Work911 Ezine - Training Resources Grow, Gossip and Management, Free Helpcard Previews
Robert Bacal
Stuff
In This Issue:
1) Training and Development (and Learning) Resource Center Continues
To Grow
2) Free Helpcard Previews
3 ) Don't Miss These Sites on Leadership and Communication
4 ) Feature Article - Office Gossip - Management Creates or Prevents
5) Our Sites
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1) The News: The Training and Learning Resource Center Continues To
Grow
Just a reminder that our site focusing on training and learning is
growing constantly, and it isn't just for trainers. The Training World
really has two audiences. One is, yes, those involved in designing and
delivering training, or coaching or other learning experiences, so
those interested will find help on how to design, and implement
training and coaching.
On the other hand we want the Training World to be helpful to
consumers of training services. We believe that the best training
customers are informed and educated about the business, both the good
and bad of it. So, non-trainers will also find much of the information
useful.
Currently, there are about 680 HANDPICKED links to articles relevant
to the topics of training and learning, including newly added
information on higher education. We've also expanded our Q&A
Knowledgebase.
Ease on over to http://www.thetrainingworld.com . It's all free.
2) Free Product Previews
Just a reminder that all of our helpcards (on management, performance
appraisal, conflict, communication, career topics) can be previewed
free of charge. In fact so can several of our books, including
Conflict Prevention In The Workplace, and Defusing Hostile Customers
Workbook. You are simply one or two clicks away from getting your
sneak peaks. Here's the address for all of our items: http://www.work911.com/products/
3) Don't Miss These Other Recent Sites:
In case you missed it we're also continuing to build our Communication
Resource Center, located at:
http://www.work911.com/communication/index.htm
and our Leadership Development Resource Center at:
http://www.work911.com/leadership-development/index.html
4) Feature - Office Gossip
There's probably no workplace that is completely free of gossip, but
it seems that some offices are rampantly infected, while others are
less so. How can that be? In the article below, Harry Gorden points
out that management, throught its inaction, and unintended behavior,
either creates it, or discourages it. And, that gossip is intimately
tied to the company's culture.
Office Gossip - Management Creates or Prevents
By [http://ezinearticles.com/?expert=Harry_Gorden]Harry Gorden
Office gossip has many forms, mostly bad, but it is management that
sets the tone for any resulting good or evil. At its worst, office
gossip is slanderous with appropriate penalties from termination to
being sued for civil damages. Certainly the spreading of untruths is
harmful to individuals and the work place culture. Office gossip in
any form is a reflection of the manner in which management does or
does not communicate with and/or support employees.
Workers look for control over their work output, recognition when
deserved and security for their being and performance. Gossip in the
workplace that is untrue undermines employee control, recognition and
security. Most businesses have created written policies that address
office gossip. However many businesses simply have policies on office
gossip without an understanding how communication and processes either
prevent or encourage office gossip.
What if the gossip is true? What if the president is having an affair
with one of the sales people? What if the director indeed was arrested
for drunken driving? What if the CEO tolerates senior management
holing up in their offices with their cronies both tapping and feeding
the gossip/rumor mill to protect their turf and/or smear rivals?
When a company culture is reticent to communications, is insensitive
to processes that encourage performance output, employee recognition
or job security, or tolerates bad character behavior, office gossip
develops as employees feel left out of the organization, resent their
management and lack confidence that the organization can compete for
their long term employment security.
Most of the recent articles on office gossip target the problem as
being the employee and in a few cases this may be true. However office
gossip is a business cultural phenomenon and therefore the
responsibility of management to prevent& not by hands off written
policies but by accountable management behaviors that employees
understand, respect and emulate. Key behaviors should be:
Management
-Communicate regularly with a consistent positive message. Industry
trends, organizational changes and why done, new products, promotions,
retirements. Newsletters and emails are just a start. Quarterly
meetings by group/team with senior level managers sharing brief
overviews allowing Q&A from employees. If reasonable questions
surface, commit to timely responses and make sure answered. If
information to be shared is less than positive, be direct and honest
without a deceiving spin.
