosphere of security, safety and trust.

Handling conflict in the workplace can be achieved by remaining calm and focused on the issues at hand, instead of getting drawn into the conflict. Similarly, ensuring that you intervene at the right moment is also equally important in effectively handling a conflict. It is important that you see yourself as a mediator, trying to resolve the dispute between two employees rather than getting yourself embroiled into the whole issue. Amicably resolving issues is the key towards success in handling conflict in the workplace.

4. Fear of discrimination at workplace

Employers often walk the tight rope just because they do not want to be accused of being discriminating. However, what they do not realise is that this decision often creates an atmosphere of fear in the workplace. Business coaching principles state that in order to avoid such issues it is important that as employers you try and create an atmosphere of trust, where people can opine freely as well as raise issues that could be termed sensitive.

5. Tackling aggression in the workplace

Stress and high levels of conflict leads to aggressive behaviour, which affects the atmosphere at work and therefore it becomes essential to tackle the same before it affects the productivity and the efficiency of the staff. You can try and formulate policies and regulations for controlling such aggressive behaviour at workplace. Business coaches feel that having a written policy or code of conduct in place will go a long way in ensuring a stress free work environment and in instilling confidence in the staff.

There are many such issues that are common in the workplace. While it is not possible to deal with all such issues, the above are the main ones that can affect the overall productivity, if not taken care of. The tips given above are an indication of some of the various methods possible to tackle workplace issues and is not a complete list. Many workplace issues can be tackled by using your imagination and creativity along with presence of mind.

All the best,

Natalie Dee

London Life Coach & Business Coach

Natalie Dee is a specialist in life coaching and business coaching with clients throughout the UK and worldwide. To find out more, visit http://www.natalie-dee.com

Coaching promotes confidence, fulfilment and success in peoples' lives. Life coaching and business coaching creates change in communication skills and self confidence.

In her business capacity, Natalie offers a range of coaching services including one-to-one coaching and professional workshops.

Natalie Dee is also the co-author of an ebook on self confidence, for more details visit her website (as above).

What Are You to Your Boss - The Mistress, The Spouse, The Friend, or Just What You Should Be

Have you ever felt that you or someone you know is in to deep with the leadership?  You know that one or two or maybe a few favorite employees that seem to be a bit too friendly with the owner, boss, manager, or supervisor.  There is a reason why family and friends really shouldn't be working in the same atmosphere or even the same company, yet some will do it anyway.  Then there are those who will make new friends and get a little too attached and personal quite quickly.

Some workers will view their relationship with a boss like they do an intimate partner.  The boss becomes like a spouse to them who manages their household via advice and acts like it is "me and you baby against the world" in a workplace setting.  This is of course an inappropriate relationship whether imagined or real with a boss.  Yet, some employees have the "office door closed" kind of relationship where loyalty looks more like a marriage than a boss and employee workplace partnership.  If one should have an issue with the boss, like a spouse, he or she will defend the man or woman whether right or wrong.

Young professionals fall easily into deceptive, controlling, and manipulative arrangements with bosses.  They assume they are favored employees because the boss gives them a gift, preferential treatment, and appears to like them very much, but for some bosses they are simply using and unfortunately abusing the gullible types.  The single, young employees work for free or for little hourly pay and sometimes for very long hours especially if they don't have children.  They conduct business in sub-par or unsafe workplace settings with little or no complaints.  For some attractive employees, they are treated like eye candy rather than intelligent human beings. Those in need of attention will latch on to the charming boss whether he or she is aware or not.

The Mistress relationship with a boss is quite simple.  He or she is not the go-to person, but the one called upon when needed or used to get even with someone.  This person will take what he or she can get for a time until the individual realizes the workplace/relationship is headed toward a dead end. There are no more promotions, pay increases, special favor, gifts, or anything else.  The Mistress is often thrown under the bus when things get hot at the workplace.  For instance, money shows up missing, records are inaccurate, sales are down, and other things, the boss will orchestrate a plan to get the Mistress' hands dirty when in a jam.  This way if something comes up, the boss' wasn't responsible for the task, the Mistress was.  The worker decorates his or herself up beautifully, flirts, charms, and does any number of things to draw attention to his or herself including having sex with the boss.

Many employees make the error of being a friend to the boss and vice versa.  These people are led by their emotions rather than intelligence when it comes to performing tasks given to them.  They equate much of their relationship with their bosses to feelings.  They will even say, "I feel that the boss would want this...and I know him well..." These "friends" to the boss are not like professionals when it comes to getting a job done, rather they are laid back when speaking to a boss--sometimes disrespectfully, emotional at times sharing far too much about their personal lives, and will become easily offended when a boss says something they don't like.  They also expect much since they claim to know their manager very well and will try to convince others to do certain things for him or her whether good, bad or otherwise.  These employees who consider themselves to be friends will go out with the boss, attend social events together, and enjoy receiving perks because they are "good friends" with the leadership.  But in time, the assumed friendship will turn ugly because sometimes friends don't know how to separate business from pleasure.  Everything becomes personal, from the way the boss looks at them to the tone of voice he or she uses during a meeting.  Tension will grow between friends and before long someone is walking out or being terminated.

