Working from Home Not All It’s Cracked Up to Be

crowds Boy, what a luxury job to work from home in your pajamas every day! You never have to leave your house, deal with traffic, wasting gas, noisy coworkers, etc. You can operate just as easily as you can from your home as you do in the office – provided you work on computers for a living. It’s funny that many of us have dreamed of this kind of working situation as the ultimate working condition, but there’s a slight downside, and it’s called isolation. Most of us humans still need to be in contact with real people once in a while. If you are locked up in the house day in and day out, you’re bound to go a little stir crazy or get cabin fever, regardless of the weather. One of my colleagues who works from his home office in Michigan for the past 3 years, just recently announced his resignation, and only because he wanted to work in an office again with real human interaction. (He lives in Michigan so he needs to work there.) He reported to me that his wife comes home from work and wants to just sit down and relax, but he wants to get the heck out of the house. Continue Reading →

What to Do When You Can’t Go To Human Resources for Help

fire_breathing_dragon_by_sandara-d56vmyuSo, you say that your micro-managing boss is a fire-breathing dragon and on your back all day long? You feel like you’re being bullied and you’re this close to telling him or her off and quitting on the spot. But you’re not 16 anymore running back home to your folks announcing you just quit and will find another job next week. You’re much older now with a family to support, mortgage, kids in college, and bills up the ying-yang. Who loses when you walk off the job? Oh, sure, employers suffer having to rehire and spending a couple grand, but they will recuperate. You may not unless you are ultra-savvy in the job market and can snap up jobs quicker than Donald Trump can slip on another gold ring. The majority of us will suffer the consequences of such an irrational move as tempting as it is at the time.

So, walking off the job with a few choice adjectives mumbled under your breath is out of the question. Let’s go to human resources to air grievances! This is the logical and rational approach to getting issues resolved in a calm and democratic way. After all, isn’t that what the rule book advises? Most company handbooks will say similar things such as the following:

Right to Speak:

Every employee has the right and ability to raise issues of concern about the company or about the treatment of an employee confidentially, free from any fear of reprisal.

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Tip 3 – Develop Your People

Age should not be a factor

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Intro: This blog is written to further elaborate with my own views on the  “8 Tips to Engage Your Employees” booklet written by our experts.

Tip #3 from our new booklet, “8 tips to Engage Your Employees,” discusses developing people in order to achieve success as a manager. “Opportunities for growth and development are a key driver of employee engagement as well as organizational success.”

Just when you think you have all the experience you need to be successful in your career, you might find yourself needing more education and training. Ugh! The thought of going back to a classroom may be pretty daunting in your forties and fifties. I remember my father having to go to management school for 3 years while he was in his forties in mid-stream of his working career with the Northern Illinois Gas Company. My father had no formal education other than high school. The Gas Company cared enough about him to send him to college for management training. He forced himself to read book after book on management and writing assignments every night until he graduated. The hard work paid off. The education was a great boost to his career and eventually led him to a much better stipend and a company vehicle.

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FREE 8 Tips Booklet Going Fast!

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This little booklet speaks to managers and is chock-full of great tips and stats that we at TNS Employee Insights have compiled to illustrate the depth and importance of engaging employees.

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Or visit our website – www.tips.tnsei.com

Good Leadership Drives Employee Engagement

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I read a great “bloggicle” (blog-article) written by Justin Locke which posted today, May 21, 2014. It’s entitled, “The Flip Side of Employee Engagement.” The title tells me a lot already and then after reading it, learned just how vital leadership’s role is.

You can have plenty of engaged employees but if management cannot or will not foster a healthy work environment in order for engagement to thrive, you will soon have a toxic environment that can lead to exiting employees.

Yes, good leadership drives employee engagement, and as Locke puts it, “…’engagement’ is no longer a nice thing to have, it is now essential to your bottom line.” To that end, wouldn’t it be wise to train managers to acquire more people skills? Nowadays, many managers not only have to manage their people, but they too, are doing the work alongside them. Do they have time to work on people skills? Perhaps they should make the time. Even having a manager’s forum or meeting once a month to discuss issues with HR or the organization’s top leaders could provide them with the soft skills required to invoke employee engagement.

Defining Aspects of Employee Engagement

Fotomontaggio3I come to work every day, I’m on time, I do my work to the best of my abilities, and I’m pleasant to the people I work with. Am I engaged enough?

Sometimes outward appearances don’t always mean an employee is fully engaged in the workplace. I’m not convinced that employee engagement is linked directly to performance, though you would think the proof is in the pudding after a thorough, performance review.

I’ve seen many an employee crank out awesome work, on time, polished, and above all, satisfying a supervisor’s request. You would think that outstanding employees would be 100% engaged. Not necessarily true.

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Experienced Gens Lead by Example

We are NOT all equal

gens shaking handsHere’s a thought for the older generations in the workplace today, and I refer to mostly Veterans and Baby Boomers: You are NOT equal to your millennial and Gen-Xer coworkers. It is my contention that when it comes to experience on-the-job, or just life experience in general, one cannot deny that “we should know better” so to speak when it comes to certain matters at work. Therefore, it is up to us to be the mature leaders that our younger counterparts will want to look up to. You do not have to be a manager or VP to be this kind of leader. Simply by virtue of your age, you are automatically a leader. HOWEVER, WE OLDER GENS LEAD BY EXAMPLE.

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Consistently Being Late for Work Says Something Other Than Waking Up Late

FNF-Dagwood1So, it’s Monday morning and that danged alarm clock seems louder than ever as it blasts off at 7:00 AM. You look over at the clock to make sure you actually see if it hasn’t somehow mysteriously gone off an hour earlier. Not a chance. The radio DJ reminds you of the correct time every 10 seconds, so that was wishful thinking.

As you roll out of bed and begin your morning ablutions, you may even wonder what it would be like to call in and take a vacation day. Nah! That’s lame. Slowly but surely you start to wake up…especially after taking an invigorating shower, and perhaps a cup of Joe.

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I Didn’t Know I Didn’t Like You!

workplace-bullyingI am tired of admitting it, but yes, I’m sensitive. After thinking about it some more, I think I’m pretty normal though. I’m kinesthetic and that’s a good thing in my opinion. Sometimes, I’m surprised I let slide by a lot of what people say and do. However, sometimes I reach a plateau and say, “Hey, I’m not taking that ___ anymore.” So what’s going on?

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