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How To Keep Personal Scandals Out of the Office

StrategyDriven Management and Leadership Article | Professional Career | How To Keep Personal Scandals Out of the OfficeYour personal life is personal, right? Not exactly. In fact, when it comes to your professional career, your personal life plays a critical role. Whether that role is positive or negative is up to you, and it is up to how well you manage both your personal and professional lives. Being calm and preparing in advance can help keep your personal life private. The last thing you want is a criminal charge to ruin your life – which it can, regardless of whether or not you were convicted or exonerated. By staying private and following this guide, you can maintain your professional career and move on.

How A Personal Scandal Can Affect Your Career

A personal scandal can severely impact your career. Businesses don’t want to risk the negative press of keeping you on, and will, therefore, cut their losses as soon as your name is out in the paper. It doesn’t matter if it is later found out that you had a rock-solid alibi or your charge was overturned, because to the media you are guilty. This can ruin a career and make it incredibly difficult to find work later on. Your record might be squeaky clean, but your name will always show up next to news articles with that DUI charge.

The worst part is that the more advanced you are in your career, the harder you can fall. The media loves a scandal, and if the CEO of a big company has any sort of black mark on their name, they will pounce, with or without confirmation. You can sue them afterward for defamation of character, yes, but it still won’t change the negative impacts this press will have on your career.

How to Keep a Personal Scandal Out of the Office

To keep a personal scandal out of the office, you need to take measures to prevent a fall out as soon as possible. To do this, you will want to:

1.Know Who to Turn to For Help

Knowing who to turn to for help can be incredibly useful. If you are charged with a DUI, for example, a professional from this DUI lawyer Philadelphia firm can help fight against the charge and at the very least work to keep your identity confidential.

2. Stay Offline as Much as Possible

Your online persona will affect your career. That is why it is always important to curate your personal presence with the knowledge that it could be used against you. An off-tone joke made five years ago could ruin your career today, so go through everything. Delete old accounts, old posts, and otherwise curate all social media to protect your reputation and digital security.

3. Don’t Feed the Fire

It might seem like a good idea to get on top of a story and talk to the press, but this is the wrong approach. The truth is, by giving them nothing to go on you are more likely to be passed on for a more exciting news story. Unless the case against you is a big news story, staying quiet and anonymous is a great way to keep your name, face, and story out of the press.

Everyone can have a run-in with the law. This doesn’t make you a bad person, nor does it make you guilty. What it can do however is ruin your career if you aren’t careful. Always take every charge seriously, whether or not you are 100% certain of your innocence.

Do Your Employees Tell You the Truth? How to Foster an Environment Where They Do

StrategyDriven Corporate Culture Article | Corporate Culture | Do Your Employees Tell You the Truth? How to Foster an Environment Where They DoAre the people in your organization telling you the truth? As a manager, if you ask someone working for you, “What should we be doing better?” or “Where can we improve?” how honest do you think he or she will be?

Will your staff give you a laundry list of opportunities for improvement, an overview of key issues that hold your company back, or nothing of substance? Do your employees feel emotionally safe enough to have these authentic conversations? And if not, why?

These questions are at the heart of building a brilliant culture, an organizational culture that is driven by authenticity, adaptability, and a willingness to listen. In several decades of organizational business consulting, I’ve found that culture often distinguishes truly successful and healthy organizations from their dysfunctional counterparts. And one of the biggest indicators of a brilliant culture is a willingness—of everyone in the organization—to both tell the truth and listen. Truth-telling is essential to building a brilliant culture, but it doesn’t happen without leaders and managers who are willing to listen to what they hear and meet people where they are.

As a manager, the impetus falls on you to set that tone. Ask yourself: When I do annual reviews, sit down to discuss key issues, or collaborate on problem-solving, do people speak honestly with me, without fear of repercussion? If they don’t, what’s keeping them from doing so?

How to Foster a Safe Environment

One of the best ways to foster an environment in which it’s emotionally safe to tell the truth is to listen to what you hear instead of only acknowledging what you wanted or hoped to hear. Consciously work on enhancing your ability to meet people where they are and focus on developing your follow-up questions. Try staying in the present more often. Rather than thinking about the next item on your agenda during a discussion, offer your full and undivided attention. You may learn that you’ve been missing essential information in previous conversations.

The truth sets organizational cultures free. Only when we understand what’s actually happening in a company culture can we choose to realign behaviors, beliefs, and strategies. Careful listening, validating other perspectives, and follow-through build trust, signal respect, and show people they are valued—all bedrocks of emotional safety. Learn to listen to what you hear and you just may be surprised at the truths that find their way into the light.


About the Author

StrategyDriven Corporate Culture Article | Corporate Culture | Do Your Employees Tell You the Truth? How to Foster an Environment Where They DoClaudette Rowley is the CEO of Cultural Brilliance, a cultural design and change management consultancy. Over the past twenty years, she has consulted, trained, and coached executive leaders and teams at Fortune 1000 companies, small businesses, academic institutions, and start-ups, helping them create proactive and innovative workplace cultures that deliver outstanding results. She lays out a road map for organizational success in her new book, Cultural Brilliance: The DNA of Organizational Excellence. Learn more at culturalbrilliance.com.

Top 3 Reasons Why Happy Employees Are Good for Business

Employees are your business’s biggest assets. Your company can only grow as rapidly as the growth of the employees that support it. In a market as competitive as today, employees also act as a competitive advantage.

Recent studies have shown that keeping employees happy is a great investment. Businesses whose employees are happy produce better results and can be more agile on the market. Aside from the boost in agility, there are other reasons why happy employees are good for business.

