Have you ever met people at work with whom you really got along well? Have you ever met people at work with whom you don’t? What causes these great differences? Too often, we are expecting others to be just like us. When they fail to meet our expectations, we decide we don’t like to work with them. It would be so much easier if the people we worked with just all behaved the same. It would be easier if they listened to what we wanted to tell them, acted in the ways we expected, and thought about things in the same ways we did. It would be easier — but it will never happen.
There are two types of workplaces: Those where you can hear a pin drop when you walk the halls, and the only sound is the sound of typing, people sending messages back and forth between their next-door cubicles. In contrast, there are those offices that are loud and active. You will see people standing on their chairs and shouting over cubicle walls.
Which workplace do you think is more productive?
Which workplace is happier?
The world of work is changing.
The one-job, one-company career popular in the Baby Boomer generation is a faded memory.
The portfolio life, a work life comprised of many work-related roles, is the new norm. For some, this may be contract work for many different projects; for others, work might be a series of part-time roles all packaged together. It also can mean starting one’s own business from home or working eight months in one organization, two years in another, all while starting a business on the side.
What’s driving these changes?
Do you remember your last review? If you do, chances are it’s not a good memory. The whole event probably left you feeling anxious and helpless. If you received a positive review or a raise that felt good, you still probably wondered, “What about next time? I wonder if I can keep this pace up. What if my boss changes? What happens if I have a couple of off days now?” If your last review was a negative experience, you are probably feeling stressed, unhappy and not sure of what you can do to finally make the boss happy with your performance.
With the recent announcement of the 2016 Nobel Prize in Economics being awarded to Oliver Hart and Bengt Holmstrom for their work on employee contracts and incentives, it got me thinking about what actually motivates employees in the workplace. Not to take away from their award, but, from my professional experience, I think contracts and incentives are an incorrect starting point if you want to promote employee satisfaction and productivity.
To be successful, companies should always be looking to the future and creating a plan for tomorrow. You may think that the planning is restrained to corner offices and the upper echelon of management. Actually, human resources has an important role to play. In fact, they can affect every phase of the management planning system’s important processes from setting strategic and tactical plans to people development to operational processes. Here’s how HR professionals can use their prowess at planning to positively impact the organization.
Regardless of your politics, it’s hard to ignore the fact that over the past few months while campaigning for the Republican nomination for the presidency, Donald Trump has proven quite quotable. But before all this stumping, he was most well-known for the boardroom-table catchphrase from the NBC reality show The Apprentice that he aimed at ambitious men and women who failed to complete the week’s task to his satisfaction: “You’re fired!”