Come Monday, if your employees are looking at you a little funny, maybe they just saw the new movie “Horrible Bosses,” which opens this weekend. Most employees already know if they have a horrible boss. Nearly half (46%) of U.S. employees say they’ve worked for an “unreasonable manager.” One main reason people hate their boss is trust or, more accurately, lack of it. Here are six ways managers can work to earn back the trust from their employees …
With unemployment still hovering above 9%, too many managers approach their employees with the attitude—whether through words or actions or both—that employees should feel lucky to even have a job. While that may be true, it’s a horrible baseline to start a manager/employee relationship.
Many professions, including Human Resources, require continuing education to keep employees up-to-date on the latest workplace rules and rulings as well as the most effective HR strategies. With HRCI-approved audio recordings, professionals can work toward recertification at their convenience—from home, while commuting or, yes, even while walking the dog via MP3 or CD player. (Although juggling the plastic bag and pooper-scooper could make it difficult to take notes!)
Among the carnage in the streets of Vancouver after last week’s Stanley Cup playoff loss comes the story of people who were victims of their own social media stupidity. Exhibit A …
Even as the public continues to wonder: “What was he thinking?!” It is clear that former U.S. Rep. Anthony Weiner has plenty of company in making social media mistakes (including a flight attendant, IBM employee, job applicant and a crime reporter, to name a few). As more workplaces are dealing with embarrassing—and legally risky—online behaviors, Business Management Daily new webinar provides answers to employers and HR departments on how they can protect themselves from social media mistakes, misjudgments and legal risks.
Résumés with common names are more likely to receive callbacks than those with Russian and African American names, according to a study published in the Journal of Managerial Psychology. And a Canadian study using 6,000 dummy résumés yielded similar results for “English-sounding” names versus Pakistani and Chinese names. Although no specific federal law makes it unlawful to discriminate based on a person’s name, name-based evaluation methods could trigger claims of race bias or national origin discrimination.
You’re doing a good job. That’s a great idea. Thanks for your extra effort. For some employees, hearing those words is better than a cash bonus. Yet, many managers can muster up such phrases only during annual reviews … if at all.
HR professionals and managers are at the front lines when dealing with angry employees. You typically have to deal with their raw rage. So, how can you handle angry employees’ complaints without adding more stress to your day or opening the organization to legal liability?
Inspiring leader … Quiet problem solver … Compassionate mentor. Different employees crave different things from their managers. Unless you’re a mind reader, it’s impossible to know exactly what your staff wants from you.
Q. When hiring employees who we know are claiming excessive/nonexistent dependents on their W-4 to avoid paying federal income taxes and hoping not to be held accountable, do we have the right to have them produce some form of proof of the dependents? – Debbie, Tennessee