So what are you really to your boss?  You should be a worker.  One who doesn't mix business with pleasure.  Someone who doesn't wear his or her feelings on your sleeve.  An employee who is focused on meeting company goals and willing to get paid what you are worth based on your workplace performance not the way you look, the history you have with a boss, special treatment, and more.  There is a thin line between love and hate at home and so too it is at work, and if you cross the line doing things that have nothing to do with your role at home and at work, you will get burned.

Nicholl McGuire shares spiritual insight on YouTube channel: nmenterprise7

Workplace Cleanup

Imagine a work place where everything is in disarray (no, I’m not talking about my desk), where yesterday’s garbage has yet to be collected and where the floor reflects the rainy condition the past few days. Both management and employees will clearly have a hard time concentrating on their work when presented with such circumstance. The solution for this situation is to janitorial cleaning services.

For a company, productivity is almost always equated to profit. But how can one earn profit if the employees themselves are not motivated to deliver quality service? I’m not asking that the management increase the salaries of their employees (but if they’re willing and able, I’m not the one complaining) I’m just suggesting that they start with the working environment. Another would be the perception of the clients. If your company boasts cracked floors, chipping walls or unsanitary lavatories---no customer will make the mistake in doing business with you. Again, you need to get someone offering janitorial services. Be it daily, weekly, bi-monthly or during board meetings, commercial contractors office cleaning experts will certainly give you an ambience as corporate as any business should be.

Now, how will one choose the perfect commercial cleaning service? Here’s my shot at answering that question. More often than not, everyone will go for the company who provides impeccable maintenance and who utilizes cleaning supplies office management prefers. This is easy to say, but hard to accomplish. The administration must note what the company and its employees really need. One salient point inherent in a good cleaning service is that they assess the workplace before doing, touching or even cleaning anything. Their experience cleaners will recommend what has to be done in accordance to your company’s preference. Also, they will apply only the finest of office janitorial supplies to address your requests. Take time to know what cleaning crew you’ll be hiring. List question you want to ask pertaining their services. The Q&A could be done through email or phone. Though I advise that a personal consultation/estimate be done in the actual building. If you’ve searched the web for said service, a chunk of industry players offer free estimate. Take advantage of these offers, remember, they are free. But one must be careful. The lowest estimate does not mean that you’re getting a good deal; same applies with an overly expensive janitorial services. Paying a large portion of your savings does not necessarily equate to premium, first-class cleaning.

Going back to the assessment issue, an average commercial cleaning knows how to sanitize the carpet but it takes a good cleaning company to recognize when to stop cleaning and start replacing. This is also applicable to wall paintings when chipping gets underway and floor tiles when it begins to break. License, bonded and insured. Three words that could make or break a business. The phrase is aimed towards both the janitorial cleaning service and their customers. Without these, no client will dare bring their business to your establishment. When an accident happens (hope it doesn’t), be it in the form of injury to an individual or to property, the customer will have the recourse, which is to claim damages from the cleaning company----provided the latter is fully insured.

Sometimes, no research could come close to a well-recommended and referred company. Ask your sister company or subsidiary (if you have one) or you may opt to solicit such from your previous boss or management.

Whatever you choose, just remember the purpose behind all of these. This is not for profit alone; this is for both the employees and management to provide them with a professional environment conducive to effective service.


For more information, check out this site on http://www.seccsupplies.com janitorial cleaning services. Sheryll Cross is a web copywriter for a web design company associated with a Georgia-based company offering janitorial cleaning service.contractors office cleaning, janitorial services, janitorial

Managers: Planning to Take Day Off or Vacation? What Some Workers Will Do

So you are planning to take a much needed day off or vacation, but you hesitate because you know how some of your workers can be while you are out.  But have you considered other issues that might arise and will you keep everyone busy enough so that they don't take advantage of your being gone?  Consider what might occur leading up to the time you are out, while you are gone and when you return.

Before you go...

1.  Another leader might take the day before off unexpectedly.

It's as if you are being punished for wanting some time for yourself and family, so a fellow leader will leave you holding a pile of work while he or she is out.  You didn't anticipate that you would be bombarded with so many tasks.  Before you make your announcement, be sure that work is caught up and you aren't working over-time prior to your vacation date just in case one of the leaders suddenly slips away at the last minute.

2.  Arrange to have their vacation some time around yours.

Well for some employees they may not have thought about taking any days off until you made your announcement.  Check to be sure that not everyone is going to be out the same day or close together before approaching a boss or if you are the one who approves days off. 

While you are out...

3.  Some employees plan to do nothing.

Everyday is a party for some workers.  They are talking, laughing and having parties while the cat is away.  Meanwhile, the work falls behind while some workers act as if they can't do anything unless the boss is present.  "Sorry, my boss is out...I can't help you with that the manager is on vacation...Can't we wait until my boss comes back?"  Make plans to discipline this sort of behavior before you leave for vacation.  Do employees need to be reminded of policies like dress code, how to handle customer service issues, deadlines, approval protocol, etc.?

