[Published in Manila Bulletin last Nov 2011]
Years ago, our parents and grandparents found stable jobs, worked continuously for twenty or so years and retired at the ripe old age of sixty. Employees simply needed to work diligently and they were assured of keeping their jobs. Meanwhile employers didn't have to worry too much about employee turnover because most of their people were very loyal and stayed with the company during good and bad times long enough.
During that time, it wasn't uncommon for people to work for one company for twenty to thirty-five years. Many have worked for only one to three companies in their lifetime. It was the norm for employers and employees to take care of each other for a very long time. I guess things were simpler then.
But times have change. The business climate is definitely tougher and more competitive now. In the last decade, we've seen more mergers, changes in management, outsourcing and lay-offs from many companies.
Employers are trying their best to survive and gain profit by increasing sales or decreasing expenses. The latter of which seems easier to control. That is why some companies have resorted to outsourcing or even contractual employment. Honestly, it's cheaper with lesser obligations and headaches. However, it has its downside too. If you outsource, you pretty much depend on an outside party. If you offer contractual employment, you'll have to keep on training new hires and make sure that your company's service quality doesn't go down.
On the other hand, employees nowadays are not necessarily loyal for the sake of being loyal to their companies anymore. If a better opportunity comes along, most people nowadays will jump ship with another company. Many professionals move from one company to another in order to increase their salary level. Younger generations, perhaps because they have more options, ultimately work for themselves and use companies as stepping stones for career growth. That is why employee turnover is a lot higher now. Companies invest in training their people and they lose time and money every time an employee resigns.
So job security, in my opinion, for employees and even employers seem to become a greyer area nowadays.
The Labor Code of the Philippines, however, provide protection for both employees and employers. So to a certain extent, your expectations on job security can be based on what the law says.
For instance, in layman's terms, the law secures that any employee cannot be immediately fired on any bosses' whim or unjust cause. Due process on termination must be followed or else the employer can be faced with an expensive lawsuit. The law also differentiates the types of employment that employers and employees can arrange. Regular employees can enjoy more job security over contractual employees. Thus, it is important to choose your type of job wisely.
Another important provision in the labor code specifies exactly situations that are allowed if a company wants to terminate an employee or a group of employees. These include prolonged and contagious illness of an employee, gross violations of company policies, financial losses of the company (this has to be file and proven to DOLE) or business closure.
The Labor Code does have a say on your job security, so does your company policies. These provide a guideline on what your employer can legally do and not do to you. I urge you to read these to know how you can best protect yourself.
So going back to my question... Does job security still exist?
My answer would be, yes, to a certain degree... but I wouldn't count on it as an absolute right. I think it's good to expect the best but plan for the worst when it comes to your career. See, we ultimately have to be responsible for our means of living. Your current job will help you pay for your living and hopefully your family's expenses but nothing lasts forever. Do your best and hold on to your job as long as you can if it is rewarding. On the side, create a safety net in preparation for your retirement whether I comes early or later in life. You have to adapt with the times, be competitive as an individual. Depend on yourself not on others when it comes to your future. Secure yourself.
Wednesday, November 16, 2011
SEXUAL HARASSMENT IN THE WORKPLACE
[Published in Manila Bulletin last October 2011]
A reader asks: As an HR, do you think it is right for some employees to use the book “Art of Seduction” at work? Do you think, superiors have to tolerate those who are following or practicing that book? Thank you.
My response: I personally have not read the book so I cannot comment about its content.
Regardless, HR people do not really have any right or obligation to disallow or ban people from reading books of their liking. Employees are adults and they are old enough to decide what books to read. Plus we live in a democratic society where people are free to read whatever book fancies them.
The only time HR can get involved is if a sexual harassment complaint is filed. For example, as a result of reading and applying the book, someone crosses the line and commits inappropriate behaviour towards a co-worker. If the co-worker feels that she was sexually harassed and she feels uncomfortable working in that environment, she can file a complaint with HR. The HR will then organize a committee to investigate the matter and if the person is found guilty, appropriate sanctions based on company policies and the law will be implemented.
So HR can discipline people for inappropriate behaviour, however, they cannot ban or sanction people from reading books.
SEXUAL HARASSMENT IN THE WORKPLACE
The reader's question inspired me to write about an extreme form of bullying in the workplace and that is, Sexual Harassment. Although the reader's situation does not yet constitute sexual harassment, I'd like to shed some light on the matter.
So what is Sexual Harassment?
According to the Anti-Sexual Harassment Act of 1995, “Sexual harassment is committed usually in the form of physical abuse such as malicious touching, overt sexual advances or gestures with lewd insinuation.
It may also be committed through verbal requests or demands for sexual favors, and lurid remarks. Or it may be visual, using objects, pictures or graphics, letters or writing notes with sexual underpinnings.
This can happen in the premises of the workplace, office, school or training institution. It can happen in any place, business or social functions where the parties were found as a result of work, education or training. It can happen while on official business outside the workplace or training-related travel, or at official conferences, symposia or training sessions. It can also happen by telephone, cellular phone, fax machine or electronic mail.”
