There was recently an article in the Ivey Business Journal and actually found myself getting quite excited by the content of the article.
What excited me about the article was in part that it spoke to Canadian statistics; but mostly that it confirmed a belief that I have held thorough most of my working life with respect to the importance of employee engagement.
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Bullying is not anything that is new to the workplace. It sometimes starts in our schoolyards and in many cases, just continues in the workplace.
The question is and its a good one what exactly is bullying?
Even with the best of intentions, we can make errors in workplace investigations that are very costly not only in directly visible ways, but also through indirect costs such as organizational reputation, employee morale and of course, turnover.
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In this period of economic decline, many employers are faced with the need to restructure their workforce. Unfortunately, imposing unilateral changes upon employees raises the risk of constructive dismissal claims.
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Employers commonly give department managers the authority to make employment-related decisions for their own staff. Even when a company has an in-house human resources expert, decisions with legal implications may be made at the department level.
But department managers typically will not be fully trained in employment law. So, are there some basic concepts they can learn which will give their company the prospect of avoiding legal complaints?
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Want to keep employees satisfied in their jobs without one foot out the door? Give them a little credit, a new OfficeTeam survey suggests. More than half (54 per cent) of workers interviewed said they would be somewhat or very likely to leave their current position if they didn’t feel appreciated by their manager.
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If you’ve ever lost a star employee, you know it can come as a huge blow. You invested time to review resumes, interview candidates, train the new recruit, and now you’re wondering how you’ll manage without them. Hiring and training a new employee is a massive expense, as well as riskwhat is the likelihood you’ll find one as good as the one you lost? And why did you lose them in the first place? Some of the most common reasons for a star employee to jump ship include:
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When employers and their former employees are trying to settle disputed issues arising out of a termination of employment, there are many monetary factors to address. Perhaps surprisingly, it isnt always the money which is the stumbling block to reaching a settlement.
A very important aspect to any part of a settlement for a departing employee is receiving a reference letter. Often, the employee will insist on getting a reference letter and the employer will be reluctant to provide it.
Many years ago, I had the good fortune of working for a manager in an organization that took the whole new employee orientation and integration process very seriously. I stayed with the organization for 18 years.
Of course, I didnt appreciate what kind of an impact this type of employee integration and solid leadership would have on me throughout my working career until I went on to work with others.
Let me explain . . .
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The range of policies which might be contained in an employee handbook is really unlimited. There are, however, certain core policies every employer should implement.
The list starts with a harassment policy. This policy sets out the employers stance forbidding workplace harassment (including sexual harassment and other forms, such as bullying). It should also provide a complaint resolution process and define the range of disciplinary measures which may be imposed on the offender.