4.  Some will snoop around or even steal.

An open office, unlocked drawer, or personal briefcase left in an office will give some workers the idea to "check up" on some things.  Better lock up and take important things with you.  Set an office camera or trap for those you don't trust.

5.  Break the rules.

"Well the handbook says..." you tell them. You know some employees will not play by the book whether in your presence or out of your presence.  Be prepared to enforce the rules before you leave, while you are gone (appoint someone to watch your staff), and upon your return.  Rule-breakers will teach others to break the rules and before long you will have a bitter group awaiting your return demanding change or wanting your job.

When you return...

6.  Come in late, take long lunches, leave early.

Old habits die hard, so if an employee has become accustomed to coming in late, taking a long lunch, and leaving early while you are gone, he or she will do it on and off at least the first week you return.  "No wonder the work wasn't been getting done," you will think.  Enlist the help of someone to watch the time your employees come and go.

7.  Lie about work.

Be prepared for the one who will come up with excuses as to why something is not done from blaming others to covering up mistakes.  People lie when they don't know what to say when questioned about things like: tasks completed, number count, where they were when a package arrived, why a document wasn't turned in, a phone call wasn't returned, etc.

Now that you have seven concerns that just might need to be addressed before you leave, have a great time off!

Nicholl McGuire

Workplace Training Mistakes, How You Deal with Them Will Make or Break the Training Process

Managers, have you ever cautioned, warned, scolded, or had to re-train a new employee for the umpteenth time who developed a pattern of making workplace mistakes? 

Impatience, annoyance, frustration, regret, or anger may have been emotions that some of you in leadership roles may have felt.  However, if the employee finally caught on to the process, then you were most likely relieved, ecstatic, satisfied, or grateful especially if they positively impacted your job.  How did you deal with the employee making the mistakes from the start and did what you do or not have a lot to do with why they are a success now?  Most likely yes!

Every company has a routine or process that must be followed to get results.  When new employees are not trained effectively or are left to manage process on their own, they are set up to fail.  It isn't any wonder why some new hires will quit as soon as they start when they see there is no one or nothing that helps them perform their jobs successfully.  In addition, they may not have felt welcomed from day one and unfortunately discovered that there were no tools prepared to help them do their jobs.

Some poor managers have dealt with workplace mistakes by doing the following: being overly critical, ignoring them because they plan on leaving their jobs, respectfully addressing them, or posting mistakes up in view as a way of shaming an employee into performing better.  Depending on the personality of some workers, they will simply not catch on no matter what they are told or done to them. 

Managers who were simply too impatient, too quick with explanations, short-tempered, or over-the-top during the training process, most likely were unable to keep anyone around long term whether the new worker was quick to learn or not.  If you are looking to keep someone, you have got to be understanding about unintentional errors and willing to shell out some praise and appreciation when a new employee finally does things right.

People, who are already negative about their workplaces, should never be put in positions to train others, no matter how good they might be at their jobs.  When a leader makes the mistake of doing that, he or she will suffer the consequences left behind by the old employee/trainer.  The relationship with the new employee starts off being challenged, because he or she has been told much unflattering things about the leadership and coworkers.  The new employee may not trust the manager, supervisor or coworkers who were not liked by the old employee.  Sometimes if you want good training, you are going to have to do it yourself whether you would like to or not if there just so happens to be bad blood between you and others.

When it comes to a new employee making mistakes, a manager will need to remember the following:

1.  Be patient.  Remember someone had to be patient with you and fix your errors, so why not do the same?

2.  Avoid talking unnecessarily to fellow coworkers about the new employees' errors.  You may be creating division between workers from the start without even knowing it.

3.  Demonstrate self-control regarding the joking and name-calling concerning a new employees' errors.  You will come across as looking like a workplace bully even if you claim you meant nothing by your statements.  A complaint made to the human resources team will be dealt with and will most likely mean something.

4.  Never assume that a new employee knows everything about the job, the computer applications and more just because he or she has worked elsewhere using similar tools.  Oftentimes, companies will customize certain applications to fit their specific environment; therefore, one may not be able to jump in right away and start working.

5.  Make time to answer questions and avoid blowing an employee off during their time of need.  No matter how you might feel about the questions and interruptions, keep in mind you want this employee to do a good job.  Their work is not just a reflection of his or herself, but you as well as the team.

6.  Don't rage in view while a new employee is still learning.  You look mentally unstable and he or she will consider to leaving the job sooner rather than later.  Who wants to work with a ticking time bomb, someone who you have to walk around on eggshells for fear they might freak out?

7.  Keep personal conversation such as marriage, interests and hobbies to a minimum.  With new employees, a first impression is a lasting one and if you get too personal, he or she may form a judgment about you that will be hard to dispel later on.

If you noticed from the information provided in this article, that much of what makes or breaks the training process is not with the new employee, but with the trainer who trains the new employee.

