Employee engagement has been a hot topic in HR world-wide for the past few years. Employers across the globe are trying to figure out how to get and keep their employees engaged. For the most part engaged employees are happy employees. Engaged employees stay at their jobs longer than disengaged employees and engaged employees provide an emotionally stable work environment.
While upper management and HR are trying to figure out how to get and keep their employees engaged, employees continue to focus on obtaining a work-life balance. Many HR professionals believe providing a work-life balance for employees will facilitate engagement (I’m one of them). In the past few years I have read only a few articles and participated in a limited number of conversations that focused on making sure employees did have a work-life balance.
If upper management and HR truly want what’s best for their employees they would recommend employees go home on time. Gemma Dale is an HR professional that resides in London, in her blog post Go Home On Time she provides a good case why employees should “go home on time”. Upper management and HR professionals should seriously consider Gemma’s suggestion. As an employee of any organization you’ll agree that Gemma’s assessment is accurate.
The HR field exists for a reason. Let us do our job. One of our specialties is recruiting. When you take HR duties and give them to someone else chaos or least inefficiency ensues.
Looking for perfection in an imperfect world sounds challenging if not impossible. I know someone that is experiencing not being perfect. Since there is no perfect person employers need to take advantage of the transferable skills applicants come with. I was sharing with this person that employers are lazy. They don’t want to take the time to study a resume. The laziness of employers leads to the frustration of job seekers.
What price perfect?
A mark of the modern employment market is the seeming inability to find skilled, competent employees. Companies continually complain about the lack of fundamental skills in recent graduates while government clamors for increased STEM education.
But this mistates the situation.
Even as communities continue to recover from massive outsourcing and the worst economic downturn since the Great Depression the truth about the job market is less complex and therefore even more shocking.
Companies are looking for perfect.
Somewhere along the way with the HR function fully complicit we lost sight of hiring people to do a job and started to think about hiring brand extensions. We started to look for people without any blemish professionally or interpersonally and turned hiring into a lottery as opposed to a competitive process.
The job market still functions at the extremes. For people with no absolute skill there are minimum…
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A few weeks ago I attended ASTD’s International Conference and Expo #ASTD2014. After spending a couple of days with other T&D professionals, it reminded me why I’m passionate about T&D. As with any conference, you leave rejuvenated and excited ready to go back and apply what you learned. However, this year’s conference gave me another level of appreciation for my T&D colleagues. Listening to some of the difficulties other T&D professionals are having with management or clients made me feel normal. It was comforting to know that other people are having similar problems.
Some of their stories were so intense I wanted to hug some of my colleagues. The issues they were dealing with weighed on them so heavily they almost burst into tears. I also wanted to hug my colleagues (weather presenters or attendees) that provided solutions to the problems others were having. Watching people sympathize, empathize and provide solutions to other professionals was heart-warming.
As HR professionals (regardless of discipline), we are always talking about management providing recognition to employees. Why not look across the aisle at the person who is doing the same thing you’re doing and say, “Thank You”? Thank you for being so passionate about our profession. Thank you for sharing your experiences, I learned a lot from you. Thank you for the taking time to encourage me. Thank you for sharing your wealth of knowledge with me
We blog and tweet because we’re passionate about our profession. Every Friday, Christopher Demers does his weekly Best Blogs. Christopher highlights other bloggers because he appreciates the good information they provide other HR professionals. In the vein of appreciating other professionals there are several people I’d to thank; Halelly Azulay @HalellyAzulay, Dan Steer @dan_steer, Rory C. Trotter @SomethingDifferentHR, and Christopher Demers @ChristopherinHR. Thank you for spending time with me! Thank you for putting out good content for your colleagues.
I appreciate what you do for our profession. Keep up the good work and keep putting good information out there for the rest of us! Your labor for our profession is not in vain!
If you want to know other ways you can demonstrate appreciation for your colleagues, you can contact me at firstname.lastname@example.org and http://www.linkedin.com/pub/cornell-jenkins/11/476/897/
Who needs supervision more employees or children? Children between the ages of one and ten need a babysitter. Due to the lack of boundaries in the workplace managers view themselves as babysitters.
Just like children, employees are a product of their environment. In 2014 what type of environment are managers creating for their employees? When I was in the eighth grade every day in my algebra class was a circus. My teacher didn’t have control of the class. Her lack of control allowed me to sleep 2-3 days a week.
If managers don’t set expectations for their employees’ performance and behavior the employees will do whatever comes to mind. Regardless of age people need boundaries. Setting boundaries is the only way to properly govern the performance and behavior of employees.
Managers, if you need to treat your employees like children then by all means act accordingly. I had a supervisor that said I have no problem treating you all like children. My supervisor set expectations for her employees’ performance and behavior. She constantly communicated those expectations. The repetitiveness of her expectations made it difficult to forget how you were expected to conduct yourself. Managers what message are you communicating to your employees? Are you communicating expectations or mayhem?
Managers have the responsibility to create an environment in which employees can grow professionally. Mayhem creates an unhealthy work environment which produces sub-par performance. A healthy work environment allows employees to reach their potential.
A healthy work environment has boundaries that govern the actions and performance of its employees. People need boundaries and without them mayhem ensues.
If you want to create a healthy work environment I can be reached at: