Tuesday, November 26, 2019
Dont read the comments
Dont read the commentsDont read the commentsAdvice from Theodore Roosevelt this Fourth of July weekIt is not the critic who counts, not the man who points out how the strong man stumbles or where the doer of deeds could have done better. The credit belongs to the man who is actually in the arena, whose face is marred by dust and sweat and blood, who strives valiantly, who errs and comes up short again and again, because there is no effort without error or shortcoming, but who knows the great enthusiasms, the great devotions, who spends himself for a worthy cause who, at the best, knows in the end the triumph of high achievement, and who, at the worst, if he fails, at least he fails while daring greatly, so that his place shall never be with those cold and timid souls who knew neither victory nor defeat.I share this TR quote every year on the 4th of July, for the 16 years since we started. Each year, it seems to get mora relevant.In an era of social media, there are more critics, hate rs, naysayers, and negative people than ever before. And the tools they have at their disposal for spreading their fibs, poison, and unhappiness are more powerful than ever before in our history.Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moreSo it feels like TR is on to something when he says those cold and timid souls who point out our stumbles, shouldnt be our focus.Rather, this Fourth of July, its worth remembering that it is professionals like you who make this country great. You lead your companies, you lead your teams, you lead your communities, churches and synagogues.And being leaders, you know that someone always has something to say about it. A critique, a carp, a complaint. Seems like everyone else can do your job better than you - at least in their own minds.But, funny, isnt it, that theyre not the ones getting up early, getting the kids off to school, completing the TPS report, wooing the new recruit, talking the client off the ledge, lending a patient ear to an employee in trouble, explaining to the higher-ups why investing for the future is the right move, all while balancing a back-to-back meeting schedule, fighting an inbox that seems to sprout emails, and trying to get in some quality time with the family, the spouse, the squeeze at night.You do understand the great enthusiasms, the great devotions, the worthy cause. You didnt put yourself through the trials of studying hard, working your way through grad school, slogging it through those early years, pushing yourself harder and harder, because you were looking for an easy life.You wanted a successful life.You wanted to make something of yourself.And, thanks to TR and all the Americans who came before and after him, you have the mglichkeit.The chance to be devoted. The chance to be worthy.This Fourth of July lets give thanks for TR, lets give thanks for America, and lets give thanks for the country we love.Im rooting for you. Marc Cenedella, Founder
Thursday, November 21, 2019
Work Sharing to Reduce Layoffs
Work Sharing to Reduce LayoffsWork Sharing to Reduce LayoffsWork sharing, or short-time compensation (STC),is an Unemployment Insurance (UI) program that allows an employer to reduce the number of hours an employee works during a week while ?unemployment compensation makes up some of the difference in income. Work-sharing would typically become available during a business slowdown. Work sharing is a win for both employers and employees. The employer can reduce the number of hours that an employee group works without potentially losing the employees. Employees affected by reduced hours can have their lost wages made up through a portion of their weekly unemployment compensation payments. So, for example, if a company is experiencing less demand for its products, and consequently fewer sales and down revenue, it can submit a plan to its state UI program requesting work sharing to cushion the reduced hours for its employees. Work sharing also allows employers to avoid layoffs and potent ially, the loss of critical employees, who might job search in a situation such as a mandatory job furlough. When the business has weathered the down business climate, it has the skilled and trained workers it needs to get back up to speed quickly. The employees were spared the cost and pain of job searching during tough economic times. They had the income they needed to tend to life and family needs. Key to the Success of Work Sharing The key to the success of work sharing is the income replacement factor for employees. The use of this form of unemployment insurance (UI) enables employers to pursue this option for their employees. An example of work sharing is the employer needs to schedule employees to work four days (32 hours) a week for six months as an alternative to layoffs. The employer develops a plan and applies to the state UI program. If the plan is accepted, employees can then apply for and receive a portion of their normal compensation from the UI program. Beginning in February 2012, according to the US Department of Labor Blog, guidance to states wasissued by the departments Employment and Training Administration about thepractice of work sharing. The ability of states to use UI benefits for short-term compensation programs, often known as work sharing, was clarified with the signing of the Middle-Class Tax Relief and Job Creation Act of 2012. One of the goals of the legislation was tohelp enable states to implement or expand a work sharing program, through the availability of approximately $100 million in federal grants. This also means that states that already have active work-sharing programsmay now be eligible to begin receiving 100% federal reimbursement for working sharing payments. Rules and regulations about work sharing vary by state. But, with the issuance of the Federal guidance in 2012, basic clarity exists in the states. According to the National Employment Law Project, as of October 2014, 26 states had adopted work sharing progr ams. 24 states had not. As you might expect, during tough economic times, employers use of work sharing skyrockets.