When we think about those who were good trainers, who might come to mind?  What did they do that was quite helpful when they trained you?  You might want to utilize some of those tactics.  Training employees doesn't have to be a challenge, but it becomes one because some trainers simply don't want to follow wise counsel.  Trainers' mistakes are what ultimately costs the company much money every time a new employee quits or is fired and has to onboard yet a new employee.

Nicholl McGuire is the author of What Else Can I Do on the Internet? and other books 

Make Temporary Employees and Interns Your Allies

Far too often workers worry about the new temporary or intern taking his or her job, just stop it!  Many temporary workers and interns are just trying out jobs like trying on a new pair of shoes.  You like them initially and they go quite well with your outfit, but once worn for awhile you don't necessarily like them anymore, so until you get another new pair of costly shoes, you just tolerate them.

Temporary employees can be friends not foes when you take the time to get to know them and listen to their personal experiences when it comes to the workplace.  They can tell you things you didn't know about the environment--especially when you are away.  They are great at helping you get things done that you might have been putting off for some time now.  They can offer their expertise in a variety of areas while taking the time to help you get rid of problem employees.

Here are a few tips when working with temporary employees and interns:

1.  Be sure you have a work area that is presentable and comfortable for them before they arrive.

2.  Make certain the phone, computer and any other tools the temp or intern will be using work properly.

3.  Find someone who can take the time to assist them in your absence.

4.  Be respectful and patient with your temporary staff-- you need them even if you think you don't!

5.  Be open to hearing about any issues that might come up without judgment, criticism, blame, or taking offense.

6.  Be truthful in all situations and don't ask or make suggestions that your temporary employee or intern lie, be quiet, ignore, or cover up the truth for you.

Nicholl McGuire is the Author of Know Your Enemy: The Christian's Critic 

Are You Giving Your Favorite Employee Too Much Power? Worker Favoritism

You respect his or her advice, enjoy talking with him or her about workplace challenges, and often use the favored employee to assist you with a number of projects.  However, he or she is not a favorite among other leaders or workers and is not experienced enough to do certain things.  Besides, once superiors find out there is evidence of worker favoritism you or someone else just might be out of a job.  

There may have already been some employees who have warned you about favoring this person, but you don’t see what you could be doing that might be creating some tension at the office.  A moment of self-reflection and a few changes could bring your employees’ concerns to a halt.

One.  Have you put the so-called favorite employee in charge of something that he or she is not equipped or experienced enough to handle?

You may have failed to inform others what your plans are in detail.  Therefore, they wonder what might be going on that you would put someone inexperienced in charge.

Two.  Have you ever asked the favored employee to spy, lie, or do other things that caused your least favored team members discomfort?

If so, there just might be a bit of cocky confidence exuding from that favorite employee which is leaving people feeling sore.  Don't be surprised when the people rise up and want to throw your favorite over the boat or out the door.

Three.  Have you found projects for this person to do that has over-step boundaries in other departments?

Making this person feel like he or she is more superior than others was your first mistake and now he or she feels like one is the head of everyone and everything.  In time, the individual will be dictating you too!

Four.  Have you let this person come in late, leave early or take days off whenever he or she wanted?

Well that's just not fair.  No matter the reason, workers are watching and they ain't happy.  What are you going to do about this blatant favoritism?  Many leaders lost great team members over little things like that.  Favoritism creates division if you haven't noticed by now.

Five.  Do you find it difficult to explain your favorable actions toward the worker to other employees?

Business and pleasure just don't mix.  Employees figure out there is more going on than meets the eye why else are you doing so much for a single individual and so little for a group, huh?

The more you give to a person, like a spoiled child, the more they will want.  Are you prepared for the backlash when you no longer favor this worker?  Something to think about.

Nicholl McGuire 

The Causes Of Workplace Stress And How Best To Prevent This From Happening

The modern world is work focused and employment based. We spend the majority of our waking hours at the workplace and this has its own benefits and problems. One of the most common of these problems is workplace stress. This is a chronic ailment caused by conditions that negatively affect your performance and overall well-being. It can also affect an individuals' psychological and physical health, as well as organization's effectiveness. Workplace stress is affecting a whole spectrum of the population ranging from doctors to plumbers

Workplace stress is now recognized globally as a condition that can affect all categories of workers, in all types of jobs. Stress is a source of tension and frustration that may arise through a number of interrelated influences on behavior, including the individual, group, organizational and environmental factors. This usually leads to loss of concentration, sleeplessness, and it can also increase the risk for illness, back problems, accidents, and lost time. Workplace stress is now one of the most prevalent reasons for lost working days, which hinders the progress of the organization as well as the individual.

There are various reasons for workplace stress and one of them is management. This usually happens when managers behave in an authoritarian way, offer no constructive support or advice to the work force or deny promotional opportunities to the deserving members of the company. This is when employees become frustrated or cynical towards the organization. Another reason for workplace stress is overbearing or jealous work colleagues. Office gossip can be harmless fun if kept within reason but if it is constantly directed towards one particular person then it can be quite damaging and lead to a lot of workplace stress for the person concerned.

