Human Relations : Part # 16 - Do you hear well?

Do you hear well?

According to my Canadian Students' Dictionary, to hear means to listen to attentively.

A failure to listen may cost your organization to lose monies. 

Two examples of how are : 

• A draftsman who doesn't hear the architect tell him to make an important change in the blueprints may cause the loss of thousands of dollars, because the specifications are incorrect.
• A salesperson who fails to hear the message from the client about keeping an important delivery date, and as the result misses the date, may lose not only the sale, but maybe one of your organization's most valuable clients too.

Employees should test whether or not they are good listeners at their workplace, by asking themselves these questions such as : 

• Does my boss, or supervisor have to "fight" to get my attention?
• Do I find myself thinking overtly about something else in the moment my boss, or supervisor begins verbally instructing me?
• Do I feel that my boss, or supervisor insults me by constantly repeating the message / instructions ?
• Do I always find that I must go back to ask my boss, or supervisor to repeat their messages / instructions?
• Do I always feel confused about the messages / instructions given to me from my boss, or supervisor to do the job?

If an employee can definitely answer "no" to all of these questions, she / he is a good listener!

If not, she / he should strive harder to improve their listening skills.

Study examines mental health in the workplace.

Training and return - to - work strategies needed.

     Organizations across Canada need to establish graduated return - to - work strategies, and other accommodations to aid employees who return to work after being treated for depression. 

This recommendation is part of a series of conclusions in a new Conference Board report, 

Depression in the Workplace : Insights from employees and supervisors, published recently.

     The new survey of employees, and supervisors found that after a work absence due to depression, two - thirds of employees who return have difficulties concentrating, remembering things, making decisions, and performing tasks - even after being medically cleared to return to work.

    According to the report, the specific strategies, and accommodations required will depend on the individual's circumstances, but might include reducing distractions to improve concentration, or providing minutes of meetings to assist with memory, and follow - up tasks.

     "Individuals who experience depression can show a significant decline in their work productivity and problems can arise even years after the period of depression. This has a significant impact for employers in terms of lost productivity," said Louise Chenier, senior research associate. "It's important to stress that once an accommodation measure has been identified and implemented successfully, the employee should be treated like all other employees. The temptation is to lower expectations. This approach can lead to inequities between employees and perceptions of unfairness." 

HIGHLIGHTS

• In Canada, approximately 16 percent of women, and 11 percent of men will experience a major depression in their lifetimes, according to Health Canada.
• Absenteeism is one factor associated with lost productivity, but a more critical factor is presenteeism - where an individual is working but not fully productive.
• Managers need training to recognize the signs and symptoms of mental health issues, and ensure employees receive the support required.

     The results are based on a Conference Board survey of 2,004 individuals (including 727 front - line supervisors), conducted between Feb. 18 and Mar. 5, 2013

     In all, 147 respondents had taken either a short, or long - term leave of absence from work due to depression.

     The overall study results align with other research showing that individuals experiencing depression often continue to suffer from cognitive symptoms even after treatment.

     The findings of this study will be presented on Oct. 30th at the Conference Board's Wellness and Sustainable Health Care Summit in Toronto. Additional research on wellness and workplace health will be will be presented at Disability Management and Benefits 2013 : Driving Productivity with effective Workplace Practices on Oct. 28th, and 29th, also in Toronto.

     Funding for this research was provided by Lundbeck Canada Inc. 

     The report is available at http://www.conferenceboard.ca/e-library/abstract.aspx?did=5730

   

     

     

Human Relations : Part # 15 - Employee absenteeisms & latenesses!

Employee absenteeisms & latenesses

There are three good reasons why employee absenteeisms, and latenesses are a greater problem in today's business world than they used to be.

• Many employees no longer hardly commit themselves to a career, or a company as much as they used to in the past.
• Many schools, and educational institutions have become more "relaxed" about teaching the proper disciplines of business management - in turn, many supervisors, bosses etc. are also too "relaxed" in managing the business, thus they allow their employees to be frequently absent & late for the jobs.
• Many employees do not feel very obliged to strictly adhere to the attendance standards, and the other rules imposed upon them by their organization's management.

Unfortunately, the employees suffer the most when, and if they are absent because:

• a poor attendance record will keep them from building good horizontal working relations with their other co - workers, and
• a poor attendance record will also hinder them from building good vertical working relations with their supervisors, bosses, managers etc.

The job should be the employee's #1 priority in his / her's life, but an employee should not come to the workplace if:

• he / she feels that they may endanger their own health, or the health of their co - workers.
• The employee is in a psychological, or emotional state that they feel may hinder their job performance, and may create an unsafe environment for themselves, and the others.

There are six good tips for how to have a good attendance record @ your workplace!

1. Stay home under the following conditions: (a) if, and when you are honestly sick, and feel that your sickness would worsen if you did come into your workplace, (b) if, and when your emotional / mental condition is such that you will make a negative contribution to your organization's productivity, and you'll also endanger the safety of the others, and (c) if, and when you do have a family crises, and are urgently needed.
2. Notify your company immediately of your decision to stay away from your workplace. Tell your supervisor / boss etc... honestly, and straight - forwardly why you are not coming into the workplace today. Tell your supervisor / boss etc. first before you tell any of your co - workers.
3. If, and when you do stay at home for more than a single day because of your sickness, keep a daily progress report of your condition. Also, make a good estimate of if, or when you will be able to return to your workplace.
4. Use your authorized sick - leave time only for real crisis, and emergencies! Never cry wolf falsely!
5. Always give yourself "lead" time before the scheduled time you are to be at your workplace. Always strive to never be late for you job(s)! It is better to be fifteen minutes early, than to be one minute late. When, or if you will be late though, tell you manager / boss etc. the true reason why?
6. When, or if you do have a true reason for being absent / late from your workplace for a family wedding, funeral, court appearance etc., tell your manager / supervisor / boss etc. as far in advance as you're able to. 

