Robyn Bolton offers a post that illustrates a common issue in today’s workplaces.
Some conversations stick with you for a long time.
Some conversations take your breath away the moment they happen.
A few weeks ago, I had one that did both.
“Everyone is focused on ‘humanizing’ work,” my client said. “I wish people would de-humanize work. I would love nothing more than to be treated like a line of code or a piece of equipment. We treat our code and equipment better than we treat our people.
When a piece of equipment doesn’t work, we send in teams of people to fix it. We study what went wrong, we fix the error, and we take action to make sure it doesn’t happen again. We don’t expect a line of code to work in every operating system, to be able to do everything in every context. We know that we need to adapt it for iOS or Android.”
As I picked my jaw up off the floor and put my eyes back in my skull, she continued.
“But people…when a person is struggling, we don’t send anyone to help. We don’t ask why they’re struggling or study the situation or take action so that no one else experiences the same problem. We expect the person to either fix their own problem or to leave.
We expect everyone to be able to work in every situation and when there’s a mismatch, we expect the more junior person to ‘expand their toolkit’ and ‘learn to work with other styles’ or to leave.
“If we treated our people the way we treat our products, our people would be so much happier, and we’d be so much more successful as a company.
Key points include:
- People vs. products
- Malfunction and communication
- Corporate culture
Read the full article, The Case for De-Humanizing Work, on Medium.
As the disruption continues, many businesses struggle to retain their employees. This post from David Burnie’s company provides strategies that can help keep employees on board, engaged, and motivated.
Happy, successful employees are critical for a successful company. While companies must consider how to retain employees at the best of times, employee retention is an especially pressing topic during the COVID-19 pandemic. As Ontario continues social distancing indefinitely, maintaining an engaged staff will offer a sense of stability to companies amid flux.
How can companies retain top talent to ensure maximum productivity, motivation and success?
Employee retention strategies can be implemented by employers to ensure that employees feel valued and engaged, even with current remote working practices. This can support lower turnover rates, higher productivity and improved organizational performance.
Suggestions included in this article:
- Recognition programs
- Professional development opportunities
- Health, safety and wellness programs
Read the full article, Employee Retention Strategies During COVID-19, on the Burnie Group website.
Amanda Setili shares eight steps you can take to mitigate stress and uncertainty during the current crisis.
I’ve been astounded by the degree and speed of innovation and change these last few weeks.
Things that in normal times would have taken months or years to do have been accomplished in days, largely because people are banding together to help each other. In the midst of suffering, stress, and a good bit of fear, there is more kindness than ever.
And as a society, we’re learning faster than at any other time in my lifetime.
People have shifted to remote work, retailers have ramped up store pickup services, governments have created relief programs, factories have shifted to making personal protective equipment, the Army is building temporary hospitals, and scientists and regulators are speeding new treatments to market. It’s impressive.
The steps outlined include:
- Supporting the needs of society
- Employee retention
- Customer support
- Cashflow forecast
Read the full article, Innovation amid Stress and Uncertainty, on the Setili website.