There are steps that organizations can take to prevent or minimize the effects of workplace stress, so that they have more contented and happier employees. Some of the ways to achieve this is to make sure that your workforce have a voice and are heard, they are aware of their importance to the organization and are seen as unique and exceptional. Some of the policies that can help towards this are to include flexi-time, working from home, stress coaching, on the job support, keeping jobs open during sick leave, provision of quiet rooms, exercise provision, training initiatives and social activities.

Workplace stress can also be caused because of the work place atmosphere, for instance noisy, dirty, messy areas can all contribute towards job stress. It is therefore a good idea to keep the work areas clean and tidy to have a healthy, relaxed and stress free working environment.

Employees can also contribute towards minimizing and preventing workplace stress. Worker s should refrain from harassment or bullying. They should not tease, insult or even threaten others due to their sex, religion or race. Under no circumstances should they spread malicious gossip in order to destroy another's good name.

By working together, employees and management can minimize and prevent a lot of workplace stress. Organizations should always be looking for ways that lead to a workforce that is happy, healthy and therefore more productive.

Nim Aulakh is a writer and webmaster. Find out more about the causes of workplace stress and how to deal with it. There are so many easy ways to prevent job stress. One easy way is by having aromatherapy stress relief

How Do You Know You Have Manipulative, Lazy Management and Workers?

Sometimes it is hard to tell when workers are slacking when middle managers and supervisors act as barriers to keep information away from you such as: crucial details about customer service, disciplinary practices, customer complaints, wasteful company spending, poor sales performance and more.    If you aren't tracking, rarely look at data, and ignore warning signs, it isn't any wonder that you will find yourself either on the hopping block or chopping someone else's block! 

When you are distracted by other less relevant meeting topics, slow in getting requested data, or blatantly denied access to front line workers, these are sure signs that there is something they don't want you to know!  The outspoken, disgruntled and top performing employees typically have experiences they would. love to share, but if there isn't anything put in place to encourage them to open up their mouths without gatekeepers blocking them, you might as well continue to be deceived and/or possibly ripped off.  

For those who are sincerely concerned about their businesses, keep reading, this blog entry will stimulate some thoughts on what you have been overlooking and what you as a manager, investor, and owner need to improve upon. Too many executives are either too busy or slacking themselves because of that, it is quite easy to shield them from business challenges that should have been long addressed years ago, but were swept under the rug!

1) How much money is truly being allocated to: pay employees, purchase company supplies, marketing, customer appreciation activities, etc. or NOT? Very easy to move money from one place to the next.

2) How much time is really being spent by managers to train, research, or improve on existing systems/operations?  Kind of hard to do that when they are either pulled in all sorts of directions or running from pertinent responsibilities.

3) Who is consistently opening early and closing late?  So what is happening during the day that the same people are being paid overtime or not?  Do you really have a staff working or just a couple of people?

4) Who is working more weekends than most? Is that really by choice? Maybe but then again maybe not.

5) Who is often taking breaks and who isn't? Burnout will surely make someone freak out!

6) Are deadlines often being missed? A little too much talking by the water cooler, personal tasks during company hours, or phone conferences with the favorites?

7) Who continues to come late to meetings or not show up at all? Why is this person in leadership again?

8) What does the data say about profits and where are you gaining or losing money?  Why such a significant difference in the numbers?  What or who is causing such a significant rise and fall?

9) Why is there a high turnover and are you speaking to those employees who are still left and checking in with Human Resources on reasons why employees recently left?  Maybe the job board review sites will help you with that.

10) What does the data reveal about those on leave and when exactly are they coming back?  Is someone not following up?  Lots of money going out for zero work.

When leadership doesn't closely look at the data while checking for patterns and inconsistencies, conduct one-on-one interviews, research, and hold workers accountable, you will surely have employee challenges that not only reveal laziness or incompetence, but also poor, excuse-making leaders with many secrets hired to supposedly navigate the team.  What is of bigger concern is how they use various manipulative strategies to protect their paychecks while robbing companies blind.

Nicholl McGuire is the blog owner, inspirational speaker and author.

No Accountability: Employees Who Love Getting Out of Things

Whether it is an unecessary argument or a major event that ends badly, there are just some workers who don't want to take responsibility for anything.  They will do any number of things to justify why they can't do something, won't do something, or why it is someone else's fault/job/issue, etc.  Some of you reading this probably are thinking of a few employees who should have been gone with the wind like yesterday.  So how do we expose, correct, and if need be, send these people on their "It's never my fault" ways?

1.  Track the lying.  Whether boss, supervisor, co-worker, or friend, note the lies and excuses made whenever you confront this person.  There are those lies that cover up the fact that one was aware of a situation, but didn't do anything about it.  Then there are those lies that have a little truth mixed in them.  Of course, we can list many more lies that are specifically created to do just one thing, cover one's you know what!  Keeping an  accurate record with date and times included of all the story-telling will help you build a case against the troubled worker in case you are ever called into a meeting about him or her.

2.  Provide proof.  When one doesn't want to face the truth, he or she is going to call your bluff.  Have the evidence to back up your claim.  For instance, the worker said that the project would be done on XYZ date and time.  Did you bother to get this person to document his or her promise?  The trouble-making employee keeps coming to you with what someone else is or isn't doing, can this person back up her statements?  You notice that a worker's job performance is going down hill steadily, what is the evidence that shows this?

3.  Record meetings, conference calls, etc.  From witnesses to recording devices, you will need anyone or anything to help you hold people accountable who historically wiggle their way out of things.  Be sure to have attendees (as well as those who couldn't make meetings) sign a sheet that confirms they read notes or was present when tasks were communicated.

4.  Enlist others to help hold others accountable.  Tardiness, blame games, and other things that workers do to disrupt work flow can be hard to keep up with.  So when you are in a power position, use your skills to stay one step ahead of the slackers by using a couple of your most loyal assistants to help.  Tell them what you are looking for and explain to them how the problematic worker is causing challenges for the whole team.  Reward those who aid you.  However, if your help seems to be siding with the trouble-makers, be sure to confront this person.

5.  Note excuses and rejections.  Whenever the employee is called upon to handle business affairs, but appears like he or she can't/won't  then advise this person why it is important for he or she to participate.  Be sure that the job description and what you are asking is not in conflict.  Also, keep note of the reasons as to why the employee has repeatedly rejected your work requests.  When the next review period comes along, bring up your findings and why he or she is ineligible for a promotion or some other incentive.

6.  Discuss and record errors.  One of the mistakes leadership makes when dealing with employees is to rarely address errors.  It isn't until major issues come up that one wants to threaten a worker with job dismissal.  Don't wait until problems repeatedly show up.  Instead, as soon as one brings an issue up with a worker, investigate.  Periodically use other employees to check over one's work.  See to it that everyone is on the same page, reading from the same manuals/memos/emails, and have a clear understanding as to what is expected when it comes to completing a task.  If no one is addressing issues, then a worker will take advantage of your oversight and start pointing the finger at everyone else while saying things like, "I didn't know...no one never told me...I didn't know we were supposed to do it that way."

With so many unemployed workers in this world who desperately want to work, there is no reason why a boss/supervisor/manager should be stressing his or her self out over workers who don't want to be held accountable for their actions.  Start building cases against those who are trouble-makers.  From leadership to contractors, note what the issues are, supply proof, list solutions, and confront those who never want to be held accountable for anything.

Nicholl McGuire

7 Signs You Have Bad Leadership

From issues with a work schedule to personality clashes, are workplace issues really about the staff or are they directly connected to the leaders that are supposedly there to manage their employees and serve the public?

For far too long leaders in many different organizations have fought, manipulated, lied, and have done other things to push employees out while they sit comfortably in beautiful offices for decades.  No one seems to notice how or why some people remain in positions of authority except for those who are on the outside looking in.  Too often the so-called troubled employee is terminated and no one bothers to listen to what really happened leading up to the fall-out.  Some leaders carefully orchestrate plans to cover up their mistakes on the backs of those who choose not to go along just to get along. 

If you are one for questioning who really is at fault when it comes to a bad system of doing things at the workplace, consider carefully observing the leadership around you who just might be quite good at communicating and dressing well, but bad when it comes to managing quality relationships with others.

7 Signs You Have Bad Leadership

1.  When requests are made to get things done they are often ignored, excuses are made, blame games are played, and you are left feeling like you never want to bring up anything to management again.

2.  Leaders do not bother to show up for work on time and will put off attending pertinent events.

3.  You are given carefully scripted speeches to share with inquisitive staff in an effort to cover up ongoing issues like: "...we are working on that...I know you feel frustrated but...improvements are being made..."  Meanwhile, you know that some changes won't ever be made until certain leaders are gone for good.

4.  Work plans, schedules, meetings, events, and other related things are poorly organized, directions are not clearly given, plans are not followed through, and your leadership tends to make up things as challenges come up.

5.  You often react defensively as if you have to fight for everything you need while wishing for the things you want.

6.  When you see your leadership, your stomach churns, you take deep breaths, and fight hard not to be negative in his or her presence.

7.  Others have shared their complaints with you and all you can say are canned statements like:  "It is what it is...I really wish I could do something but...It's not my business...Well you know how my boss can be...hang in there..."

With so many people losing their jobs through downsizing, lay-offs, and firings, it is understandable why employees will sit back and be quiet about challenges.  However, when you know that there are leaders who are constantly getting away with unprofessional behaviors, acting nonchalantly about issues, and doing other things that are affecting job performance, SPEAK UP!  No matter what superiors caution, threaten, or do behind your back or in front of others, you have a right to take a stand on anything that is causing emotional or physical discomfort for you and your fellow staff. 

Make my God empower you as you stand up for righteousness!

Nicholl McGuire


 

Business Transformation - 8 Proven Tips to Help Transform Your Business Quickly

I had just gotten the CEO position. I wasn't completely sure of the story behind the company problems. The company was bleeding red ink, and we didn't have a lot of time to make changes. During the interview process board members asked how long the turnaround would take? What would I do? All were interesting questions, and perhaps legitimate from their perspective. But I'm not wired that way. Rush to judgment with an extreme makeover would be like a surgeon deciding to remove the patients lungs without a thorough diagnosis. The principle is the same when leading the turnaround of a company or any significant change.

