Smoke mirrors and the employment relationship

Smoke, mirrors and the employment relationship : WestminsterResearch

smoke mirrors and the employment relationship

"Smoke and Mirrors in Customer Service" Current Employee - Relationship Banker in Chicago, IL Former Employee - UBA in Dallas, TX. EMPLOYMENT, WELLBEING & PRODUCTIVITY Smoke Mirrors & the Employment Relationship - A provocation paper for the Good Work Commission by. There are seven major reasons why employees stop caring, why they go from .. There is very little thought being given to the long-term relationship staff and communicate effectively to them without the smoke and mirrors.

What we take for granted depreciates. Kathyp First of all I disagree. Management does not reward people success. They expect their employees to do well, but Management gripes about the hard times and does not try to raise salaries or give any incentives.

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I have been with a company for a long time. All I have to offer employees is a kind word that they are doing a good job. Management has gotten stingy and does not give raises on a yearly basis nor more time off if they cannot afford raises. Kind words and encouragement can just last for so long and then the best employees give up.

I wish I could tell all companies to do some incentive each year to keep morale up, but most companies are selfish and want to keep every dime for themselves. The problem comes when the company does it year after year.

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However the salaries offered to new hires increases because the company feels it needs to compete for new talent. Another company will place a higher value on your experience than your employer. It demonstrates how the mindset of companies has changed. All investment, and planning are short-term. There is very little thought being given to the long-term relationship between company and employee. I need to sack them and get new staff.

Smoke, mirrors and the employment relationship

Albert Greene63 Showing your employees respect is by far the most effective way to show them they matter. Not everyone can or should see the whole picture. Some things need to be kept on a need to know basis.

smoke mirrors and the employment relationship

That being said, Managers who train their staff and communicate effectively to them without the smoke and mirrors can win over their employees and retain the good ones. Show them how their contribution has made the team successful.

And she knows of what she speaks: We are finding a serious mismatch between what the C-Suite is looking for and what has traditionally been measured in enterprise social network settings. We think it is related to the heritage of social analytics developed in the consumer world — and believe lessons learned there should not be simply copied and pasted into an enterprise collaboration context.

And that's the problem.

smoke mirrors and the employment relationship

These sites generate revenue from advertising, so the measure of choice is number of readers and number interactions with the content —a like, a retweet or some other activity. Activity based metrics have migrated to the enterprise along with them, with little thought to their effectiveness. Nothing about brand messages, social media views, likes, follows or other common activity measures associated with consumer social media.

This, we believe is why we are seeing such a serious mismatch between what the C-Suite is looking for and what is currently being measured.

By using analytics designed for media consumption and not collaboration, efforts to drive adoption are misplaced.

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Using data from more thanpeople across more than 20 organizations, we have uncovered the following relevant key insights: There is no association between activity levels and response rate. We expected that the more activity a network has, the more likely it is that posts are replied to. Getting a response to a post is obviously essential for collaboration — otherwise you are talking to yourself.

smoke mirrors and the employment relationship

So it was a big surprise for us to discover that there was no association between activity levels and a response. Social Cohesion measured as the intensity of reciprocated interactions is the single measure that most differentiates the organizations in our benchmarking sample. Measuring social cohesion is equivalent to measuring your blood pressure — it is an essential health indicator.

smoke mirrors and the employment relationship

There is no association between activity levels and social cohesion. We found examples of highly active networks with poor social cohesion.