So let's say your boss hugs you and gives you a kiss on the cheeks to congratulate you on closing a sale, can you call that sexual harassment?
The answer is, it depends on how the hug and kiss was done and more importantly, the situation you find yourself in.
Sexual harassment is considered as such “if it is used as a basis for any employment decision such as matters related to hiring, promotion, raise in salary, job security or benefits; if it interferes with your work performance; if it creates an intimidating, hostile or offensive work environment; or cause discrimination, insecurity, discomfort, offense or humiliation."
I have a friend who works as a bookkeeper of a company. An external auditor kept asking her out to meet him for coffee and have a “good” time after. While working with her, he kept on asking intimidating questions about her work and making her feel incompetent because she wouldn’t go out with him. At one point, after rejecting several invitations, he asked her “Magkano ba sweldo mo sa trabaho? Kung gusto mo ako na lang ang bubuhay sa iyo?” (How much salary do you get? If you want, I can pay for your living.) She is a married woman.
Because of this, she felt so stressed at work and couldn’t sleep at night. She didn’t want to see the auditor and started feeling anxious and dreadful at the thought of going to work and possibly seeing him. She couldn’t work properly.
Would you consider this a form of sexual harassment? Although he never touched her physically, he made her uncomfortable with his advances and he spoke with sexual innuendos. Lucky for her, when she discussed this matter to her boss and showed proof via voice recording, management sided with her and immediately found a replacement auditor. She didn’t want to file charges, she just wanted him out of her life. So peace was easily restored.
Many victims do not file complaints because going through the process of complaining and discussing the incident rocks the boat and may cause further embarrassment. I personally think that people should choose their battles. There are forms of sexual harassment that are truly unforgivable, but there are also some that are just slight or belong to the grey areas. To a certain extent, it also depends on the victim’s sensitivity and culture. If you want to tolerate this form of bullying instead of fight, you may have a good reason for it and should think about it thoroughly. But if you want to fight, it is good to know that there are laws to help you with your battle against sexual harassment.
Victims of sexual harassment in the workplace can file a complaint against this form of bullying and your HR department should be able to help you. The Anti-sexual harassment act of 1995 further discusses the rules, guidelines and procedures for filing complaints. To read the law governing sexual harassment, you can visit www.chanrobles.com
A reader asks: As an HR, do you think it is right for some employees to use the book “Art of Seduction” at work? Do you think, superiors have to tolerate those who are following or practicing that book? Thank you.
My response: I personally have not read the book so I cannot comment about its content.
Regardless, HR people do not really have any right or obligation to disallow or ban people from reading books of their liking. Employees are adults and they are old enough to decide what books to read. Plus we live in a democratic society where people are free to read whatever book fancies them.
The only time HR can get involved is if a sexual harassment complaint is filed. For example, as a result of reading and applying the book, someone crosses the line and commits inappropriate behaviour towards a co-worker. If the co-worker feels that she was sexually harassed and she feels uncomfortable working in that environment, she can file a complaint with HR. The HR will then organize a committee to investigate the matter and if the person is found guilty, appropriate sanctions based on company policies and the law will be implemented.
So HR can discipline people for inappropriate behaviour, however, they cannot ban or sanction people from reading books.
SEXUAL HARASSMENT IN THE WORKPLACE
The reader's question inspired me to write about an extreme form of bullying in the workplace and that is, Sexual Harassment. Although the reader's situation does not yet constitute sexual harassment, I'd like to shed some light on the matter.
So what is Sexual Harassment?
According to the Anti-Sexual Harassment Act of 1995, “Sexual harassment is committed usually in the form of physical abuse such as malicious touching, overt sexual advances or gestures with lewd insinuation.
It may also be committed through verbal requests or demands for sexual favors, and lurid remarks. Or it may be visual, using objects, pictures or graphics, letters or writing notes with sexual underpinnings.
This can happen in the premises of the workplace, office, school or training institution. It can happen in any place, business or social functions where the parties were found as a result of work, education or training. It can happen while on official business outside the workplace or training-related travel, or at official conferences, symposia or training sessions. It can also happen by telephone, cellular phone, fax machine or electronic mail.”
So let's say your boss hugs you and gives you a kiss on the cheeks to congratulate you on closing a sale, can you call that sexual harassment?
The answer is, it depends on how the hug and kiss was done and more importantly, the situation you find yourself in.
Sexual harassment is considered as such “if it is used as a basis for any employment decision such as matters related to hiring, promotion, raise in salary, job security or benefits; if it interferes with your work performance; if it creates an intimidating, hostile or offensive work environment; or cause discrimination, insecurity, discomfort, offense or humiliation."
I have a friend who works as a bookkeeper of a company. An external auditor kept asking her out to meet him for coffee and have a “good” time after. While working with her, he kept on asking intimidating questions about her work and making her feel incompetent because she wouldn’t go out with him. At one point, after rejecting several invitations, he asked her “Magkano ba sweldo mo sa trabaho? Kung gusto mo ako na lang ang bubuhay sa iyo?” (How much salary do you get? If you want, I can pay for your living.) She is a married woman.
