Savvy owners and managers quickly identify any workplace issue(s) with their employee(s) without the employee having to bring the issue to their attention. Unhappy employees cost businesses $450 to $550 billions of dollars in lost productivity each year. According to statistics, 70% of American workers are dissatisfied with their jobs. Hi, If you enjoyed my blog, I invite you to return for more posts. I receive customer referral fees from companies mentioned on this blog or website. Thanks Bobbi
Businesses large, small and family owned should implement a ‘Workplace
Violence Policy’ and a ‘Defensive Program.’ Then execute regular training for all
employees in how to protect one’s self if violence occurs in the workplace.
Have a staff meeting with all employees after the work day.
Send out a notification stating the meeting is on a certain date and it is
mandatory.
Begin with the four (4) broad categories:
Type 1. Violent Acts by Criminals. Criminals
who selected a workplace without any connection with employees---only to rob. This is about 80% of workplace homicides, because the criminal has a weapon,
in most cases a gun and in all probability will either kill or hurt someone.
This category of violence spotlights
on certain work-related groups.
a.) Taxi Drivers---the job with maximum risk of
being murdered.
b.) Late Night Retail
c.) Fast Foods Delivery Drivers
d.) Gas Station Clerks
e.) Other
Night Workers---located in remote or unsafe neighborhoods.
f.) workers who made
the nightly deposits or carry cash.
Type 2. Violence Focused at Employees. By customers, clients, patients,
students, prisoners or others who receives services on the premises or
in-the-home.This category of violence
spotlights workers who are performing their duties like: Police officers,
security guards, correctional officers, mental health worker. When an Irate
customer not receiving or obtaining services and/or the quality of service,
becomes violent.
But sadly the
employees who experience the highest rate of violence of the Type 2 are
health-care
workers---nurses particularly, doctors, nurses, aides in
dealing with psychiatric patients;
emergency medical teams; and hospital employees working in admissions, E.R.’s
and crisis or critical units.
·
Type 3. Violence against Co-Workers, Supervisor, or
managers. By a present or past employee.
Type 4. Violence Committed in the Workplace by
Non-employees. Violence by domestic abusers or any personal relations.
Type 3 and Type 4 violence are as just as serious as any other violence
committed against a person. The only difference in Type 3 and Type 4 is one may
receive warning signs when it is from an employee or someone close to the
employee, therefore the owner/manager will see or be notified by another
employee of the current issues another employee is experiencing. Therefore,
preventive measures are taken to protect the other employees.
Employers
are legally and morally obligated to uphold a workplace environment
free from threats and violence. If an employer thinks it will not happen in his
business then he is not acting responsibly; and is putting his employees in
jeopardy.
Employees
Do your Due Diligence by speaking to your employer about workplace
violence if a program it not currently mandated in your workplace. In meetings everyone should understand to work together as a unit for everyone’s safety and
protection. And, that means if any co-worker is dealing with: ·stalking, ·spousal abuse, ·divorce, ·bad relationship break-up, ·involved in a lawsuit, ·uninvited attention from anyone ·threats
Any issues
that could and would affect an employee and other co-workers are brought up in
the meeting(s). Don’t be afraid to bring anything up that is a concern---and
let your employer know about it, even if it pertains to someone else. No one is
to leave the meeting---without speaking out about any issues---no matter how
small they might seem. It is the smallest incident that sometimes becomes the
deadliest.
Telecommuting is prospering in America as the new working
trend of being disconnected from the physical office space to one being able to
work at home.
Therefore, a huge savings in money for smaller office space for
businesses, plus many other savings by letting the employees telecommute.
And, a
huge savings for the employees on transportation, clothes, and lower insurance
rates are possible since one is not driving to work. Savvy Companies are frugal
that uses employees as Telecommuters.
Employees, who work from home, stay connected by their computers with video---live-stream
when a staff meeting is necessary, or a conference call or memo from the boss
is necessary. We are living in a world of high technology with Skype and VolP
calls sent through one’s computer---so the savvy bosses will use it to
communicate with employees who work at home.
Many companies believe if the employees are not under their
care, custody and control that productivity will disappear.
And, this outdated
way of thinking lacks trust, and without trust in your employees you will be
the loser. It is just the opposite for many home workers, they experience less
stress without the long commute to work, because many drive an hour or more to
work and then home again.
Telecommuters are more productive and have higher
retention rates in many cases than the in-office workers.
Less stress means
one’s mind is more creative, focused without the distractions of office
conflicts and office-politics.
Yes, it is time the American Businesses reevaluate their
costs of: office space, electric, insurance, cleaning services, office
equipment, phone bills, and etc. And come into the 21st Century to
explore all the avenues of the future and how they can reinvest their saving by
their employees telecommuting.
Just think a boss from his office can operate a business
with the correct technology and save at the same time. There are so many companies
that do not need in-office employees who are office workers, data entry workers,
receptionist, answering service centers, computer programmers, customer service
reps., insurance, medical clerks, and the list goes on.
Large Companies that are hesitating about telecommuting can
start with a small group; and then create a plan to expand.
It is only good
business sense to a larger profit by being frugal and saving the company and the employees money.
Professional career minded employees do not date their
co-workers in small offices, or small companies. Most small businesses are
privately owned and located in small towns to large cities. So the location and
numbers of employees varies depending also on what type of company.
In large businesses with many floors one might speculate the
risk is better. And what do I mean by risk---exactly that---one faces many perils
in dating a co-worker in a small business environment. So, given more space
between their workplace areas on different floors is better for both.
Never date
your Boss; this is a big taboo---it is like jumping off a career cliff---one
might land in the unemployment line. And, this means in a small or large
business in small town or big city---it is a bad idea.
This is your
decision of course and I am not one who will stand in the way of true love,
however, I can share with you my knowledge and experience of what happens in
small and large companies on this subject.
We will for
the sake of anonymity name this person Helen. Helen’s resume’ showed her as a
very skilled legal secretary and she spoke four languages. A head hunter hired Helen from another firm to
work in a larger one. Her immediate Boss and his wife had separated, which was
something Helen did not know and did not seem to want to know anything personal
about anyone in the legal corporation.
Being new
some of the women invited her out after work for a drink to find out as much
about her as possible. They were not labeled as the office gossips; but it
never hurt to know your competition in business. Especially, since she was
working for a very handsome attorney who was a full partner in the firm.
Helen was a
very attractive career minded person and was one who never gossiped or share
much about herself. Then as the weeks flew by Helen was working late with her
Boss almost every night. Well, if that was not enough for the office gossip,
Helen accepted a few dates on several weekends with an attorney from her old
firm.
We will call
him Jake, and to prove the truth is more twisted sometimes than fiction. Jake
was good friends with Helen’s Boss’ wife---they grew up in the same
neighborhood. Well, we know how people talk sometimes who wants to brag a
little. It seems he was bragging to Helen’s Boss’ wife about her husband’s
beautiful legal secretary---however, he did not add he was dating Helen.
Long story
short---Helen’s Boss and his wife went back together and his wife insisted that
her husband get another secretary. So Helen was temporarily out of a job, but
she obtained a good reference from her Boss who let his wife dictate to him
about whom should work for him.
So, all of
Helen’s dedication at the firm did not matter now, because her Boss terminated
her and it was not her fault. She had worked less than 90 days. Helen got to
the bottom of what happened and obtained her own attorney and sued for
everything she lost in her future benefits and stock options, since she signed
a contract for a year. This taught her a lesson in savvy dating even in the
same field as one’s Boss, because the results proved the same as dating in a
small office.
I share this
with all the career women who might not stop and survey the lay of the
land---this is very important to know where you stand and to look ahead for any
issues. Make sure you protect yourself as well as your career when dealing with
small and larger businesses. And, never gossip with anyone---walk a straight
line to secure the least amount of work related issues.
If one is contemplating
dating a co-worker first make sure it is not against the company rules. Check
the “Employee’s Handbook” and then check with Human-Resources. Dating at work is a big issue one needs to to really think about all the positives and negatives before making the decision. After doing your
due-diligence and feeling comfortable about it---I wish you the very best.
Why experienced loyal employees are quitting their jobs?
Millions of Americans remain unemployed and yet
approximately two million Americans quit their jobs each year. While over 32%
that are working are pursuing other jobs. What is going on? Could it be appalling bosses and poor management? It is true appalling bosses are costing owners millions.
People are quitting their jobs because of bad bosses or
supervisors and poor management. It makes one wonder about what decade this
start in? When will companies wake-up to the fact their managers and supervisors
should always act professional in all business affairs. This means certified, well-trained
with proven skills and experience. And, know how to treat all employees equal,
fair, and with respect.
Appalling Bosses (Managers and Supervisors)
The trouble begins when dedicated employees become mistreated for
various reasons, the boss is having a bad day, he or she is having marriage
problems or etc. He or she raises his/her voice and/or tells an employee: “Not
now, I do not have time to talk to you today.” And, this is after informing the
employee: “My door is always open, so there is no reason I cannot be informed
of issues right away.”
Or, a promised raise that never comes, or if the deserving
employee asks for a raise and the boss rudely responds: I would love to give
everyone a raise, but it is not possible. The employee did not ask for a raise
for everyone, just for him/her. What an unprofessional way to handle a key
employee. And this happens all the time by uncaring bosses who do not even try
to give this person more money.
A manager or supervisor who walks around the office finding
fault and embarrasses the employees, talks in a loud and demeaning voice and
slams things around is an unspeakable person to work for or with.
Promises made in staff meetings-- but are never carried
through---by the manager or supervisor. A person whose word is not their bond,
and soon no one believes them---the boss becomes a bad joke that is not funny
when the employees bear the stress from it all.
What the Employee Does Next
What happens next is this loyal employee updates his/her
resume’ and starts job searching, and gets snapped up right away. Word in the
business world gets around about the brilliant and dedicated employee who’s
dissatisfied with their present job; and headhunters are watching out for them,
as they have feelers out with people who will report to them.
This happens more often than people think, and working with
a self-centered boss who sprouts platitudes just because it sounds great in the
staff meeting is a weekly affair. Employees make fun and talk about their boss,
but that does not solve the issue.
Millions of dollars are lost because of large turnovers in
companies, the new employees need training, but even skilled ones cannot
productively replace ones that worked there for years. So, why isn’t this issue
nipped in the bud, because the actual owners hear a different story from the managers
or supervisors, which is not always the truth.
Owners Responsibilities--- (The Buck Stops Here!)
This leaves the Owner/CEO/President of the company scratching
his/her head and feeling powerless. However, to save millions, keep experienced
employee, with little turnover, save money on training new people; the owner
needs to show up in his/her business when unexpected and conduct his/her own staff meeting.
The business belongs to the owner, therefore, one’s livelihood,
it’s their right to inform all the employee of the issues costing the company
money, and if any employee needs to speak to their immediate boss and cannot do
so, then give them the number to call after work.
And, let them know you are
serious about this---and if anyone else puts in their resignation; leave
instruction to send it directly to you--- the owner. However, before it gets to
this point---call this number after work and we will talk. I will not let my
experienced employees walk out the door because of a bad boss or poor
management.
Be a hands on owner---and it does not mean every day, but
made surprise visits without notice to the managers and supervisors. Show up
and visit while the weekly staff meeting is being held. It is sad that when
someone’s paid a great salary to conduct and perform as a manager for the
owner---they do a dreadful job.
Over 25 states have in place an “Abusive
Workplace Environment Act” waiting approval for making a bill. But will the bill protect the employee in the
private sector? It appears it will protect the state government agencies,
counties, and employees paid by the state governments. Awareness of the issue
is important and employers should remember bullying in workplace holds employers
liable.
Where does that leave the other
employees of America? It is the employer’s place to support a secure
and safe environment for his employees and if he does not then, he is liable.
Why hasn’t it become a federal law?
One reason is business lobbyist who influences our government leaders; do not want laws that would hurt the business which pays the lobbyists. And, Congress believes it would give
workers a field day of suing for the least little action. Since they do not
face bullying in their workplace it is not important to them to help the
American workers.
How long should the workforce
wait for protection from workplace bullying? Fifty (50) percent of adult workers
have personally experienced bullying or witnessed workplace abuse. So let’s put it in the hands of the
employers where it belongs.
Employers should have in their
policies and procedures that workplace bullying is nottolerated.
And, to educate employees about bullying. An employer should have
workplace workshops to tell all employees. And, if an employee sees or told about any
bullying happening in the business; then the ones who kept quiet about the
bullying would be held accountable as well.
Bullying is damaging to the employer as well as the
employee and is not tolerated in any form whatsoever. The employer should
educate the employees with meetings and hand out the addendum(s) added to their
policies and procedures section of the “Employee Handbook.”
If an employer disregards a complaint
from an employee and does nothing about it; let me suggest get
legal advice. Because of the economy employees cannot secure another
job as easily as before; because for
every job openings there are many people who apply for one job.
Bullying in the workplace is more prevalent
than anyone first thought and it can cause serious health damages, from
mistreatment, verbal abuse or threatening conduct to the employee singled out; will have negative effects such as:
Absenteeism and low output
Anxiety
Depression
Digestive issues
High blood pressure
Insomnia
Lowered self-esteem and depression
migraines
Non-productive at work
Personal problems outside of work can form
Post-traumatic stress disorder
Stress
Trouble with relationships due to stress over work
Employees should always
document and keep notes with dates, times and name of the offender, and
any witness to it. Be meticulouslyproficient in obtaining proof as you may need it for your
attorney if the employer does nothing about it.
Keep you notebook at home so it cannot
be taken out of your desk or from your locker. Make sure that you are the target for the bullying and that it is not happening to more than you.
However, if you are part of a group being bullied then, there is a thin line between
bullying and harassment; this would be for your legal adviser to decide.
Employers should know that:
·
Intimidation, Mistreatment, Oppression, Harassment, Victimization, Maltreatment, Discrimination, Singling Out an individual, Terrorizing, and Persecuting.
The above are different types
of bullying in the workplace. So be a savvy boss and take care
of your workers and do not tolerate bullying in any form. One large lawsuit can reduce
the business' liquid assets or close the business completely. Be aware that the
employer, the company and the bullying employee can and will usually be
sued by the victim.
Nip the bullying in the bud with education to all employees,--- put it in your policies and procedures section of the Employee Handbook and
check the employees quietly to see what is going on in the workplace. You are the one responsible for your
employees; so act like it by doing your due-diligence and making a positive work
environment, which will equal a productive and successful business. And, it is important to remember that bullying in workplace holds employers liable.
Is there gossip in the workplace about the future possibility of company downsizing? And that it will happen soon? Has your manager given any indication in your recent staff meeting that it will happen?
Never assume that some will escape the axe of economization. Always prepare for what life may throw at you. Never feel badly when or if this happens. Remember what our mothers told us: "When a door closes, a window opens." This will be a new start if it happens to you.
Do not sit on your hands and hope for the best.Be realistic and ask yourself, "Do I want to stay any longer with a company that is having issues?"
Do I want to wait until they file bankruptcy? Or do I want to prepare and plan ahead by setting up interviews? Are you going to look out for number one? If you do, you will be ahead of the game.
If you live in a city, then you are able to do research to learn what companies are hiring. Self-interest is when you self-market to your friends to find out if their company is hiring after you research their stability. Also, register with employment agencies to get additional assistance with job searching.
Do not let the economy stop you from taking care of business. There are always issues in life; rise above them. Be your own best friend and promote yourself by networking.
