Last edited by Voll
Saturday, August 8, 2020 | History

3 edition of Stop It! An "In Your Face" Reality Check for Supervisors & Employees found in the catalog.

Stop It! An "In Your Face" Reality Check for Supervisors & Employees

by Steve Krause

  • 32 Want to read
  • 3 Currently reading

Published by Steve Krause .
Written in English

    Subjects:
  • Employee Participation In Management,
  • Employee motivation,
  • Employee participation,
  • Employee-management relations,
  • Industrial sociology,
  • Office politics,
  • Success in business,
  • Business & Economics / Leadership,
  • Business & Economics / Organizational Behavior

  • The Physical Object
    FormatPerfect Paperback
    Number of Pages129
    ID Numbers
    Open LibraryOL11836316M
    ISBN 100977999904
    ISBN 109780977999903

    Your comments must be part of “concerted activity,” which is defined as “being engaged in with, or on the authority of, other employees, and not solely by and on behalf of the employee.   The risk is that you will feel like a victim, and your annoyance will show on your face and in your blood pressure. I was a member of the focus group. One of the first values we addressed was Respect for Others. My supervisor and others in leadership frequently used the F-word and other colorful language in meetings, in person, and when.

      A video depicting Tiburon police officers in heated exchange with the owner of the town’s only Black-owned business while working late in his downtown shop has sparked outrage in . Difficult conversations with employees are unavoidable, whether it’s a performance issue or failed project. With the right preparation, you can turn these emotionally-charged discussions into effective lines of communication that lead to quick resolutions. Try these nine crucial rules.

    The reality of this topic is that difficult employees suck the life—and time—out of managers. Every workplace has them. They are drama queens, never come to work on time, they invade your personal space, and they eat their favorite hot lunches at their desks.   Just a 15 minute check up every other week can let your boss know what you are doing and thinking. Confront your coworker. I don't mean in a screaming session worthy of the latest reality .


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Stop It! An "In Your Face" Reality Check for Supervisors & Employees by Steve Krause Download PDF EPUB FB2

Editor’s Note: As reported on on November 8,the National Labor Relations Board has filed a complaint against American Medical Response of Connecticut, which fired a unionized worker who had disparaged her supervisor on Facebook.

Among other things, the National Labor Relations Act grants employees (unionized or not) the right to discuss working conditions with co-workers. Protected Activity. According to the NLRB, "An NLRB investigation found that the employee's Facebook postings constituted protected concerted activity, and that the company's blogging and internet posting policy contained unlawful provisions, including one that prohibited employees from making disparaging remarks when discussing the company or supervisors and another that prohibited employees.

Many employers conduct professional background checks on potential employees before deciding whether to hire them. However, some employers may also investigate a potential employee's social media profiles, such as a Facebook page. In most cases, an employer can only view your private Facebook page if you allow it.

Imagine you referred to your supervisor as a "scumbag" in a Facebook post read by your coworkers. You might expect to be looking for a new job very soon thereafter, especially if your Author: Dennis O'reilly.

Facebook Profiling. Employers can and do check out potential employees' Facebook profiles if they can get access to them. Some 56 percent of employers said they were likely to look at the social media presence of potential employees before hiring them, according to a study from British business psychology firm OPP.

One day you may be looking for a job and your potential boss may get a gander at your Facebook page. Will they like what they see. In a new survey from Harris Interactive andmore than 2, hiring managers were asked how candidates' social media posts affect their chances of.

Well, as always, a lot can depend on your individual situation. But, regardless of your specific circumstances, these five tips should help to guide you in the right direction. Confirm Your Suspicions. Before you run off the rails and confront that person with smoke coming out of your ears, it’s important to check your sources first.

Here are the three primary reasons why you should skip the social media background check in your employment screening process. They reveal information that employers are not supposed to know. When you draft a job application for your company, there are a.

Create an account or log into Facebook. Connect with friends, family and other people you know. Share photos and videos, send messages and get updates. Know Your Employees' Communication Preferences People have different communication preferences. Some focus on logic, facts and numbers, while others prefer to focus on people and relationships.

The list you see is a list of [most likely] Facebook employees, spies, and private accounts that are paid to shill for who knows who (sarcasm (kind of)). Fact Check While we can't confirm with. Your employees and your managers are looking to you for cues on how to behave.

High performing businesses and individuals crave accountability. In a world without accountability, low. When the Narcissist Has to Face Reality Those loyal employees who attend to your every need may still be fawning over you, Her latest book is The Search for Fulfillment.

“Unplugging at the end of the day is important,” Safier says. “If you don’t, you’ll feel like you’re on call 24/7. Sign out of your work email, get off Slack, and truly allow yourself to stop working for the day.” Still have trouble detaching.

Call in reinforcements. Ask your partner, friend, or. Your supervisor and fellow employees will appreciate working with someone who is honest and trustworthy. No one wants to look over their shoulder for fear of sabotage, backstabbing or betrayal. Keeping confidences, not being willing to cheat, lie or steal and/or not hurting others for your own gain are priceless qualities that are valued highly.

5. If you feel nervous and anxious, put cold water on your face, which triggers the mammalian diving reflex and immediately slows the heart rate between ten. Reality check: People lie. That includes bosses.

Maybe they lie because they don’t want to disappoint you (“No, you can’t take Monday off”) or don’t have an answer (“I have no idea if anyone is getting raises this year”), but it doesn’t make their lies any less annoying.

Now, here’s the good news: You can learn how to tell if someone is lying to you—and you don’t need to. Don’t do it. The scammer is only trying to get your cell phone number to keep trying to get your money.” Before you respond to a message on social media about a small business grant, stop and consider: Real government grants don’t require that you pay first.

Stay away from any deal that makes you pay to get your “business grant.”. How to Stop Your Employees From Driving Each Other Crazy. We’ve all encountered one. The loud talker. The perpetual throat clearer. The stinky food eater. In an office environment where diverse employees work in close proximity, these minor annoyances can become major distractions, and can even result in loss of productivity.

• Business Insider spoke with two Facebook employees to get a better sense of what it's like to work at the tech giant. It's official — Facebook is the best place to work in the US. A number of federal and state laws protect employees from retaliation for reporting certain types of problems (discrimination, harassment, unsafe working conditions, and so on).

Make sure your supervisor and your supervisor’s supervisor are well of aware of what you’re contributing.” –Michael Slade, HR director at Eric Mower and Associates, an integrated marketing.

And if you're going to friend your employees on social media, set a good example by not over-sharing details of your life that might make them uncomfortable in the workplace. Connect. Endorse.