Newsletters

Dissecting Workplace Drama

»Posted on Feb 21, 2018 in Civility, Newsletters, Performance | 0 comments

Drama in the workplace costs $350 billion per year in the United States according to Gallup research. Add it up; blaming, backstabbing, bullying and sabotage leading to absenteeism, turnover and negative company reputation. It is all non-productive work time! Workplace drama is not simply a diminishing force on productivity. It’s a lost opportunity to harness inevitable workplace conflict. Well-managed conflict at work results in improved solutions, innovation and enriched co-worker relationships. Managing conflict is a key leadership skill. Understanding the elements of workplace drama is critical to turning a potential drain on productivity into a positive outcome. Charlie Sheppard, author of Save Your Drama for Your Mama dissects drama and contrasts it with...

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Stop Judging

»Posted on Jan 24, 2018 in Performance, Retention | 0 comments

Employers can increase employee engagement by tying individual contributions to the company’s overall performance. Aligning people with purpose requires clarified expectations and a trusting relationship between the employee and supervisor. Traditional performance appraisals undermine this trust. Honest constructive feedback violates social norms according to the NeuroLeadership Institute. Feedback sounds like judging. Neither the giver nor the receiver is comfortable with judging. That is why people judge high, and judge nice. More than 400 large companies have removed ratings from their performance appraisal processes and have abandoned the traditional review of previous performance. There is a lot of convincing evidence that demonstrates how bad the...

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#MeToo

»Posted on Nov 27, 2017 in Civility, Mitigating Liability | 0 comments

More than a million people have shared their Twitter posts since Alyssa Milano encouraged survivors of sexual harassment and assault to publicly post their #MeToo status this past October. The last time sexual harassment came to the forefront was when Anita Hill spoke out about Clarence Thomas in 1991 at his televised Senate confirmation hearing.  Even though Thomas joined the Supreme Court; Hill’s testimony is credited for a dramatic increase in sexual harassment complaints with the EEOC. Companies should anticipate history to repeat. When a disaster hits the news, especially local news, employees should be reminded of the company’s position and plan. It makes employees feel safe and assured that the company is looking out for their ...

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The Lonely

»Posted on Oct 25, 2017 in Civility, Engagement | 0 comments

Vivek Murthy, M.D. identified loneliness as a serious health condition when he was the U.S. surgeon general. The human brain is wired to be social. Being social helped protect us from predators and increased our ability to get food. Because of that wiring, loneliness creates stress and stress can elevate the hormone cortisol and inflammation which leads to disease. Chronic stress also reduces pre-frontal cortex brain function that controls abstract thinking, emotional regulation and decision making. A number of variables may have caused the feeling of loneliness to double since the 1980s in America. Several factors have increased – the use of technology, living alone, telecommuting, independent contractors and population age which may...

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13% Increase in Productivity

»Posted on Sep 26, 2017 in Engagement, Performance | 0 comments

Stanford’s Graduate School of Business’ five-year study of nearly 24,000 workers and almost 2,000 bosses resulted in 6 million measurements to determine the impact of management on productivity. Each worker averaged four managers a year to determine the outcomes from a good manager contrasted with a poor manager.  The findings revealed a 13% increase in productivity when replacing a poor manager with a good manager. Being a good manager is complex, requiring several skillsets and perhaps most of all is self- awareness.  According to a recent Gallup poll, 75% of respondents reported experiencing abusive behavior at work sometime in their career; of people who quit their jobs, at least 50% quit because of their bosses; and 70% of ...

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