If your present employer becomes aware of your endeavor and asks you about it, be honest and ask if they would prepare a written reference for you on company letterhead. that you will give two weeks’ notice before leaving if that is acceptable with them. If you are working for professional employers, they will understand, and some might even appreciate the fact that more employees are securing their own future. It will mean fewer employees they have to lay off.
However, if the worst-case scenario happens and they become upset and tell you that you are fired, then you will get severance pay and you can go straight to the unemployment office and register for unemployment. Most people get jobs before they receive unemployment benefits, at least that has been the experience of the people I know. Then you will be glad you prepared ahead of time. But if it takes a while, do not be ashamed of receiving unemployment while you look for a job.
And remember, there's no shame in being laid off, downsized, or even terminated. Some of the most famous people in the world have seen a pink slip or two in their lives. The disgrace is not thinking ahead and being prepared. Always be the master of your own plans; do not let others surprise you in life, as some employers and businesses like to keep secrets of financial issues until the bitter end.
Mark Cuban, who worked at a computer store, is now a billionaire, and this one will astonish you. Walt Disney was fired by an editor who said he lacked imagination and did not have good ideas. See what happened they went on to bigger and better things. These are just two of so many who have traveled down the road of unemployment. When a door closes, opportunity often knocks. Will you be ready to answer it?
The way I see it, the only disgrace in life is doing nothing. And there are people in our world who do nothing every day because they lack ambition, and to me, they are just living a plain slothful existence. not the kind of life for someone who wants the best for themselves and their family.
Always be positive and professional in every situation life gives you. I remember my Daddy's advice: A man or woman worth having is one who can smile when everything goes dead wrong.
Harassment and Discrimination in the Workplace Environment:
When I hear or read about an employee who had to leave their place of employment because of office harassment or discrimination, it infuriates me. I want to know: What was the manager or owner doing at this time? Why wasn’t the manager or owner doing their job?
If managers or owners do not know their employees or what is happening in the office, then, I say, you are not doing your job. You have the legal responsibility of maintaining a workplace free of discrimination and harassment.
Managers and owners are responsible for securing a safe and pleasant workplace environment. If they are not monitoring the flow of the work and how well the employees communicate with each other, Then they are leaving the lawsuit door open for the employee(s) who might bring a lawsuit against the manager/owner and the company. One large lawsuit can close a company down and damage the lives of the other employees, who are completely innocent of any wrongdoing.
If you are the owner of a company that has hired a manager to operate your business, then I presume you are monitoring the manager and your business with surprise visits. In these visits, walk around the office alone and watch the employees perform their duties. Then notice the ones grouped together at lunch time, and then look for one or maybe two employees who are eating alone.
If you are a savvy owner, you will wait until lunch time is over and then talk with the one or two employees who are not lunching with the group. You may find out that an issue needs to be addressed, or you may find out they like to talk alone at lunch, so no issues there.
Then talk to the manager and see what she or he says about the employees and if he or she does not know about the two groups at lunch. Then something else might be transpiring in the office, like harassment or discrimination. If the manager makes up excuses and gives argumentative answers, then you might need to protect your business by getting a manager that has your concerns and your back.
Managers are legal trustees who are entrusted to control property or act on behalf of and for the benefit of another, like the owner in this case. When an owner hires a manager, it should be done in a professional manner by checking references, background checks, and drug screening.
Make sure you ask in the references if there are any issues you should be made aware of that might affect your business. Because the manager you hire will have in their care, custody, and control all your employees and business.
In the interview with the applicant for manager, cover all the areas that might result in discrimination or harassment in hiring, firing, salary, or promotions centered on:
Age: Discrimination is prohibited for ages 40 and over but does not address the age of anyone under 40.
Disabilities
Gender
Pregnancy
Race, color, ethnicity, and national origin
Religion
Immigration Status: Make sure the manager knows that it is illegal to hire someone because of their accent or being from a foreign country if they qualify for the position. Managers should know what legal documents to ask for and verify the applicant can work in the USA.
Make sure the I-9s are filled out properly and the correct documents are examined before the witness signs the I-9 as someone who represents your company. Everyone in the office should know all the rules and regulations for this form.