Because of this, she felt so stressed at work and couldn’t sleep at night. She didn’t want to see the auditor and started feeling anxious and dreadful at the thought of going to work and possibly seeing him. She couldn’t work properly.
Would you consider this a form of sexual harassment? Although he never touched her physically, he made her uncomfortable with his advances and he spoke with sexual innuendos. Lucky for her, when she discussed this matter to her boss and showed proof via voice recording, management sided with her and immediately found a replacement auditor. She didn’t want to file charges, she just wanted him out of her life. So peace was easily restored.
Many victims do not file complaints because going through the process of complaining and discussing the incident rocks the boat and may cause further embarrassment. I personally think that people should choose their battles. There are forms of sexual harassment that are truly unforgivable, but there are also some that are just slight or belong to the grey areas. To a certain extent, it also depends on the victim’s sensitivity and culture. If you want to tolerate this form of bullying instead of fight, you may have a good reason for it and should think about it thoroughly. But if you want to fight, it is good to know that there are laws to help you with your battle against sexual harassment.
Victims of sexual harassment in the workplace can file a complaint against this form of bullying and your HR department should be able to help you. The Anti-sexual harassment act of 1995 further discusses the rules, guidelines and procedures for filing complaints. To read the law governing sexual harassment, you can visit www.chanrobles.com
WORLD CLASS CUSTOMER SERVICE
[Published in Manila Bulletin last Oct 2011]
I was having breakfast with a trainer one day and she kept on complaining about how bad the service in the Philippines was, in general. She kept on harping about examples of world class service of great American companies and compared them to the service that she gets in the Philippines.
I then asked her which state she visited in the United States and she revealed to me that she hasn’t actually traveled there. But based on the business books that she has read, they have superb service.
Having just come from a US trip, I quickly shared to her my experience in the hotels that I stayed in. Except for a few quality hotels like the Hilton, most of the hotels I stayed in did not have great service. Most of their guest relations officers were not really that friendly. Some were bordering on indifferent and rude. Interestingly, the most helpful service crew that they had were in fact, Filipinos.
I then told her, don’t believe the foreign hype. Never think that our people are not world-class. Contrary to what you think, Filipinos are much more helpful and polite in general.
In our country, even three-star hotels have friendly staff ready and eager to assist and carry your baggage which was sorely missing in most of the US hotels that I stayed in. I was actually surprised that I had to drag my luggage there. In the Philippines, we have many bellhops who will approach you as soon as you go in the hotel to help.
Here, you go to a gas station and a gas boy is there ready to greet you, fill up your tank, clean your windows, pump air into your tires and give road directions. In the US, it’s do-it-yourself.
Grocery shoppers in our country even get extra help from bag boys who will bring your shopping cart to your car upon request. They are even willing to carry everything themselves if they can’t use the cart. The help that they provide makes shopping so convenient.
They don’t normally have that in America. In their country, you are left to fend for yourself. It’s all do-it-yourself because labour is expensive in their country.
So, you see. The Philippines’ brand of customer service isn’t so bad. In fact, I think it is at par with some of the world’s best. What makes it special is that most of the service is given with willingness and sincerity because Filipinos are naturally friendly and helpful. In terms of attitude, most Filipinos have it right.
Of course, there will always be room for improvement. Philippine customer service can be world-class if business establishments look into these areas…
Product Knowledge
Even if the customer service representative is friendly, if he cannot help because he doesn’t know the products fully or is unaware of promos and pricing, it will be impossible for him to give superb service. Good customer service is not just about smiling. It is about being able to help customers and answer their questions.
Business Etiquette
Not a lot of people are aware of proper etiquette. Usually, people who are rough around the edges do not mean to be impolite. They just need a little polishing and education of business and social etiquette. Good manners will greatly improve the company’s image to their customers, so it is wise for companies to invest in training their people.
Communication Skills
Most Filipinos are eager to help, but they may have problems with communications skills such as listening, comprehension and articulating what they want to say. There are also times where, faced with a foreigner, they may get tongue-tied. This can easily be improved through practice, exposure and learning.
Customer Service System
Often overlooked, this is a critical part of great customer service. World-class business establishments invest in gadgets and tools that will help their people provide the best service to all their customers. They have customer tracking systems, spiels, operation manuals for customer service and even a customer complaint reporting system.
Customer Solutions
Customers who encounter problems are the most in need of good customer service. World-class business establishments track and anticipate the most common problems encountered by their customers. They then equip their people with Customer Solutions Protocols that will guide them in solving their customer’s problems. Hence problem-solving is systematized.
The Philippines have what it takes to provide Great Customer Service. With a few improvements here and there, we can be at par with the world’s best. Filipinos are world-class, we just have to believe and appreciate our own people. In terms of service, we’ve got it good in our country! Don’t let other people tell you otherwise.