Human Relations : Part # 14 - Be a champion!

Ten tips a new employee may follow to ensure they are successful on their new job.

• Balance home, and career life
• Use a calendar, or notebook to help keep you organized for your new job
• Ask good questions about working your new job e. g. if you don't understand a certain workplace procedure, continue asking the questions until you do
• Use your best judgement(s), especially when you're being asked to work extra hours, and in taking your breaks too. Being zealous is good, but being overtly zealous will get you into troubles!
• Do not ostentatiously show your education(s), or previous job - working experience(s)
• Make good friends @ your workplace, but beware of making them too early!
• Work your job energetically!
• Be mindful of your personal appearance, hygiene, and your organization's standards
• Carefully read your employee handbook et cetera
• Always strive to communicate in your good attitude when you are communicating with your co - workers, and the customers. Saying "good morning", "please", "thank - you", "I'm sorry" are examples of good (positive) verbal communication. A friendly smile, gently shaking a hand, gesturing positively with your hand, or head are examples of good non - verbal communication.

Be a champion! Humanly relating with a good attitude is very important for your successes on your job, and @ your workplace!

Roar!

Human Relations : Part # 13

ATTITUDE ADJUSTMENT.

     These are three suggestions for improving the way in which you can build good relations with all of your co - workers, especially those from cultures other than your own!

• You take the initiatives (first steps) to build equally good relations with all of your co - workers.

Go about building the relationships slowly.

Get to be a good co - worker to know.

• Give those from differing cultures other than your own the opportunities to perform their "special" talents, and abilities to you.
• Apply the Mutual Reward Theory (M.R.T) which is a relationship of two co - workers / people that is positively enhanced when there is a satisfactory balance of rewards between them.

In a good M.R.T. relationship, both parties in the relationship win!

     Differences, and prejudices are lessened when two people from differing world cultures continuously strive to build strong working relations between themselves.

If, and when the performance(s) are judged fairly - good, and mutually rewarding relations between yourself, and the new co - worker from the differing world culture could exist.

Given the opportunity to work closely with him / her, the greater your personal growth could also be.

     People from other world cultures outside of Canada, and the U.S.A. do have difficulties in adjusting to a diverse work team. Language(s) is sometimes the number one barrier.

Yes. When a new employee becomes a new member of a work team, adjustments must be made by all members of the team to make english the predominant language in the team, especially if the work team is already heavily diverse.

By making english the predominant language in the team, the work team's challenge would be made that much easier.

But, sometimes the language(s) is not the number one barrier.

There are also cultural attitudes, and perspectives either good, or bad of those from other world cultures, which may create some sort of biases in the work team.

Many people have negative views, and ideas of other world cultures, and have never had the opportunities to work closely with a person from an other world culture.

Simply an idea of the relative unimportance of an employee in the work team could be the number one barrier for the work team to adjust to be greatly productive.

The benefits of culturally diverse work teams should be good, and enjoyable for everyone!

Human Relations : Part # 12

Make repairs quickly!

The three disadvantages to leaving a damaged relationship damaged.

1. Constructive "mind - time" will be lost - Preoccupying yourself with a relationship left damaged is not good! Living daily with an unhealthy, damaged relationship, especially with a manager, will cause a reprocessing of the conflict over, and over, thus stealing "mind - time" from your best pursuits.
2. An already distressing situation will be compounded - Emotional conflicts at your workplace will be more distressing than long hours, and heavy job demands. Also, emotional distress at your workplace will make the other areas of your life more difficult.
3. Your chances of becoming a victim may increase - In some workplaces, a damaged relationship left unattended may make you the victim!

     The direct approach is the most effective way to rebuild a damaged relationship!

I like this relationship rebuilding strategy the best because it makes the individual(s) involved responsible for accepting their share of the blame for the conflict, mindless of which party made the human relating error.

Openly communicating at your workplace is essential for good relationship restoration.

An open mind will yield better results!

Human Relations : Part # 11

Defining Frustrations.

You get frustrated at your workplace when you are prevented from accomplishing your "purpose", or fulfilling your desire(s).

Three situations that are often frustrating to you at your workplace are frustrations caused by stress / distress such as:

1. overworking your job
2. trying to achieve too many goals in the same time
3. working with overtly stubborn peers, and superiors

Four ways in which you could overcome your frustrations at your workplace are:

Admit to yourself that your frustrations make you behave aggressively through for example verbal aggression, and teach yourself to recognize them.

                                                                       

Try to recognize aggressive behaviours in your co - workers including your managers too.           

Their aggressive behaviours may not be directed toward you personally, but you may just happen to be at the wrong place, at the wrong time.

Be sensitive about your own natural aggressions, especially your verbal ones, and be very cautious about them in your group discussions, and staff meetings as well.

Don't allow aggressive behaviours by your co - workers stop you from achieving your goals!

Also, a good understanding of emotions i.e. having emotional intelligence may help an employee create a good job career for themselves by yielding the benefits of becoming more aware of other worker's needs, creating a good self - image, and creating better social interactions at your workplace!