Extreme makeovers are metaphorically like a heart transplant. Organizations are living organisms. They are made up of humans who evolve, adjust and grow.

Extreme makeovers are like New Year's resolutions. Easy to make, hard to sustain, seldom successful.

Here are the steps we followed and turned the company around in 2 years.

1. Do your own research. Organizations which are struggling have a thousand critics and an equal number who feel they have the right solution. From owners, other employees, regulators, customers. All have different perspectives. As the CEO, your duty is to do your own research as to what is going on. The first step is to sort out the noise.

2. Be vulnerable as you research. Set aside your ego, your title, and any arrogance. Be vulnerable if you want people to be open with you. You will be a welcome surprise to most employees if the culture had been top down, secretive, and had leadership silos.

3. Be absolutely clear what you stand for. Clarity is conviction to your core values and the courage to live by those values as they are tested. Some leaders get their opportunity to lead because of the culture or politics. An unhealthy culture or politically driven leadership will prevent you from doing your own best research. This was my first test. All you need is the courage to live your core values. Magic begins, when you are open and vulnerable. People begin to trust and hope replaces despair.

4. Search for truth. Your diagnosis will be one of the key leadership decision's of your legacy. Get it right from the beginning. If your diagnosis is wrong because short cut research, you may cause more damage and slow the recovery. If your diagnosis is wrong because of an honest error in cause and effect, you will likely have time to adjust. Seeking truth is difficult as people run for the hills in tough times. This is an important time to gain personal clarity of your own purpose.

5. Find individuals with similar core values. Those who share your beliefs and want to run with you. All may not run at your pace, if you are impatient. But find people in your organization who are on the same page as you. In our turnaround, we found mid level managers shared the same values, beliefs and personal drive to turn the organization around. They were from different generations, different styles-some introvert, some extrovert, women proved most courageous and clear. You may have all the right people in the organization now. Maybe the old culture was unhealthy and stifled the values you expect.

6. Decide the top 3 business focus areas. Once you've assessed and diagnosed what is going on...decide the top 3 or 4 critical business measures you want everyone in the organization to focus on. It must be on their minds daily, in your conversations, measured, monitored, celebrated. Regulators, owners, employees, and a host of others might see 100 different focus areas. You can't turn the ship around with chaos. One hundred different focus areas means chaos.

7. Decide the top 3 cultural focus areas. This is the soft stuff, the ecological stuff, the feeling stuff. And the things which probably were ignored in the past.

8. Engage everyone. Think of your job as getting 1000 voices to sing on the same song sheet. Sing the same song, with the same rhythm, same verses, same crescendo. Business transformation works when the majority are on the same page, singing the same song, anticipating the next verse. The song really should be the story of your organization.

These steps may sound too simple to transform a business quickly. But follow it, it works and you will see sustainable results.

How to Know You’re Being Watched at Work

We are in an economic crisis as we all know and companies are doing what they can to save money including eliminating employees. When there are many good and talented people working it can be difficult for a manager to choose which will stay and which will be let go regardless of tenure. So how do they conduct a process to eliminate employees while saving the company thousands, they become petty! In the past they may not have cared that you showed up for work a few minutes late, they may not have bothered to review your expense reports carefully for wasteful spending, and it may not have mattered too much that you showed up a half an hour late from having lunch. But nowadays, what use to be considered, “Don’t worry about it, its okay!” Now has become “Worry about it. We don’t really need you.”

So how do you know you are being watched at work? Here are enough tips to help you make the necessary adjustments and hopefully get you off the company radar.

Your immediate supervisors and co-workers are contacted about your performance behind your back.

Those people you love to have lunch with may also be responsible for putting you on the radar to get the managers off their back. Sometimes those we work around know more than what they are telling us, so when they feel like they are backed into a corner with nowhere to go, out comes your name. You may have forgot about something that needs to be done, was slow about turning a document into your boss, or did something else that hasn’t gone over too well. When your co-worker doesn’t want any blame to fall on him or her, they will bring up someone or something else to distract the boss.

Your co-workers or supervisors seem to come around your workspace more.

This is their way of checking in on you. Don’t take those “Good mornings” lightly. They are also watching the clock too. What time did you come in to work is all they really want to know and then they may record it somewhere in their files. Did you leave for lunch early and come back late? He or she didn’t have that last minute request for nothing. Once you turn your timesheet in, they will check it for accuracy. If they catch you in a lie or two or maybe you just have a slow clock and they have a fast one, you just may be reprimanded which will set the paperwork in motion to eventually dismiss you. You may also notice they are showing up at your workspace nearing time for you to go home too. For some managers, they do this to see if you are leaving the office earlier that you should.

Someone checks the websites you have visited when you aren’t around.

If you haven’t learned how to clear history by now you should, but some people are just savvy enough to find other ways to see what you have visited like installing spy software. It is best to visit those social networking, gaming, video, music and personal email accounts away from the office.