-Actions speak louder than words. Management must be visible,
accessible and approachable. Too many managers hide in their offices,
avoid employees and are purposely evasive when asked reasonable
questions. Insecurity and fear in managers is unfortunately common, a
reflection of their bosses hiring cronies without performance
accountability and reluctance to make necessary management changes. If
management wants what best for the organization than for themselves,
they must behave accordingly. Daily interaction with employees is a
must, saying hello, asking how a project is going and listening
sincerely. Survey after survey reflect a majority of managers feel
they do the right things but the majority of employees say otherwise.
-Carrots work better than sticks. Managers often reluctant to
acknowledge good performance for fear of not getting credit or
spoiling employees. Employees consistently tell surveys they hear nine
negatives to any one positive from their managers. Praise builds teams
and esteem, criticism divides and tears down.
-Stop internal competitions as only divide departments, employees and
distract from a needed focus on core competencies and customer needs.
Performance measures and rewards should be based on what value
delivered to clients, not the trickle down politics of management.
Employees
-Take personal accountability for your performance. Employment is a
privilege not an entitlement. Your company must be competitive in
value and price which means constant changes including work done and
employees required. Add value and your employment is secure& just
float along and your job will be vulnerable. Gossiping to deflect
attention from you to those offending or not respected often backfires
on the gossiper.
-Office gossip is often juicy, fun and sometimes insightful& however
it is better to focus on listening skills and speak only when can add
value to organization. Either you have confidence and respect for your
management or you leave& sticking around to gossip is a waste of your
time now and potential elsewhere.
-Avoid labeling fellow employees. Prejudice, bias, hard feelings,
jealousies and the like bring no value to the organization and only
reflects poorly on offending employees& as well as being potentially
libelous. Interesting to see someone label an employee as a
backstabber but then what does that make them? As the old saying
goes, be careful when you point a finger as then there are three more
pointing back at you.
The presence of office gossip should be seen by management as a
reflection of their performance and organizational effectiveness. The
more prevalent gossip, no doubt the more human resource issues will
surface and work performance sink. The problem should be addressed
with more emphasis on clear, consistent communications and sincere
management involvement with employees. Stated policies against office
gossip with strong penalties only increase employee distrust and
diminishes any respect as management appears insensitive to the needs
of employee communications, understanding, recognition and mutual
respect and security& encouraging, much less diminishing the gossip.
Change will be a constant in the workplace reflecting the marketplace
and competition. Companies that embrace employees as sources of fresh
ideas for products, services, enhancements, productivity, are reaping
the rewards of change. Management insecurity and fears are a
reflection of the leadership of owners, board and senior officers who
fear change. Old economy command and control organizations are
breading grounds for office gossip. New economy entrepreneurial
organizations embrace change, moving so quickly, with incentised
participants to a common cause, that there is simply no time for
office gossip, just great performance numbers, job security and
recognition from many quarters.
Management must accept accountability of their actions/inactions that
create a culture where gossip can either thrive or diminish. Employees
must accept responsibility for their livelihoods and deliver their
best value where at, or change to an employer more appreciative of
their deliverables.
Harry Gorden, President, Transportation Management Services, Inc, a
transportation management agency with over 35 years sales experience,
providing consulting to the equity, capital management and supply
chain communities as well as no cost referrals for manufacturers/
distributors seeking the right fit transportation management support.
Inquiries welcome at:
[mailto:hmgo...@comcast.net]hmgo...@comcast.net
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5) Our Sites:
Just a quick summary of our sites that have information on the
following topics:
Leadership Resource Center: http://work911.com/leadership-development/index.html
Communication Resource Center: http://www.work911.com/communication/index.htm
Conflict (both workplace and family) http://conflict911.com
Business, Strategic and Personal Planning: http://www.work911.com/planningmaster/index.html
Performance Management & Appraisal: http://performance-appraisals.org
Customer Service: http://customerservicezone.com
Our Main Site: http://www.work911.com
Multi-Purpose Articles Database: http://www.articles911.com
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