I fell in love with an employee and I don't know what to do now.?
whoah i finnally finished reading (: hmmm before you do anything more reckless you should consider that you are her boss and if you ever do find yourself with her that it could damage her job as well. i think you'v already considered this, but think about it a little more. is she worth your job? also you should straight out ask her how she feels about you, no waiting around and this has to be in private. i'm getting the feeling that shes either confused about her feelings, is thinking about her job, or is just playing you. listen to what she says, read in between the lines. if you get the hint that she dosn't feel the same way find ways to distant yourself from her, i know it may seem hard at first but as time goes by you'll stop thinking about her and find someone who isn't your employee and you know feels the same way as you. goodluck !
How do federal employees feel about Trump’s stance on the government shutdown?
I’m a federal employee. I cannot speak for all federal employees, but I am not happy with the shutdown. My friends who are government employees aren’t happy either. Very few people are happy with a shutdown and I can’t imagine who would be pleased. Here are several reasons that people would be unhappy:Essential employees (like TSA agents) have to work without getting paid.Non-essential employees don’t get paid and don’t work, but might be struggling to meet their financial commitments without a predictable income. I count myself in this category. I am not desperate yet, but if this shutdown lasts for months or a year, I will definitely be in dire straits.When the shutdown ends, federal employees go back to work and have less time than before to make a dent in the mountain of work. Deadlines rarely shift—this makes us unhappy.The taxpayer ends up losing in the end. There is lost productivity when federal employees receive back pay. There are rules in place that say we CAN NOT work during the shutdown—they monitor our network access to ensure that we do not work.I am not sure who this federal employee is that is speaking in Trump’s ear telling him they are happy, but this person is likely non-existent and a made-up figment of Trump’s imagination.
How can I motivate employees?
TLDR; Don’t try to ”motivate” them; at best that’s condescending, and at worse it will miss-fire. Instead, treat them like adults, lead them, and remove the things that demotivate them.The main things that demotivate people arebeing told what to do (lack of autonomy)being held to standards we don’t understand how to meet (lack of mastery)compliance with rules we don’t understand (bureaucracy with no “why”)being controlled by others (pathological or power-oriented cultures)not being challenged (low standards or no improvement)not knowing why or feeling our work is valued (lack of purpose)not being trusted (micro-management)not being able to speak up (lack of psychological safety)If you want to see a highly motivated, effective and high performance team, then you need to build the right culture, and reward the behaviors you want.Make sure you don’t lead like a controlling parent or school teacher.Otherwise you will see apathy, anxiety or complacency when you try to be “motivational”.But don’t just take my word for it:Daniel Pink explores some of this in Drive: The Surprising Truth About What Motivates Us: Daniel H. Pink.Simon Sinek does the same in Start with Why: How Great Leaders Inspire Everyone to Take Action: Simon Sinek.Daniel Coyle builds on these ideas with The Culture Code.Google draws on the ideas of Amy Edmondson in this area in their guide to building effective teams: re:Work - Guide: Understand team effectivenessAmy Edmondson’s work on psychological safety is key; look at her TedX talk on YouTube, or read her book The Fearless Organization: Creating Psychological Safety in the Workplace for Learning, Innovation, and Growth or any of the HBR articles she has written.Robert Westrum talks about creating a performance-oriented, generative culture in his 2004 paper : A typology of organisational culturesSome useful images on this stuff, to kick-start your thinking:
My best employees don't feel included at work. What should I do as a leader?
Double check with them as to whether they feel included or not - are you making an assumption or do you know for sure?Then look in the mirror and see what your part is in them feeling that way - have you been too busy to acknowledge them, have you not asked their opinion about matters that do involve them?Then ask them what they need to feel included?Then act upon the reasonable aspects revealed to you.Learn from the experience and prevent it from occurring again.
As a business owner, should I care about my employees? They don't really care about me either.