I was having breakfast with a trainer one day and she kept on complaining about how bad the service in the Philippines was, in general. She kept on harping about examples of world class service of great American companies and compared them to the service that she gets in the Philippines.
I then asked her which state she visited in the United States and she revealed to me that she hasn’t actually traveled there. But based on the business books that she has read, they have superb service.
Having just come from a US trip, I quickly shared to her my experience in the hotels that I stayed in. Except for a few quality hotels like the Hilton, most of the hotels I stayed in did not have great service. Most of their guest relations officers were not really that friendly. Some were bordering on indifferent and rude. Interestingly, the most helpful service crew that they had were in fact, Filipinos.
I then told her, don’t believe the foreign hype. Never think that our people are not world-class. Contrary to what you think, Filipinos are much more helpful and polite in general.
In our country, even three-star hotels have friendly staff ready and eager to assist and carry your baggage which was sorely missing in most of the US hotels that I stayed in. I was actually surprised that I had to drag my luggage there. In the Philippines, we have many bellhops who will approach you as soon as you go in the hotel to help.
Here, you go to a gas station and a gas boy is there ready to greet you, fill up your tank, clean your windows, pump air into your tires and give road directions. In the US, it’s do-it-yourself.
Grocery shoppers in our country even get extra help from bag boys who will bring your shopping cart to your car upon request. They are even willing to carry everything themselves if they can’t use the cart. The help that they provide makes shopping so convenient.
They don’t normally have that in America. In their country, you are left to fend for yourself. It’s all do-it-yourself because labour is expensive in their country.
So, you see. The Philippines’ brand of customer service isn’t so bad. In fact, I think it is at par with some of the world’s best. What makes it special is that most of the service is given with willingness and sincerity because Filipinos are naturally friendly and helpful. In terms of attitude, most Filipinos have it right.
Of course, there will always be room for improvement. Philippine customer service can be world-class if business establishments look into these areas…
Product Knowledge
Even if the customer service representative is friendly, if he cannot help because he doesn’t know the products fully or is unaware of promos and pricing, it will be impossible for him to give superb service. Good customer service is not just about smiling. It is about being able to help customers and answer their questions.
Business Etiquette
Not a lot of people are aware of proper etiquette. Usually, people who are rough around the edges do not mean to be impolite. They just need a little polishing and education of business and social etiquette. Good manners will greatly improve the company’s image to their customers, so it is wise for companies to invest in training their people.
Communication Skills
Most Filipinos are eager to help, but they may have problems with communications skills such as listening, comprehension and articulating what they want to say. There are also times where, faced with a foreigner, they may get tongue-tied. This can easily be improved through practice, exposure and learning.
Customer Service System
Often overlooked, this is a critical part of great customer service. World-class business establishments invest in gadgets and tools that will help their people provide the best service to all their customers. They have customer tracking systems, spiels, operation manuals for customer service and even a customer complaint reporting system.
Customer Solutions
Customers who encounter problems are the most in need of good customer service. World-class business establishments track and anticipate the most common problems encountered by their customers. They then equip their people with Customer Solutions Protocols that will guide them in solving their customer’s problems. Hence problem-solving is systematized.
The Philippines have what it takes to provide Great Customer Service. With a few improvements here and there, we can be at par with the world’s best. Filipinos are world-class, we just have to believe and appreciate our own people. In terms of service, we’ve got it good in our country! Don’t let other people tell you otherwise.
Friday, September 2, 2011
CAN HR PREVENT WORKPLACE BULLYING?
[Worklife Column, Manila Bulletin, September 2011]
Bullying causes a lot of stress and wasted energy for many people. Instead of focusing all efforts in doing their jobs well, the bullies and the bullied engage in emotionally draining social politics that could not possibly help make the company and its people prosper.
It is a real concern in the workplace. It lowers morale. It cripples productivity. It increases employee turnover. It is a major cause of employee resignations. That is why it makes sense for HR practitioners to bully-proof their companies or at least set policies and processes in place to deal with this issue.
HR practitioners are in charge of the overall welfare of employees. This includes developing a happy and enjoyable work environment. Yes, HR can and should prevent workplace bullying. We are in a unique position to positively influence the workplace through creative programs and policies.
A reader shares her bad experience against workplace bullying and asks for HR solutions to her problem. Let’s see how we can help her.
Good Day Madame!
I just want to ask what is the best thing to do in these situations:
-What if you have co-workers (group of boys) bullying you every day (ex. Throwing tissues at the work station). The superior can see what these boys are doing but he’s doing nothing about it.
-If you have co-workers, including an immediate superior, spreading rumors and gossip about you, that you are a hooker and a mistress. (The employee is not a hooker and not a mistress, actually, the girl is a Christian and never had a boyfriend and never had sex with anyone)
-Is it okay to file a case to these people who've been spreading malicious rumors?
Hope that you can site me HR solutions on this matter. Thank you and God Bless! --BB
My Response:
Thank you for emailing your work issues. Bullying in the workplace is a real issue for a lot of people as it affects not just the happiness of individuals but also the team's morale as a whole.
