Work-Life Balance, Disengaged Managers, and Workplace Bullies

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The OperationsInc Navigator
May 21, 2015
Workplace Bullies

Fast Company recently reported that  20% – 50% of employees experience ongoing bullying in the workplace, and some say these numbers are under-reported. The report further indicated that some of the consequences of workplace bullying include increased levels of stress, absenteeism, and a general loss of productivity throughout the organization. So what can businesses do to reduce workplace bullying behaviors? Fast Company says raising awareness through coaching, embracing whistleblowing, punishing bullies publicly, and embracing technologies that would trace evidence of bullying are four ways to reduce this type of toxicity in the workplace.

Gallup Finds 65% of Managers Not Engaged in Their Work

A recent Gallup poll found that 70% of US workers are disengaged in their work, and points the finger at poor engagement levels among managers as being the driver of this troubling statistic. Gallup estimates that the 65% of managers who are classified as being not engaged or actively disengaged cost the US economy between $319 billion and $398 billion each year. The report showed that those employees who are managed by a highly engaged manager are 59% more likely to be engaged themselves, and one in two workers have left a job due to a disengaged manager. 

Millennials Willing to Take Pay Cut for More Flexibility

A recent survey conducted by Ernst & Young found that millennial workers (those aged 18 to 34) seek flexibility more than any other generation in today’s workplace. While that in and of itself may not be surprising, Time reports that most millennials are willing to take a pay cut, or even pass up a promotion, to obtain their ideal work-life balance. Time reports that millennials now make up the largest percentage of today’s workforce, and as this population continues to grow employers should consider adopting flexible workplace policies in an effort to attract and retain talent in this demographic.


Reader Question: 2 Weeks Notice

HR Pro Tip: Summer Dress Code & Reduced Hours

As the trees and flowers bloom and become more robust, the clothing our employees wear to work seems to become less- and more risqu?. This is also the time when employees begin to ask for time off for summer vacations, or if there will be any shortened workweeks. Before it becomes an issue, it is time to put a dress code in place for the summer. Many businesses establish a different set of rules for summer dress designed to allow employees to be a little more casual. Putting a policy out there that talks more about the don’ts and a bit about the do’s will help avert a landslide of potential issues in the coming months.

Additionally, beginning Memorial Day and ending Labor Day weekend, it is not too uncommon to find “Summer Hours” as a practice within businesses. The first and most common scenario is one where the scheduled workday is extended by an hour M-TH and then all employees are free to leave for the day on Fridays at 1:00 p.m. Another approach is to maintain the same work schedule as per normal, but offer a specific number of 1:00 p.m. (or similar) departure times on a set number of Fridays to be taken at the discretion of the employee and the employer. Be sure to consult with an HR professional as to how wages may be impacted (if at all) during these arrangements.

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