In an era of Casual Fridays and work-from-home colleagues, how can you maintain effective office communication in a changing business climate?
We’ll steer you through changes in business etiquette, and help you successfully navigate through the new realities of workplace conflict and office politics.
Need to persuade a co-worker to embrace a new policy? Want buy-in from your supervisor to pay for your association fee? People are more likely to be persuaded when you share examples, references or testimonials from others they feel are just like them. It’s called Social Proof.
Job descriptions are the cornerstone of communication between you and your staff. Job descriptions can also be useful tools in court. Make sure you have job descriptions for all employees’ positions. Then keep those descriptions updated whenever the duties change.
What would a conversation be without a speaker and a listener? Not a conversation at all. You need both. Yet we tend to focus on how well we perform as speakers, not as listeners. How much energy do you put into your listening skills? Polish up your listening skills with these tips:
New research by web security firm OpenDNS says U.S. employers are mostly concerned with blocking employees’ access to social media, online games and personal e-mail. Here are the top 10 banned sites:
Jargon can complicate the most simple of messages. So why in the name of Webster’s does the babble persist? “People use jargon because they want to sound smart and credible when in fact they … typically can’t be understood, which defeats the purpose of speaking in the first place,” says Karen Friedman, author of Shut Up and Say Something.
More than one-third (36%) of 500 HR professionals surveyed by OfficeTeam believe it’s “very likely” or “somewhat likely” that résumés will eventually be replaced by applicants’ personal profiles placed on social networking sites.
A recent survey reveals unsurprising news: U.S. workers still aren’t getting a good night’s rest. But it’s not just how much sleep you get that matters. It’s the way you sleep.
Employees sometimes quit and claim they had no choice because work conditions were so terrible. Sometimes, they sue. In most such cases—the argument is called “constructive discharge”—courts side with employers, provided there’s no evidence the employee suffered an adverse employment action such as a transfer, demotion or pay cut.
Don’t read too much into the recent foray by the NLRB into the brave new world of social media. Employees don’t receive a free pass on social media posts. They don’t have license to defame, disparage or otherwise trash their company, management, product or co-workers. Until the NLRB says otherwise, employers shouldn’t treat social media any differently than any other form of employee communications.
For most problem employees, deteriorating behavior and performance is a gradual process. Smart employers track the downward trajectory along the way.