There are many ways of dealing with bullying at work. I wrote an article with excellent strategies against bullying for my column awhile back. Do check out my blog at http://hrclubonline.blogspot.com/2010/09/dealing-with-workplace-bullies.html.
If after using the strategies I mentioned to protect yourself against bullies, you still find yourself under attack. Then it may be time to use administrative actions and escalate it to your management.
Companies with structured human resources have policies and protocols in dealing with issues and grievances at work. The first thing you should do is check your Employee Handbook or Policy Manual. Does it state policies on employee conduct and culture? Does it include disciplinary actions for violations of policies? Does it have a section on how to report grievances? If it does, then put your handbook to good use and follow procedures and be guided accordingly. Employee Policies are there not just to protect the company, but more importantly, to guide and protect employees.
Next, try to gather your own evidence. Whether you plan to solve it on your own or escalate the matter, evidence will give you solid grounds for your complaint. Without evidence, the disciplinary board will have to deal with a he-said, she-said scenario which is difficult to deliberate on.
Normally, protocol will dictate that you deal with the problem amongst yourselves first. If you can't resolve it, talk to your immediate supervisor. But if this doesn't improve the situation or the immediate supervisor is the problem, then it would be best to talk to HR or the Boss of your immediate supervisor.
If you want to escalate it, simply follow your Employee Handbook on how to file grievances. Make sure that you are also in good graces with your HR and top management. If you are a valuable and hard-to-replace employee, these people will back you up or find immediate solutions to your problems.
But what if, your Employee Manual does not have any provision on bullying or worse, your company does not even have an employee manual? Well, you will then have to do it informally and maybe even suggest to top management to issue a memo or create a more comprehensive policy manual.
There are basically just five ways of dealing with workplace bullying issues:
You may quietly accept it, but this will eat away at your job satisfaction.
You may seek revenge, but this will worsen the situation.
You may speak up to the bully and hope to change your situation.
You may fight, get management involved to fix the situation.
Or you can resign, if you can be sure that doing so will give you better opportunities, benefits and peace of mind.
Whatever you decide, there are of course consequences to every action that you take. So just be prepared to handle the worse-case scenarios of each. Bullying in the workplace is a real concern for a lot of people. But if you learn how to deal with it without quitting right away, you will become a better, stronger and more successful person. May you have the strength and wisdom to do what is best for your situation. Good Luck!
Bullying causes a lot of stress and wasted energy for many people. Instead of focusing all efforts in doing their jobs well, the bullies and the bullied engage in emotionally draining social politics that could not possibly help make the company and its people prosper.
It is a real concern in the workplace. It lowers morale. It cripples productivity. It increases employee turnover. It is a major cause of employee resignations. That is why it makes sense for HR practitioners to bully-proof their companies or at least set policies and processes in place to deal with this issue.
HR practitioners are in charge of the overall welfare of employees. This includes developing a happy and enjoyable work environment. Yes, HR can and should prevent workplace bullying. We are in a unique position to positively influence the workplace through creative programs and policies.
A reader shares her bad experience against workplace bullying and asks for HR solutions to her problem. Let’s see how we can help her.
Good Day Madame!
I just want to ask what is the best thing to do in these situations:
-What if you have co-workers (group of boys) bullying you every day (ex. Throwing tissues at the work station). The superior can see what these boys are doing but he’s doing nothing about it.
-If you have co-workers, including an immediate superior, spreading rumors and gossip about you, that you are a hooker and a mistress. (The employee is not a hooker and not a mistress, actually, the girl is a Christian and never had a boyfriend and never had sex with anyone)
-Is it okay to file a case to these people who've been spreading malicious rumors?
Hope that you can site me HR solutions on this matter. Thank you and God Bless! --BB
My Response:
Thank you for emailing your work issues. Bullying in the workplace is a real issue for a lot of people as it affects not just the happiness of individuals but also the team's morale as a whole.
There are many ways of dealing with bullying at work. I wrote an article with excellent strategies against bullying for my column awhile back. Do check out my blog at http://hrclubonline.blogspot.com/2010/09/dealing-with-workplace-bullies.html.
If after using the strategies I mentioned to protect yourself against bullies, you still find yourself under attack. Then it may be time to use administrative actions and escalate it to your management.
Companies with structured human resources have policies and protocols in dealing with issues and grievances at work. The first thing you should do is check your Employee Handbook or Policy Manual. Does it state policies on employee conduct and culture? Does it include disciplinary actions for violations of policies? Does it have a section on how to report grievances? If it does, then put your handbook to good use and follow procedures and be guided accordingly. Employee Policies are there not just to protect the company, but more importantly, to guide and protect employees.
Next, try to gather your own evidence. Whether you plan to solve it on your own or escalate the matter, evidence will give you solid grounds for your complaint. Without evidence, the disciplinary board will have to deal with a he-said, she-said scenario which is difficult to deliberate on.