A pleasant working environment is what makes an office, business, or corporation more productive. Therefore, the company’s assets will increase daily.
Have the manager give monthly training in staff meetings on all aspects of workplace harassment and discrimination. And have worksheets for each employee to complete and turn in at the next meeting with any questions that might need clarification.
As the owner, you should attend the meetings and read the questions submitted. Then ask the manager how she or he handled the answers and if the employees accept it as understanding.
This training will take a while, but it will be worth it for your employees and business. After the training is completed, have each employee sign a form stating they completed the course; give them a copy of the form and put the other one in their file.
If any issue arises in reference to an employee harassing or discriminating against another employee, just pull out the form he or she signed and ask them to tell you their side of the issue. Of course, all managers and owners know to always have a witness in the office while talking to an employee to keep it legal and protect themselves and the business.
Tell them under no certain terms they will not remain in your employment if this ever happens again. This is a violation against everyone in the company. Then have them sign a form stating exactly what just occurred. And what will happen if their actions happen again'
Then talk to the employee who was the object of harassment or discrimination and let them know the issue has been dealt with, but feel free to report anything else that occurs.
Any business owner knows the strength of a successful business is a pleasant workplace environment. So make sure you are in control and stop the harassment and discrimination in the workplace.
We all know that when a group of people are working together, there will be one or two who disagree.
If this is not handled in a professional manner between the two employees, then the manager/owner is needed to resolve the issue.
When this occurs, it is the manager's or owner’s duty to nip it in the bud quickly so the employees can get back to work. And don’t fool yourself—the employees are not affected by someone else’s issues.
As a professional who has worked with different types of personalities, I can tell you that I am forever shocked that one adult cannot relate to another to explain their differences or concerns.
Some act in such an unprofessional manner that I am embarrassed for them, and I always wonder why these adult employees are not more professional.
I once worked in an office where two employees who had a conflict with each other went outside in the parking lot and screamed and shouted at each other. Finally, the owner/manager went outside to break it up.
To me, this is such low-class behavior—in other words, vulgar and crude—that it is not in my professional zone. I would not tolerate such behavior—I would have fired them both as they had previously made several trips into the office to be reprimanded before this happened.
When hiring employees, make sure as a manager or owner it is emphasized that employees are here to be productive.and there should be no reason everyone cannot manage to work well together.
If there is an issue, then the new hire should be advised to contact the manager or owner, whoever is in charge, to take care of the issue in a professional manner.
Let everyone know this type of behavior will not be tolerated at any level. Everyone needs to act professionally in a professional environment. They are employed to work and do their assigned duties; nothing else is relevant.
It is the manager's or owner's responsibility to maintain a professional and pleasant workplace for the employees. If after talking to someone several times, you make notes of all the conversation, have a witness in the office while talking to the employee to protect yourself legally, and let them know they have created an unpleasant workplace by causing conflict,
Tell them one more time, and they will be fired; no talking will be necessary; this is a business, and everyone is expected to act in a professional manner.
A good manager or owner will not tolerate one person causing a lot of stress throughout the office. Have this person sign a reprimand form that states the subject discussed and, if it happens again, what measures will be taken.
Don’t fool yourself as the manager or owner into thinking that your employees are not talking about this--some may even be updating their resumes to look for a more professional working environment. If this is not handled correctly, you might be interviewing in the near future to fill the positions of those who are leaving this unpleasant workplace.
Employees have a right to work in a friendly office ambiance; just dealing with outside life is stressful enough for people these days; the office should be a safe and pleasant workplace.
Most all employees have worked with an abstruse boss who is difficult to understand. When you were hired, it was not in your "Employee Handbook," if you were lucky enough to have one. And nowhere was it printed that you would not only perform your duties but learn to work under a difficult boss.
I have worked under a few diverse bosses, however, one of my favorites was the principal of the elementary school where I taught phonics and reading skills. She was a joy to behold and an angel to everyone, but when she spoke in meetings, everyone listened and went by her rules. She was very much loved by everyone.
