Linked: Leadership Lessons from The Great Resignation
It’s going to be hard to compete for talent if you aren’t adapting. I don’t suggest you waste much time waiting for everything to “go back”.
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Linked: What If We Just Stopped Being So Available?
This is really the thing. We all know that our devices are with us all the time, and we all know that everyone else knows. So when the notification pops up, there’s an instantaneous thought process that we all go through.
And no, it’s not is this important or can it wait? The actual thought process is “they know I see this and are probably expecting a response”
However the article below also points out that much of the time, that’s isn’t true. Someone was just reaching out and there is no hurry or even an expectation of immediate response but we don’t know that. So, we either drop everything to reply or we apologize for any delay in replying.
Which makes no sense.
I’ve been involved in direct work with clients in half-day training, or multi-hours long workshops and replied to an email afterwards with an “I’m sorry, I was tied up” opening.
Yes, I’m apologizing for doing my job and paying attention to it.
How dumb is that?
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An Important Balancing Point – Be Professional Always
I talk a lot about the Great Resignation and employees taking control over their own careers instead of just following along with what the company wants them to do. I stand by it, and like Mark, I am also thrilled that we are seeing a shift in the balance of power as employees start to recognize their value. But, he also raises an important post in the LinkedIn post.
As long as you are there and getting paid you owe them your best. Be professional, even if the company isn’t. Do your job even if you plan on quitting tomorrow. Commit your best efforts to the project even if you don’t agree with it.
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Linked: Malicious QR Codes – The Digital Slip & Fall
Sarah makes a valid point. Sure, during the COVID pandemic it’s nice that you can go into a restaurant and scan a QR code to view the menu instead of handling physical menus. I worked in a restaurant kitchen in college, I know how nasty some menus can get. On the other hand, are we teaching people to trust something they shouldn’t trust?
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Linked: Cities and States Find New Ways to Tax Streaming Services
I reject that argument too, and here is why.
In order to be a customer of Netflix, Disney+, etc. you need broadband internet access, which runs through those wireline facilities. The ISP is already paying for using the right of way and passing that expense on to you. Any service, streaming video, audio, websites you visit, etc. is using the connection that has already been paid for and passed on to you. Taxing each individual service simply creates a situation where there is one connection using the infrastructure, being paid for over and over again and then being passed back to you over and over again.
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Linked: One in two employees reluctant to disclose a mental health condition at work
Through all of this, we still haven’t addressed the tough parts.
Sure, we’ve offered time off. We’ve told people it’s OK to not be OK. We’ve offered mental health apps for free. Maybe we’ve even offered more significant mental health benefits, or done sessions during the workday on stress and burnout.
What we haven’t done in many cases are the harder things, like creating a culture that is not rewarding all of the things we encourage employees not to do.