Normally, protocol will dictate that you deal with the problem amongst yourselves first. If you can't resolve it, talk to your immediate supervisor. But if this doesn't improve the situation or the immediate supervisor is the problem, then it would be best to talk to HR or the Boss of your immediate supervisor.
If you want to escalate it, simply follow your Employee Handbook on how to file grievances. Make sure that you are also in good graces with your HR and top management. If you are a valuable and hard-to-replace employee, these people will back you up or find immediate solutions to your problems.
But what if, your Employee Manual does not have any provision on bullying or worse, your company does not even have an employee manual? Well, you will then have to do it informally and maybe even suggest to top management to issue a memo or create a more comprehensive policy manual.
There are basically just five ways of dealing with workplace bullying issues:
You may quietly accept it, but this will eat away at your job satisfaction.
You may seek revenge, but this will worsen the situation.
You may speak up to the bully and hope to change your situation.
You may fight, get management involved to fix the situation.
Or you can resign, if you can be sure that doing so will give you better opportunities, benefits and peace of mind.
Whatever you decide, there are of course consequences to every action that you take. So just be prepared to handle the worse-case scenarios of each. Bullying in the workplace is a real concern for a lot of people. But if you learn how to deal with it without quitting right away, you will become a better, stronger and more successful person. May you have the strength and wisdom to do what is best for your situation. Good Luck!
CONQUERING AGE LIMITS
[Worklife Column, Manila Bulletin, September 2011]
In my past article, I wrote about age limitations in job ads that many older job hunters are facing. It is a real issue for many and I explained why companies do this and the process HR practitioners go through to set job requirements and specifications. If you are interested in the behind-the-scenes activities of job design as well as reasons for age limits, you can read my article on “Age Limitations” at http://worklifenow.blogspot.com/2011/07/age-limits.html.
TODAY, I’d like to discuss how older job hunters can deal with age limitations. I’d like to explore the many opportunities that abound and how you can conquer this issue. So let’s get started!
What’s Going for You?
Before entering the battlefield, you need to know your strengths. Why should companies hire you instead of younger job applicants? Once you figure this out, you can then capitalize on them. That is your competitive advantage.
So, what exactly is going for you? In order for you to answer this, you need to look inside yourself. List down the positives---your skills, knowledge and accomplishments. What are the skills that you have gained in the many years that you have been employed? What special trainings have you had from your previous work?
Ideally, as a seasoned professional, your future employer doesn’t have to spend a lot in training you. You already have acquired important skills and more importantly, the experience needed to be good at your job.
Perhaps you can emphasize that there’s less trial and error when you are hired which means lesser costs for the employer. That should get them interested.
Seeking Employment beyond the Age Limit
Some companies are very strict with age limitations while others are more flexible. In order for you to find out, you’ll just have to do trial and error. You can send out resumes despite the age issue and just qualify when they call you for an interview.
Once you get a call, you can ask if they are open to hiring slightly older applicants. You may ask this before an interview if you want to save time. Or you can do this during the interview if you don’t mind the extra effort and if you would like to convince the employer to consider you despite the age issue. There is also a chance that it may not even come up. It all depends on the company. So just be cool about it.
Your Untapped Resource
Just in case, you’ve done your best to find a job but you keep on getting bumped over the age issue. Don’t fret. It’s not over for you yet. You have an untapped resource that’s still going for you. Not a lot of people think about this, but it could definitely give you better opportunities. That untapped resource is YOUR CONNECTIONS.
As you age over the years, you meet a lot of people. You gain acquaintances and if you’re smart, you’ve built a good network of connections. See, you can tap your connections for opportunities. They can help you get a good job or better career options. You just have to reach out and keep in touch which is easier now with the presence of social media networks.
So start connecting! Look back to your schoolmates, past co-workers, church mates, associations, friends and family. You can even capitalize on your connections to get hired.
Smart marketing and sales-oriented companies value connections above all.
Finding Other Opportunities
Regardless of age, I believe that everyone should have a back-up plan. For older jobseekers, I would suggest looking into other opportunities while you are job hunting. It may even turn out to be more rewarding for you.
Selling. Start selling. Sell anything that you can comfortably sell. If you have equipment, property, furniture or assets that you are willing to sell, sell it. This will give you extra income and hone your skills in selling not just objects, but yourself too. If you become good at selling, getting a job will be easier.
Consulting and Teaching. Teach other people what you know. This is your chance to give back, learn in the process and earn extra income. Training companies like mine are always on a lookout for people with experience who can teach others. Some companies also outsource projects to consultants. So if you have the skill and experience, consider this field.
Gigs or Rackets. If you have hobbies or talents that can be marketed as a service such as writing, photography, web design, hosting, singing and others, consider getting into service-for-hire work. You can tie up with existing event organizers or outsourcing websites to get gigs or you can ask your friends and family to hook you up with people who need your service.
Sideline Business. Starting a sideline business is pretty easy. There are many things that you can buy and sell, or build and sell. There are now many avenues where you can sell your items like the internet, weekend bazaars and direct agents.
