Superior Staffing 2020 Sexual Harassment Training
October 2nd, 2020https://www.dropbox.com/scl/fi/gty6yb1ymg27zawcp08ko/Sexual-Harrasment-Training-English-Version-1.pptx?dl=0&rlkey=qjlef6aejv79egbi11pzjui36
https://www.dropbox.com/scl/fi/gty6yb1ymg27zawcp08ko/Sexual-Harrasment-Training-English-Version-1.pptx?dl=0&rlkey=qjlef6aejv79egbi11pzjui36
Few things are more frustrating than working with an apathetic teammate who constantly needs to be prompted and reminded to do their part, step up, or follow through. Most employees don’t start out indifferent or slow to act, so how do we get there?
What apathy looks like:
Three main causes of apathy:
1. Expectations are unclear.
2. Confidence has been lost.
3. Employees are not empowered.
I’ve encountered my fair share of apathetic teammates over the years. It wasn’t that they weren’t smart enough or hardworking enough; it was just that over time they slowly stopped caring as much. Apathy begets apathy, and if allowed to continue, an entire team may adopt a dysfunctional culture where low standards are accepted and positive change may be unwelcome.
Simple actions for turning around apathy:
Employees will always come and go, but smart leaders take charge of turnover – and use it to systematically strengthen their workforce. Here’s how to transform the plague of turnover into healthy “churn”:
Conventional wisdom tells us that turnover indicates deep-rooted problems in an organization. We have been taught that when turnover is low it means management is hiring the right people, those people fit in with corporate culture, they are paid well, engaged in their work and feel positive about their jobs.
This can all be true, but low turnover can also be an indication that employees have become complacent. They may be actually be overpaid, underworked and misaligned with corporate values. Not all turnover is bad – in fact, turnover can actually deliver some important benefits for the overall health of a company’s bottom line.
It can be difficult to replace a high-performing employee, but not every employee who exits your company falls into the category of an A-level contributor. When a B-Level or C-level employee leaves, look at it as an opportunity to upgrade to a more valuable employee.
Teams that work together for years at a time can lack a very necessary factor for creative problem solving and innovation: perspective. New employees can offer unique approaches, creative solutions and fresh ideas. Injecting new blood into a group can shake things up a bit, and provide new eyes to examine long-standing problems.
Long-standing employees often become complacent in their work. They know how much they can produce to stay off the boss’s radar, and over time, they tend to produce only the quality and quantity of work that will maintain the status quo, but nothing more. When new employees join the team, it can ignite a healthy sense of competition in veteran employees. No one likes being outdone by a new employee, and you may find that veterans suddenly find the time and the fire to produce at a higher level.
While terminations can be jarring for every member of the team, there can actually be an upside when you have to fire someone: it reminds the team that no one is irreplaceable. Though it is a harsh lesson to learn, it is an important lesson. Terminating an employee can serve as a reality check to the existing team that they need to step up their game or risk losing their jobs.
Negative attitudes in the workplace spread faster than the flu virus. Negativity leads to decreased production, poor teamwork and lowered morale. No one wants to get up every morning and go to work at a place that makes them unhappy. Eventually, great employees will leave because the negative employee is permitted to stay and spread bad energy. Removing a negative employee can do wonders for morale, instantly boosting energy and productivity – and preventing the loss of positive employees.
Most leaders don’t like talking about this “benefit” of turnover, but losing a highly paid veteran employee can be a help to salary budgets. It’s the reason why companies often lay off their highest-paid employees first when downsizing.
Should you panic if you notice turnover in your organization? Not necessarily. Here are factors that can help you determine whether your turnover is good or bad for your company:
Is That Employee Ready to Lead? |
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“When is someone ready to lead?” It’s a simple, straightforward question leaders ask about their teammates and teammates ask about themselves. Although there isn’t a simple checklist that determines one’s capacity for influencing others or readiness for direct reports, there are seven characteristics I always look for in my leaders.
These characteristics rank among my top qualities for up-and-coming leaders, and especially those who will be directly responsible for leading others. But what about the warning signs that point to a colleague not yet ready to lead others? Here are five to look out for:
These signs may sound drastic, but the unfortunate reality is they are alive and well in many organizations. The good news is that not every leader who exhibits one or more of these characteristics is without hope. Some individuals simply have never been exposed to good leadership, so coach them and model it for them. Establish behaviors and non-negotiables that illustrate your expectations for how your team operates, and recognize and reinforce positive leadership when you see it. |
There are three months left in 2018 – are you primed to make the most of them? Here’s what you should be doing now to finish Q4 strong – and create momentum to make next year your best yet. |