And then there was the other kind, who was inconsistent, a queen of procrastinators, never on time to work, and had her favorites in the office. And to give an example of this:
In a staff meeting, she stated that no one could have any off days or vacations in the month of June. And of course, most of the employees took this as a new rule to live by in the office. However, an employee got a vacation for two weeks in June, and who was it? One of her favorites.
Now since June was the only month my husband could take a vacation, we had to cancel our plans, and I worked while he stayed at home on his vacation and went fishing. Did I say anything? The next staff meeting, when this was brought up again, I voiced my concerns in a professional manner. This rule was never applied again.
I say speak your mind—it can be done at the right time, even if you have to wait a year to do it. But I have to be honest here—I always spoke up when I did not agree with her on any issues where I knew she was wrong or it could not be done and it affected the particulars of my job.
I always look for something to like in everyone, and even she had her good moments. As she owned the company where I worked, I always expected more from an owner/manager than she gave to all employees. But I did not walk in her shoes—nor would I want to—as I have seen times when she was stressed out. And at the same time, she did not mind stressing us out over various company changes that were made in an unprofessional manner, but not on her part. But we all had to deal with it for the company, and I was happy to help anyway.
I had a huge job, and my duties took every minute of the workday to complete, and most of the time I did not know what was happening in the office—but the girls kept me informed. We always joked that staff meetings were useless—the rules she made in the meetings were broken before we got back to our offices.
So, everyone can learn to appreciate a good boss when they have one and to work around a difficult one as well. People came and went in her business, and I outlasted most as I loved the work I was doing in communicating with people and helping them.
One day I decided I was tired of it all, and I resigned with great pleasure. However, I did care for the people in the office, and I missed them for a long time.
Always look for the good in everyone—and then work with that as a life lesson. We cannot make and mold humans to be the perfect people to be around, but we can grow as a person and learn to deal with what is dispensed to us in life, whether it be issues or people. It always needs attention—the employee issues in the workplace.
If you have never encountered nepotism in your career, then you are very fortunate. Nepotism is sometimes a two-way street, especially with relatives who are very dedicated workers and do not expect any favors, just the opportunity to work and be a team player.
And then there are the relatives from another planet—those who never get to work on time, take days off whenever they please, are not team players, and think they can goof off all day and do very little work. relatives who visit and talk to friends on the phone excessively. Or friends that just happened to drop by in a very busy office where others are doing 110% to get their job completed.
If the owner or manager thinks this is going unnoticed, think again. Everyone is either thinking about it or gossiping about it. Which means that not only is the lazy relative getting paid to do very little or nothing, but now the employees are taking time to gossip about it.
I know this really makes the hard-working employees feel exasperated, and many who get disillusioned with the working environment of nepotism go to other jobs. And many update their resumes and start looking for a better place to work.
Now, if you like what you are doing in this workplace, here is my suggestion to you:
Keep your mind on your own work and let others gossip if they feel the need. Remember, what you say can be twisted around and carried to the very person everyone is gossiping about. Keep your thoughts to yourself—do not share your opinion(s) with anyone other than fellow employees.
You are still getting paid for what you do. And do not think the owner or manager is not watching what each employee is doing. Stay in your office, area, or wherever you work and do your job.
One might think they know the reason a relative was hired, but I can assure anyone that you probably do not know. You will never know the real reason.
4.It is none of your business. Do not get involved in office politics or not socialize with the office gossip..
Be pleasant and converse with fellow workers, but do not share your opinion and do not stay around people who are gossiping.
Your purpose for this job is to be paid for the duties you are responsible for executing. That and only that—this is not high school, so you do not have to fit in with every group.
Be happy each morning to go to work. Only worry about yourself and your job. Everyone else can do the same or not—you do not worry about what anyone else is doing, nor should you feel the need to share why you are not gossiping.
To maintain and keep the office in productive mode, it takes a savvy employer or owner. All employers and owners should be aware of employee issues in the workplace.