Business Ownership. This is an option for older people who do not or cannot join the corporate world. You may start a business from scratch, buy an existing business or get a franchise depending on your skills, experience, finances and preference. Do take note however that business ownership is very different from being an employee. Having your own business, in my opinion, is more challenging. So prepare well by attending seminars and seeking advice from successful business owners.
Conquering Age Limitations
At first glance, work opportunities seem narrower for older people. But this is only so for those who do not open their minds to the possibilities. Aging is inevitable. You will get wrinkles when you live long enough. But you can defy dull aging with youthful spirit. Rediscover your childhood wonder. Allow yourself to become excited and enthusiastic again. Open your arms to the next chapter of your life. Aging is not about losing opportunities, it is a new stage of taking chances and rediscovering yourself again. Good luck!
In my past article, I wrote about age limitations in job ads that many older job hunters are facing. It is a real issue for many and I explained why companies do this and the process HR practitioners go through to set job requirements and specifications. If you are interested in the behind-the-scenes activities of job design as well as reasons for age limits, you can read my article on “Age Limitations” at http://worklifenow.blogspot.com/2011/07/age-limits.html.
TODAY, I’d like to discuss how older job hunters can deal with age limitations. I’d like to explore the many opportunities that abound and how you can conquer this issue. So let’s get started!
What’s Going for You?
Before entering the battlefield, you need to know your strengths. Why should companies hire you instead of younger job applicants? Once you figure this out, you can then capitalize on them. That is your competitive advantage.
So, what exactly is going for you? In order for you to answer this, you need to look inside yourself. List down the positives---your skills, knowledge and accomplishments. What are the skills that you have gained in the many years that you have been employed? What special trainings have you had from your previous work?
Ideally, as a seasoned professional, your future employer doesn’t have to spend a lot in training you. You already have acquired important skills and more importantly, the experience needed to be good at your job.
Perhaps you can emphasize that there’s less trial and error when you are hired which means lesser costs for the employer. That should get them interested.
Seeking Employment beyond the Age Limit
Some companies are very strict with age limitations while others are more flexible. In order for you to find out, you’ll just have to do trial and error. You can send out resumes despite the age issue and just qualify when they call you for an interview.
Once you get a call, you can ask if they are open to hiring slightly older applicants. You may ask this before an interview if you want to save time. Or you can do this during the interview if you don’t mind the extra effort and if you would like to convince the employer to consider you despite the age issue. There is also a chance that it may not even come up. It all depends on the company. So just be cool about it.
Your Untapped Resource
Just in case, you’ve done your best to find a job but you keep on getting bumped over the age issue. Don’t fret. It’s not over for you yet. You have an untapped resource that’s still going for you. Not a lot of people think about this, but it could definitely give you better opportunities. That untapped resource is YOUR CONNECTIONS.
As you age over the years, you meet a lot of people. You gain acquaintances and if you’re smart, you’ve built a good network of connections. See, you can tap your connections for opportunities. They can help you get a good job or better career options. You just have to reach out and keep in touch which is easier now with the presence of social media networks.
So start connecting! Look back to your schoolmates, past co-workers, church mates, associations, friends and family. You can even capitalize on your connections to get hired.
Smart marketing and sales-oriented companies value connections above all.
Finding Other Opportunities
Regardless of age, I believe that everyone should have a back-up plan. For older jobseekers, I would suggest looking into other opportunities while you are job hunting. It may even turn out to be more rewarding for you.
Selling. Start selling. Sell anything that you can comfortably sell. If you have equipment, property, furniture or assets that you are willing to sell, sell it. This will give you extra income and hone your skills in selling not just objects, but yourself too. If you become good at selling, getting a job will be easier.
Consulting and Teaching. Teach other people what you know. This is your chance to give back, learn in the process and earn extra income. Training companies like mine are always on a lookout for people with experience who can teach others. Some companies also outsource projects to consultants. So if you have the skill and experience, consider this field.
Gigs or Rackets. If you have hobbies or talents that can be marketed as a service such as writing, photography, web design, hosting, singing and others, consider getting into service-for-hire work. You can tie up with existing event organizers or outsourcing websites to get gigs or you can ask your friends and family to hook you up with people who need your service.
Sideline Business. Starting a sideline business is pretty easy. There are many things that you can buy and sell, or build and sell. There are now many avenues where you can sell your items like the internet, weekend bazaars and direct agents.
Business Ownership. This is an option for older people who do not or cannot join the corporate world. You may start a business from scratch, buy an existing business or get a franchise depending on your skills, experience, finances and preference. Do take note however that business ownership is very different from being an employee. Having your own business, in my opinion, is more challenging. So prepare well by attending seminars and seeking advice from successful business owners.
Conquering Age Limitations
At first glance, work opportunities seem narrower for older people. But this is only so for those who do not open their minds to the possibilities. Aging is inevitable. You will get wrinkles when you live long enough. But you can defy dull aging with youthful spirit. Rediscover your childhood wonder. Allow yourself to become excited and enthusiastic again. Open your arms to the next chapter of your life. Aging is not about losing opportunities, it is a new stage of taking chances and rediscovering yourself again. Good luck!
