If you haven’t taught your managers how to do more than measure time in seats, you’ve done everyone a disservice, especially those same workers who performed so well for you remotely that you’ve rewarded them by making them return to what they did before.
That’s not smart.
So please, read the whole thing and be prepared for the possibility that someone you work with may be at risk for suicide or surviving after a loved one’s death by suicide. The more you know the more you can support them.
I’d argue that no job is worth risking your health, but I don’t think Elon would see it that way.
I know he likes to brag about his work hours and how “No one ever changed the world working 40 hours per week”. Reading the science on how more mistake-prone employees working all of those long hours can be makes me wonder if Elon had taken a few hours off and gotten some rest maybe he doesn’t make that offer to buy Twitter and find himself in the mess he’s in.
Companies Expect More From Managers But Haven’t Sufficiently Equipped Them, Research Shows
Paralegals play a key role, especially when armed with legal tech tools: innovation webinar speakers
22-year-old goes viral for sharing job scam nightmare and red flags – The red flags were there, but missed in the excitement of a new opportunity. Hoping folks recently laid off don’t fall for it.
From Alex Jones to Clarence Thomas: What’s Behind These Inadvertent Dropbox Disclosures?
7 Things I Wish Law School Taught About eDiscovery -“Nearly two decades later, I would love to say law schools have improved their coverage of all things eDiscovery. But sadly, many gaps remain to this day!”
Mental Health at Work: Leading With Compassion While Promoting Individual Accountability
Getting the Message: Considerations for Use of Mobile Devices in the Workplace
The “career ladder” is broken. Here’s how to develop your employees instead.
This CEO says companies investing in their workers are better off financially
5 Steps to Protecting Ediscovery Data When an Employee Exits |
Networking is a necessary — and misunderstood — skill. Here’s how to hone it.
Global Recommendations for the Mental Health and Wellness of Workers
These people have watched companies “reward” the loyalty of Boomer and Gen X employees with layoffs, unfunded pensions, forced retirements, etc. They aren’t going to be loyal for the sake of loyalty to a company that will cut their job at the first sniff of an economic downturn. They will go to the place that benefits them the most.
If you’re not interested in providing skills and career development, don’t expect people to work for you. It’s not worth it.
I’ve heard of companies “green-washing” talking a good game about their work on climate change while also continuing to be a large contributor to it, but in the area of wellbeing, this was a new one. Except, it isn’t a new idea. This study asked employees at UK companies if the public statements about mental health and employee support match what is happening within the company itself. Many said that the public supportiveness did not match the internal work culture. That’s not anything new. I think we have all worked somewhere or have heard plenty of stories about workplaces where the public face of the company or even the internal HR face talks quite a lot about how much they focus on employee wellness but apparently, no one told the middle managers about it.