You do see the problem here, right? As an employee, great that there’s a webinar planned on stress management, but if I now have to work an hour later that day in order to attend the webinar, it’s not helping. Lots of HR departments are making tools available, but managers are still expecting the same amount of work, with the same crazy deadlines and expectations, from a likely short-staffed team, so who has time to use them?
So they don’t help. Not because they aren’t helpful, but because you’ve made self-care and wellbeing yet another thing for your employees to do.
Employee burnout does not exist solely because your employees haven’t figured out how to meditate. It’s systemic to our way of doing business. Unless that changes, we’re just rearranging deck chairs.
That’s what Charlie Watts meant to me, the reminder that no matter how much flash you’ve got, someone needs to play the drums and be the steady backbeat that keeps the song going. Without it, you’re just making noise. We’d do well to remember that.
Rest in Peace Charlie.
This raises some interesting questions about wealth distribution among many other things. What does happen in service jobs, to the people left behind without other options?
From reading these stories, it’s clear that there is not always an appreciation for people who don’t leave, just an expectation that they will be taking advantage of more by employers, and treated worse by customers.
This makes me consider a couple of things:
Look, it makes sense at any time, but right now with companies varying sets of rules around a pandemic, forcing employees back to an office, mandating a vaccine if they do, closing offices, etc. there is bound to be at least one person who just isn’t very happy with whatever stance the company has taken.
Would the vast majority of them stoop to purposefully installing ransomware on the corporate network? Probably not, but the hacker doesn’t need the majority, they need 1. Just one person to be so angry, and also unethical, and they are in.