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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ear after year popular media finds yet another story of a recent grad who months (or even years) post-grad continues working in a job with part-time hours, little responsibility or opportunity, and even less pay. These young adults, faced with paying back student loans, feel stuck in a job that requires little (if any) of their hard-earned knowledge, and after a few years of this kind of work, rather than a job that is specific to their studies they remain stuck.
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When I was terminated my self-confidence plummeted. Even though the reason for dismissal was unrelated to performance, nonetheless, as is typical, I felt shame and then anger, was hesitant to launch a job search, and didnt know where to turn for assistance.
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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?
I think the most difficult transition for anybody from being a worker bee to a manager is the issue of delegation. In The Corner Office Adam Bryant quotes Tachi Yamada, the president of the Bill and Linda Gates Foundations Global Health Program. Mr. Yamada alludes to micromanagement as his nemesis. He wonders, What to give up? How can you have the team do what you would do yourself without doing it?
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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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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.
Last year, we saw a powerful shift in the communications industry, particularly in human resources and recruitment. Facebook, Twitter and LinkedIn continued to grow and benefit the HR communications industry by reaching passive and active candidates. Job seekers, already active on these sites, were drawn to branded employer pages that advertised open positions and content broadcasted through blogs, microblogs and status updates.
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