If you haven't been hearing AND thinking about burn-out, change fatigue, and employee engagement problems, I want to know where you work - and if you're hiring. ;)
For the rest of us, you've read the blogs, and the books. You've read the HBR and Forbes articles. You've probably also listened to the podcats and the speakers, and maybe even created your own content on how to engage people by adding super cool perks to your employee experience. Companies are spending billions of dollars collectively on employee perks, and engagement scores are still abysmal. What's the deal???
Traditional efforts at creating or nurturing engagement tend to focus on things like creating a slick modern workplace, or having free food, or the universal arms race for salaries, gym memberships, and so on. I'm not suggesting that those are necessarily bad. Obviously your people need to be able to pay their bills and have financial stability, access to good health care, etc. And if you've already implemented programs like this, taking them away can cause a really terrible rebound effect! Most of these programs, however well-intentioned, are aimed at the wrong things.
It can be completely DEmoralizing when real challenges are surfaced, and the response from leadership is to (seemingly) ignore the underlying problems and slap a superficial mood booster on things and hope people magically become Happy & Engaged™. Now you've got unhappy employees, and management that is frustrated and thinks their people are ungrateful jerks. That's a classic lose-lose situation, and that hamster wheel of misery is bound to take you to a bad place!
Instead of looking for the next nap pod/reflexology/whatever trend to make your workplace a happier, more productive place, pause and consider how you can incorporate more opportunities for showcasing results and building and supporting relationships at work. You can probably take existing programs and tweak them to make them actually meet these basic human needs, or you can craft new engagement initiatives with results and relationships at their core.For example, if you already have a gym on site, consider hosting group gym activities that foster time for the team to work together on solving challenges, like a modified ropes course or "Ninja Warrior" type activity that is a team effort. We know that surmounting adversity as a group is a classic way to build bonds between people, and social connections are a prime indicator of success - let's celebrate that and take advantage of our basic human desires to forge stronger working relationships.
Maybe you're already bringing in breakfast one day a week. Instead of just having a basket of fruit and muffins on the counter for people to snag on their way to their desks, plan a Thursday Breakfast Happy Hour - and maybe have your leadership team serving the juice and coffee! Instead of waiting for the end of the year awards ceremony, use these regular gatherings to celebrate small wins - Somebody solved a particularly vexxing challenge last week? Somebody hit a personal development goal? A project milestone completed that gets you that much closer to The Big Prize? There are so many opportunities for recognizing all the really great stuff your team is doing, and it helps balance the inevitable headaches and hiccups that are just part of things.
"But we're all so busy! Who has time for that?" This is actually such a counter-intuitive thing in our modern society, but the the Cult of Busy-ness is not only stealing the joy from our lives, it's actually making us less productive, and less likely to reach out if we have extra bandwidth, too! We need to realize that happiness at work is serious business, and by actively focusing on happiness at work, we remove many barriers to progress, innovation and performance.
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I need to build a career as a Class 1 Trucker in Canada.
i dont know how to drive a truck but i want to learn while i work. So it should be a sponsored one.
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Hate that the job searching and application process takes so long.
I'm fortunate to have a job but it's not a career role. I took the role to relocate but I'm finding that the position doesn't afford regular lunch hours to have interviews or provide the PTO I was offered when I accepted the role.
I know it's time to leave but I'm finding it so hard with events I need to run at night and teams during the day that I can't fully commit to job searching. I'm starting to feel that I made a mistake accepting this position but I needed the money. When I do get home, I spend time searching but roles have closed or already received the x number of applicants. I'd appreciate your advice. Is there anything I can do to combat this situation and I'm willing to put in the work.
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Hi new community!
Does anyone have any suggestions or guidance with breaking into a tech role with no experience? I'm currently taking courses through google and just wanted some other feedback if anyone else has gone down this path.
Thank you =)
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How to talk to HR about sexual harassment by a coworker?
Hi everyone! I just want to start by saying that I love my job. The work is steady, it keeps me busy, and the team I work with is great. In another department however, there is a man who has been working in that at the company forever and I am noticing some very disturbing behavior (as well as two of my male teammates). At first, it was just him standing way too close to me and trying to strike up very awkward conversations with me, but now it has evolved to him, staring at me, trying to poke his head around the corner to see if I am working while our shifts overlap, and I am told that might have even taken a picture of me while I was bending over to grab something on his work phone (I don’t have proof of this, but my male coworker and direct teammate said that this guy once showed him a picture inside of the manufacturing area where he works and he swears he can see me or another woman bending over to grab something clearly in the picture). All of this disturbed me enough to where I have made an appointment to talk with my HR representative at my company. I have not felt this disturbed or scared at a job ever. This feeling actually takes me back to the same fear I felt when I was 17 and was nearly raped and I desperately want it to stop. So my question to you is how should I begin the discussion with my HR representative when I meet with her about these events? Has anyone else ever gone through this and have some tips to share with me before my meeting? Thank you ladies so much in advance, I can’t wait to feel 100% comfortable at my job again.
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I received an offer letter on 9/25 for an overnight seasonal position for a large retailer.
I was told my 1st day and orientation would be 10/4/23 (shift started at 4am). Called today, 9/29, and finding out upon calling them, they'd done away with 4am and went to 10pm-630am. Do they have to honor some sort of offer for me? I said i'd do a 10-5 but they insist it needs to be the full shift. Any guidance would help.
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How do I handle a co-worker that is rude, mean, talks down to people, and just wont help when you have questions?
I have spoken to my direct manager, the director , and the HR. I have reported this a bullying and hostile environment.
There are 9 (including her) people in my team and 4 out of the 8 coworkers feel the same way and have made reports.
However the manager has yet to do anything. Other than looking for a new position, how do I handle this person? Shouldn't the HR be involved and do something?