I wonder how many survey responders watch their managers struggle and/or fail because they weren’t prepared for management. Why would we be surprised that so many are happy not to bring that upon themselves?
Will it benefit employee’s mental health? Based on what we’ve seen in other countries, it’s undetermined. The language is often vague, and there are exceptions for emergencies, which there should be. But that opens up loopholes in who gets to define “emergency.” (I have worked with lawyers for years; their definition of emergency might be anything that prevents them from billing time right this very second.)
I find it interesting that the same people who only want to hire “the most qualified” person also want to limit themselves to hiring only people who live in the vicinity of their office and are physically able to be in the office 8-10 hours per day, five days a week. It seems that leaves out many talented people who might be better qualified. Can your company compete with just that labor pool in a global economy when others search the world for talent?
If foreign companies poach American workers to work remotely, they might know something you don’t.
The interesting thing about this is the fact that there’s a lack of confidence in the employer because I think many employers brought that on themselves. Layoffs might make the financials look good with that cut in expenses, but they are also an admission that management screwed up. When your management screws up and people have to be let go, the ones who are left behind don’t see company leadership in a sparkly light.
o here’s an app, but your manager is still going to expect you to answer emails 24×7, customers will be given your cell phone number to reach you whenever, and you’ll be expected to produce 8 hours of work while also attending 4-5 hours of meetings every day. All while not making enough money to pay for childcare or pay off the loans you took to get the degree that was required to get the job in the first place.
Gee, I wonder why that yoga class isn’t helping.
Greg offers up some great networking advice, but maybe the best thing he offers is a reality check. It’s better to be prepared. It’s better to have a plan, and it’s always better to have more connections when you find yourself looking for your next gig. Don’t wait to be without a job before forming connections with people in your industry. Prepare to be laid off because sooner or later, it might be you getting the call from HR, and as many of us can tell you, how you performed as an individual in your job won’t matter in the end. This isn’t about getting rid of poor performers, it’s all about the finances. You do not matter as much as that balance sheet and stock price do, so be prepared to not just potentially be let go but to leave when a better opportunity comes up.