All the workplace white lies we are guilty of telling everyday
All the workplace white lies we are guilty of telling everyday All the workplace white lies we are guilty of telling everyday Youâre a liar. Iâm a liar. Even Hope Hicks admitted she was a liar at work.âLying in the office is a pandemic,â Lynn Taylor, a national workplace expert and the author of âTame Your Terrible Office Tyrant: How to Manage Childish Boss Behavior and Thrive in Your Job,â told Business Insider. âEspecially if you consider the amount of tiny white lies circulating in the daily course of business.âAccording to a University of Massachusetts study conducted by psychologist Robert Feldman, most of us lie two to three times every 10 minutes.Buy why are we lying?âWe bend the truth to make life easier,â Taylor explained. âIn many cases, we rationalize them as protecting others, thinking âitâll keep the peaceâ or âitâs something everyone does.'âFollow Ladders on Flipboard!Follow Laddersâ magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and more! âBut mostly lies are told because theyâre convenient and often a cover up,â she said.It can be hard to detect if someone is lying to you, especially because face-to-face meetings are increasingly rare. But according to Taylor, even thatâs no guarantee of lie detection.âThe most difficult lies to detect are lies of omission. Theyâre usually discovered much later. The typical conversation would go something like, âwhy didnât you tell me?â Followed by, âI assumed that ⦠âThe more egregious garden variety of lies include âmassiveâ and âdestructiveâ lies. A massive lie, for example, is promising an employee a promotion or salary increase and later going back on your word. A destructive lie is spreading malicious gossip about a coworker.But most lying in the office is not egregious, and tends to fall in the white lie category.If youâre concerned a coworker is lying to you, Taylor suggests treading carefully. In her book, she recommends allowing people th e opportunity to save face without going on the attack: âGet them to clarify their position. Ask them, âDid you mean X or Y?'âIf theyâre a repeat offender, discuss it diplomatically, and be friendly with the stated goal of improving the relationship.Taylor also suggests considering how serious the deception is: âIs the confrontation worth winning a battle and potentially losing a war? You donât want to ignore lies, as that will create unwarranted stress for you, but you donât want to hammer people with questions, either.â To help you identify when youâre being lied to, we asked Taylor to share some of the most common white lies people tell in the office: âThat wasnât my fault.âTaylor says this cover up is perhaps the most common of deceptions.Some people will do just about anything to deflect responsibility, including blaming others or even inanimate objects like a computer.âI have to leave work early for a [fill in the blank] appointment.âThis is a common white lie almost everyone has relied upon at some point in their work lives to handle something personal, says Taylor.But to be fair about âtruth in excuses,â most managers wonât delve into your private life if you abide by their employment policies, so itâs a common default.âItâs my first priority.âThis is a charming statement and music to any bossâs ears. Thus, its wide popularity.Of course, most employees have assigned the project as one of several priorities, but according to Taylor, itâs told because it bides time and sounds great.âThe account is looking good.âAccording to Taylor, itâs common to find those who brag or engage in a little hype rbole to keep things pleasant for the time being.It might keep their manager jovial, at least for a few hours. But they may be playing a high-stakes game that the account really will come in or grow.âThat was my idea!âThere are always glory hogs in the office notorious for taking credit for othersâ work (unless the work has gotten bad reviews), says Taylor.âI need it yesterday.âEveryone has heard those who âcry wolfâ about emergencies, only to witness the âhurry up and waitâ syndrome. When everything is urgent, credibility is lost over time and project urgency can quickly seem a sham, Taylor said.âI can have it done tomorrow!âIn the zeal to get things done, people can over-promise. Better to over-deliver, recommends Taylor.This article originally appeared on Business Insider.You might also enjoy⦠New neuroscience reveals 4 rituals that will make you happy Strangers know your social class in the first seven words you say, study finds 10 lessons from Benjamin Franklinâs daily schedule that will double your productivity The worst mistakes you can make in an interview, according to 12 CEOs 10 habits of mentally strong people
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