If you always have all the answers, you demoralize the smart people you hired. Consider servant leadership instead.
People spend a large part of their lives at work and conflict between people and teams can have a serious impact on how they feel about their work and their motivation. Conflict can impact staff retention and result in talented people leaving organizations because they just can’t put up with it any longer. But what can managers and business owners do to better manage conflict in the workplace?
You want to be sure you hire someone who will fit into the company, the role, and even into particular teams. You can’t hire a lone wolf for a customer-facing job, or someone who needs plenty of direction for a virtual position. Read more…
An Ontario arbitrator has upheld the termination of a 58-year-old custodian with 36 years of discipline-free service (T.K.), finding that T.K.’s post-event counselling and anger-management training was insufficient to provide confidence he would not commit further acts of workplace violence.1
There are numerous misconceptions about the human resources function. Many employees do not fully understand the obligations, influence and benefits of HR professionals. I know this firsthand, because throughout my career, I have been in situations where I had to make unpopular choices for the greater good. Here are three of the most frequent misconceptions about HR professionals that would be good for all employees to know.