Tasks may be created to see if you would volunteer for them.

You may have been able to get away with only doing the things that fit into your job description for years, well at some point someone will challenge you to do more and if you decline too many times, your boss may look toward the young and ambitious that work alongside of you to do what he or she requests. Try to be more flexible and find that spark you love about your job again.

Email time stamps and confirmation receipts are checked.

Bosses who are extremely detail oriented are checking the time stamp on when you sent an email and when you opened it. Don’t feel tempted to lie when you know you should have opened his or her email a little sooner. He or she will know because they have the time at which you responded and the time when they sent it. Lying will also put you on the radar for a future dismissal.

Fake problems are created to see how you would resolve them.

There are real problems at a company, but then there are the phony ones that some managers will create to test you. How you resolve to handle the mystery shopper’s issue that comes through the door or calls you over the phone may also determine whether you or your bubbly co-worker is a keeper.

Your company joins a network for live chat, and requires that you sign in everyday, so that they can see when you are online.

When your boss is in another town, city or state, he or she is not always able to just pop in on you, so to be sure that you are at least in the office; there are those companies who register for these types of programs. This way they can see whether you are offline still sleeping in or online ready to get your day started.

Certain co-workers may appear very friendly and visible because they may be responsible for “keeping an eye on you.”

Be wary of those people who smile in your face as the old song goes. They have hidden agendas whether they are looking to take your position, obtain some knowledge from you to elevate their status, or hope to get rid of you. If you do everything you can to at least keep your job on your end, then at least when the time comes to lay people off, you will be missed.

Traps are set such as money being left out in the open or a cabinet, door or drawer that is typically locked is suddenly left unlocked.

Sometimes there are accidents and sometimes there are those things that people do on purpose. Too many accidents only mean one thing someone is trying to set you up to fail. Always double check everything you are responsible for locking up and if you can get someone to witness your actions by all means do it!

Certain office desk drawers are set with paper sticking out and other traps to see if you opened them.

You know that you have no business snooping through your manager’s files, but you want to know what he or she has written about you or you may want to know when the company plans to lay people off, if you want to go sooner open that drawer otherwise walk away from temptation. Most likely, he or she has set it so that they can see whether you are trustworthy or looking for an excuse to let you go when the time comes.

Expense reports and company credit card statements are checked for excess or frivolous spending.

You know that you shouldn’t have bought the most expensive pens in the catalog or bought an extra meal to take home, but you did. You may want to attempt to cover up your actions with an excuse. Thanks to President Barack Obama’s speech on accountability, more and more companies are finding ways to make their employees accountable for wasteful spending.

Mileage on the company vehicle is checked closely.

Maybe in the past you didn’t always write down the exact mileage you used when you went from point a to point b in the company vehicle, because you knew you also shopped for groceries and took them home, stopped by a friend’s house, and picked up your dry cleaning – whatever you did, at some point someone will be responsible for checking the records and if you haven’t been honest that will also put you on the company radar.

Someone is used to ask you how you feel about your job.

You thought maybe this person sincerely cares about your honest feelings about your job. They may care, but then again they may not. This “good friend” may really be a “mole” for the boss who is wondering how you really feel about the job, him or her, and operations say the wrong thing and you give them an excuse to put you on radar.

Venting about your job is taken seriously and viewed as you being a trouble maker.

So you converse with the “mole” and now he or she has went back and told your boss about what you said. Depending on what your comments were such as, “I think this company needs to pay its employees more. Management does a poor job about meeting our demands. I am thinking about looking for another job” will determine whether he or she keeps you. Most likely, they will view you as a threat with the potential of rallying up support for your cause and if that is the case they will let you go without notice or reason.

Completion of tasks are timed.

The manager knows approximately how long it takes you to complete each task, so when he or she notices that you are falling behind schedule, this person will start searching. What could be distracting you lately to keep you from performing your duties? Is it the Internet, the personal telephone calls, or your social personality? All of which have been the cause of many talented individuals being dismissed.

Phone records are checked for long distance calls and how long you spent on the phone during work hours.

You may not think it’s a big deal to converse with your mother who lives on the other side of the world for about 15 minutes, but a manager who is looking to get his or her bonus for saving money in the department does think it’s a big deal. Not only that, he or she may reason that you aren’t meeting deadlines because you are too busy taking up company time chatting.

Fraternizing with the staff, clients, contractors, and customers.

Everyone has been guilty of talking or listening to someone longer then they should when they are suppose to be working. The boss who walks by looking at you isn’t admiring your new shirt, he or she is timing when you will wrap up that conversation and get back to work. When he or she has warned you about this behavior and you still continue to do it, at some point it won’t be hard to make a decision whether to keep or dismiss you.

In conclusion, consider all of these points the next time you go back to work and make necessary changes. It is very difficult to find a job these days that will give you the benefits you most likely receive at your current one don’t let a dismissal for petty things upset your way of life. As mentioned before, many companies are looking for ways to save money and if it means that they can eliminate just one more position from their workflow chart they will.