Higher Employee Engagement

Happy employees are 12% more productive according to a study by University of Warwick. The spike in productivity is a great thing for your business, especially when you take into account the collective effect that spike produces when the majority of the employees are happy.

It doesn’t stop at productivity either. Happy employees have higher employee engagement in general. This means they are more likely to take initiatives, come up with creative ideas and solutions, and make steps to further contribute to the success of the company.

Higher employee engagement also leads to lower friction within the organization. Engaged employees will speak up about issues they come across in an attempt to maintain a healthy and pleasant working environment. The business will run at a much higher efficiency this way; the 12% boost in productivity we discussed earlier will have an even bigger impact at this stage.

Fewer (Costly) Errors

The biggest cost for a business isn’t the cost of production or operations, but the mistakes employees make along the way. A simple mistake can lead to a much bigger cost too; when a sales officer failed to meet the customer’s deadline, for instance, the loss in sales can be catastrophic to the business’s growth.

This is where keeping employees happy comes into its own. Happy employees have better ability to stay focused. They are result-oriented and goal-driven too. Pair these traits with the higher employee engagement, and you have the perfect recipe for minimizing costly errors in business operations.

You can use online resources such as SalariesHub.com to find out more about what employees expect from a position or a career. Creating a better compensation package and providing employees with clear career paths are among the best ways to boost employee happiness and increase their ability to perform well at work.

Healthier Team

Lastly, there is the added benefit of having a healthier team when your employees are happy. Happy employees live better and longer. They tend to take fewer sick days and are more economical to insure too. These may seem like small advantages to gain, but they are advantages worth pursuing nonetheless.

The attempt to boost employee happiness can go hand in hand with that of creating a healthier team. By introducing a corporate fitness program, for example, you can help employees stay healthy and happy in the long run.

At the end of the day, you don’t need researches and studies to come to the conclusion that happy employees are good for business. Through a better working environment, a clear career path, and a supportive organization, the right investment in employee happiness can produce a great return for the business.

Your Workforce Will Be Happier If You Do These Things

Every great business needs a happy workforce behind it. No business got off the ground or became successful with a team of grumbling employees who were resentful of the things they had to do. A happy workforce means a higher quality of work. How can you make your workforce happier? Do these things…

Be A Better Boss

A boss in this day and age shouldn’t be somebody who watches from the sidelines and gives people orders. It’s somebody who’s willing to get their hands dirty and go above and beyond for their team. It’s somebody who has an open door policy, listens, and wants to make things as enjoyable as possible for them. You need to genuinely care about your employees to be a great boss. They’ll be able to tell if you’re genuine or not too. You’re not going to get people doing their best work or building a great reputation if you’re only worried about yourself in business.

Make Their Lives Easier

How can you make your employees lives easier? Could you maybe ensure that they have the supplies they need to make lunch, with a microwave, refrigerator, and kettle? Could you ensure they have the highest quality equipment, as well as implement trustworthy programs to help them get things done faster? You can automate some processes, but with others, you’re going to need to find better ways of simplifying. There’s a reason programs like Excel are so popular. You can check out the infographic below if you think this is something you could use.


Credit to STL

Time to Let Someone Go at Work? Here’s How to Do It Properly

If it’s time to let someone go at work, you may be wondering how to drop the bombshell without creating chaos. Firing an employee is easier said than done, and in some cases, there is more than dignity at stake, so it’s important to tread carefully.

Aside from the obvious discomfort of firing your problem employee, letting him or her go too hastily could be detrimental to your business. Those who feel they were mistreated could take legal action, so you need to make sure you’re following the necessary steps to avoid ending up in court.

With this in mind, here are four tips to help you lay someone off at work without creating unnecessary conflict.

Give Your Employee Time

If you have to let someone go from your business, it shouldn’t come as a shock. You should have been providing the employee with feedback throughout his employment and giving him chances to improve. If someone gets fired out of the blue, he is more likely to want to take action for wrongful dismissal.

Similarly, you should give your employee time to attend the meeting. Don’t schedule it for first thing in the morning, but don’t wait until the end of the day either. If you’ve planned a meeting, your employee probably knows what’s coming, so give him time to prepare.

Be Private

Respect your employee’s privacy by keeping his colleagues in the dark about his departure, so he doesn’t feel like he’s been shunned from all sides. When it comes to letting him go, make sure you do it in a quiet space away from other workers and give him a chance to leave unnoticed. Whatever the circumstances, your employee has the right to retain his dignity.

Be Kind, Not Condescending

There’s no reason to belittle your employee, no matter why they’re leaving the business. In fact, talking down to someone in this situation could come back to haunt you later down the line. Ex-employees talk to competitors and potential clients, and you don’t want your name dragged through the dirt.

To avoid getting a reputation as a poor manager, try to deliver the news as kindly as possible without being condescending. Offer to help the employee find a new job by pointing him in the direction of a free resume builder or providing a reference. Your employee may be upset or angry when you first lay him off, but over time he will remember those small gestures and speak of you more favorably.

Focus on the Facts

Don’t make excuses or come across too personal. It’s entirely acceptable to fire someone because he doesn’t fit in with your business, so don’t feel like you have to lie about budget cuts or pressure from above. Be honest and tell him it’s not a good fit, and try not to stray into emotional territory. Have an HR representative present with all the required documentation to hand, and keep the meeting formal but friendly.

Firing an employee is no one’s favorite job, but it does need to be done from time-to-time. Approaching the situation with humility and care will make the process smoother for everyone involved, so be sure to follow these four steps.