You absolutely should care about your employees, and if you don’t good luck. You’re the problem and don’t expect them to care about you or even go out of their way to do a good job.I’ve got to ask, how in the world do you not care about your employees? I’ll bet it’s a crapy place to work too, which is likely why they don’t care about you. They experience how you treat them and who wants to see a business owner succeed when they take advantage of their employees?If you’re serious about your business, if you want to be the best at what you do, you have to carefully balance four interests. Those who follow me are probably sick of seeing me write it, but you have to balance the interests of the employees, shareholders (you), the customers and the suppliers you rely on. That’s everything from accounting services to raw materials. If you don’t care, then there is no way you’re doing your best to serve the customer. This is so fundamental to running a company well.I don’t know what to say about a business owner who doesn’t care about their own people. Frankly, you end up with the company you deserve and if anyone has any talent at all, they are likely out the door and the only employees who then remain loyal are those who’s self esteem is already low and the unemployable. Everyone else finds a better job.You’re very job as someone running the company is to care about your people. It doesn’t matter if you own the company or not. The fact that you even ask the question is alarming.Besides all this, you don’t know the joy you’re missing by working as a family and doing all you can to make them feel like you do care. I’ve helped win five best place to work awards and we don’t compete to win awards, the awards are the byproduct of our caring about our people. We get a lot of job applicants because it is a great place to work. I look forward to seeing our people every day and our turnover is extremely low. I love working with people who care, and you should too.Hopefully you put this question up to hand to a boss. If that’s the case, you’re likely not going to change them. It’s a character issue.
What is the best way to make employees feel appreciated?
I work for a small company, and I love the way my boss treats me. He always says please and thank you. He trusts my abilities, and values my opinions. When I make a mistake, he patiently helps me fix it. His favorite quote is "If you don't screw something up it means you aren't doing anything". He was very patient and caring when my husband was going through cancer surgeries, giving me all the time off I needed, he paid me for the days off and didn't even dock my vacation time. If bad weather is coming he always tells me to leave early so I can make it home before it hits. We are all like a family around there. We joke and kid with each other constantly, and we vent to each other, and we all know that all the others "have our back".
Why Don't Fast Food Employees Wash Their Hands?
*sighs* oh God, i dont even want to think they dont wash their hands...they prbly dont...arggh disgusting...thank you for ruining that for me lol
Do HR managers know that employees don't trust them?
It would be virtually impossible NOT to know that some employees don’t trust HR at all, some are uncertain and some understand what they can trust us with and what not to. Yes, we know. Sometimes we pay no attention to all that, sometimes we go out of our way to explain what HR is and what it is supposed to do so a particular employee in a tough spot will understand what they can trust HR with and what they shouldn’t. We don’t work as we do to purposely confuse and obstruct employees or make them give up secrets that they shouldn’t - at least almost none of us do that (there are a few bad people in every department).First we realize many employees don’t understand HR - that HR is not a separate organization from management put in place to defend employees and get them anything they want at any moment. We ‘serve’ employees to the extent the company wants them served. We understand many employees think that total confidentiality and total delivery of what employees want is exactly what we are supposed to do and that is absolutely NOT the case.We are hired and paid by management to do what management wants, which is help employees within limits so that everyone is as happy as they can be given the rules and that problems get worked out. We also have legal responsibilities to the company and employees, such as, for instance, having to tell other people if an employee reveals some dangerous situation that either they or someone else is causing. We cannot legally keep silent about criminal activity or potential criminal activity which includes threats, etc.We are also quite aware that some employees go out of their way to trash HR’s reputation at every opportunity because they are angry that they didn’t get that posted job or they didn’t get to take vacation when they wanted (despite others having more rights to those things, etc.). HR is a tough job to do well because there are hundreds of choices in a given week that are going to annoy someone. So, yes, we know. It’s part of what you accept if you choose to work in HR. It’s annoying to us. We’d love everyone to understand we try to do our best for the most possible people, but we know that still leaves some who will not understand either by choice, lack of experience or just plain bad attitudes. And we know we make mistakes. Try it yourself.
Do you feel that monitoring of employee activity on the computer is ethically sound? ?
It's perfectly ethical. My company, my computers, my rules. Came in handy when I suspected (and confirmed) that someone here was stealing things to sell through their own company. But I don't support ongoing, constant monitoring for its own sake unless you're dealing with very sensitive data and can't risk confirming after the fact that there's been a leak. I don't care if anyone is just idly surfing to pass the time during quiet periods.