What Great Employers Know

Posted by: Carol in Leadership on Jul 29, 2008 Print PDF

Tagged in: Leadership

So what do to be a great employer? Well lots of things. My focus is on how the culture and the management treats employees (even the management) and how organizations foster good conflict management. As you may know, I regularly write a Free Enews (see www.managingconflict.com) to help people deal with workplace tension and conflict.

I solicit feedback. Here is one piece of feedback that got me thinking and my response.

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I read your newsletter every time it comes and I like the format generally. I am trying to think why it doesn’t really grab me.

I think I finally figured it out.

Human resources and work place conflicts are due to people getting together to do business. It is like carpooling. If the driver is reckless the ride will be difficult not to mention the wear and tear on the occupants and the business/vehicle itself. But if the ride is smooth and deliberate the ride will be successful with pleasant and comfortable occupants.

It is almost as if the part of business is ignored unintentionally. I wonder how many owners come away with this same feeling. Unless a conflict rears its head I am not going to worry about this. It is like business fraud though – only a fraction of the amount that is really going on gets detected and then by accident after a great part of the damage has been done. These are just my thoughts – I may be wrong.

- DAN

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Carol Responds:
Awesome insight. Conflict does lurk under the surface and often goes undetected. AND well run work places often take what goes well for granted.

So let�s take the conversation to a different place. I want to hear from those of you whose workplaces DO handle things well. What are your secrets, tactics, strategies?

So folks, what are your secrets, tactics, and strategies. What does your company or a singular person do that makes your workplace fairly stress free?

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written by Dan Cunningham, September 08, 2008
I personally feel that in all my experience a great workplace or culture would be where all the employees and managers are aware and concerned about each other’s professional and personal goals as they are about their own. We would each think about how to help the others in their quest as it parallels our own.
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written by Carol Bowser ., September 09, 2008
Great point, Dan. Here is another insight from Yolanda, an HR Manager of a very big investment mangement firm…

Employees, their families, and community come before clients… employees are not viewed as “assets”… you always hear the clich� that employees are the greatest asset…employees are the essence of your business…
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written by Daphne, September 10, 2008
Great question, Carol. I’m no longer an employer (I used to be a manager, with staffs ranging in size from 6 to 400) but now regularly see workplaces from the inside as I’m called on to conduct investigations or work with other difficulties in businesses and public agencies.

Easily 80% of the investigations I’ve done (over 250) have resulted in a finding that nothing illegal has happened. So, what went wrong? The most common thread is lack of, or poor communication. In the absence of good communication, people fill in the blanks – and assume the worst. So, rumors fly, assumptions about plans and motives are made, and the climate in the workplace goes downhill.

It sounds like a cliche, but managers should communicate, communicate, communicate. Even if you have little to share, tell people you’ll tell them what you can, and then tell them more when you can. Communicate in writing, orally, in big meetings and one-on-one conversations. Share as much information as you can as soon as you can, and don’t wait to be asked.

If more of my clients did that, they would not have to bring me in as often after things have reached a crisis.
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written by Mike Dallahan, December 23, 2008
I work for a social service agency that assists children with behavioral and emotional difficulties. Needless to say, the work can be challenging. Fortunately, we have been able to create an agency culture in a which acknowledging people’s work is just a part of who we are. Even in circumstances in which the outcome may not be what we had hoped for, we still acknowledge the effort that goes into working with our children. Our Friday staff meetings sometimes feel more like Pep Rallys than traditional staff meetings. They help to restore people’s equilibrium and provide them with badly needed support so they can do their jobs well.
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written by Carol ., December 23, 2008
Great comment. Could you share some of the things that are done at the end of the week meetings that creates a great atmosphere. so often I hear from people who would love to know what others have done.
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written by Mike Dallahan, December 23, 2008
Acknowlegments are a standing agenda item at our staff meeting. Knowing that it is a standard part of the meeting, people come prepared to acknowledge each other. Also, we have something called “It’s Your Day”. Our office manager will at least once a month randomly select one staff person. When it is that person’s “day”, we will take time during the staff meeting to pay that person compliments…to celebrate the contribution he/she has made to the success of our organization. Some may add more personal comments (rather than just strictly business related). It is a lot of fun and a good re-energizer. EVERYONE looks forward to it being their day! Even people who do not like being the center of attention.
PS. love the website…very helpful information
PSS I thought the “Car Wreck Voicemail” link was hilarious!

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