Monday, August 1, 2011
AGE LIMITS
[Published in Manila Bulletin, August 2011]
When you are young and free, your career possibilities are endless. Opportunities abound. You can experiment a bit and hopefully quickly find a career that is best suited for you.
As you grow older, however, your choices begin to shape your career and you’ll find yourself in a set line of work. By the time you are in your late thirties, you’ve gained enough knowledge through the years on your chosen field and you should ideally be moving upwards in your industry.
During this time, you would also have taken on more of life’s responsibilities. You may get married and have children. You may need to take care of ailing parents or other siblings. All of these are reasons why you want to work to provide well for your family.
But what if, all of a sudden, you find yourself longing for a change of career? Or what if, life suddenly throws you a curve ball and you find yourself out of work and in need of a new job?
You then open Manila Bulletin’s classified ads section. You look for job listings that are suitable for your knowledge and experience since you want to capitalize on what you’ve mastered in the last decade. You find a couple of job advertisements that suit you.
Good reputable company, check.
Good position, check.
Skills required, check.
Competitive compensation and benefits, check.
You’ve found your next job! BUT WAIT! It says in the job ad that the age requirement is from 25 to 35 years old. You’ve just celebrated your 40th birthday. Bummer.
You then look at other job ads and notice a similar pattern. There is an age limit specified in the job ads. You’re way above the age limit. You then start wondering exactly what our letter sender asked:
Dear Ms. Jhoanna,
I’m an engineer by profession and also finished EMBA. I currently work overseas for a power plant. Pay is good and knowledge advancement is great. However, I miss home and have been exploring the possibility of coming back for good. I’ve been looking at job advertisements but have been noticing age limitations that are, well, limiting.
We say that experience plays a big part in true learning and you can acquire this through years of working as you also age. As I browsed job listings, I am qualified for most of the opening, but I always end up frustrated due to age requirement.
So I have a few questions on this issue: Is the Age limit mandatory as a minimum requirement for all hiring companies? Does HR have an influence on this? Is this what we call Equal Opportunity? I hope you can enlighten me.
Thanks,
A Mature Engineer
My Response:
Thanks for writing in with this relevant issue. Allow me to answer your question about Age Limitations...
Before HR practitioners post job advertisements, they usually conduct a job analysis wherein they try to define the required skills, competencies and scope of work needed for the position. They also determine what age range and sometimes even the gender the manager in need of staffing prefers so that they will have a clear set of criteria for recruitment. As much as possible, HR confers with the manager on his or her preference since s/he will be the one working directly with the new hire.
Although Age Limitations and Gender Specification do not exactly reflect the ideals of equal opportunity which has been made into law by some first world countries, it is a practice many companies do in our country for practical purposes.
From an employer's point of view, younger employees are seen as less costly and tend to demand lower compensation because they do not have that much family obligations or medical health problems yet. They also have more years ahead, so investing in their training offers the chance for longer service time.
On the other hand, some companies are also aware that older and veteran workers have more experience and knowledge. They have already been trained by their previous employers. They have first hand practical experience and are usually more emotionally mature to handle work concerns and issues.
So it really depends on the company’s culture, needs and financial capacity. Some companies have strict age requirements, others are more flexible. If they can afford to, they hire veterans for higher positions; if they cannot, they get consultants to help out and train their younger work force.
I understand how difficult it is for older people to find jobs. Usually, the older you become and the higher your position gets, the opportunities seem to get narrower... But older people still have a lot of options. You just have to go out of your comfort zones, think outside the box and explore other ways to pursue your career.
Stay tuned for my next article to get ideas on how to conquer age limits.
About the Author:
Jhoanna O. Gan-So is president of Businessmaker Academy, HR Club Philippines and Teach It Forward Organization. Since 2003, her company has served more than 15,000 participants from various companies and industries by providing corporate skills training, business and human resource seminars. To know more about the seminars and services that they offer, you may visit www.businessmaker-academy.com or www.hrclubphilippines.com. You may also call (632)6874645. Email your comments and questions to: mbworklife@gmail.com
TEN CHARACTERISTICS OF GREAT EMPLOYERS
[Published in Manila Bulletin, August 2011]
In my last column, I wrote about “Ten Characteristics of Star Employees”. This time, I’d like to explore the flip side and discuss what makes employers great to work for.
See, your happiness and contentment in the workplace is directly affected by how the company that you work for is run. Contrary to popular belief, it’s not just the salary that people look at when they choose employers. Money is not the end all and be all of job satisfaction. So if you want to be part of a great company, aspire to find or even develop these ten characteristics in your company:
1. They have a clear vision
Great employers have direction. Their leaders have a clear picture of what they want their company to stand for and where they want to go. We’re talking here about full enculturation of the company’s vision, mission and values wherein employees live by these guiding principles. It’s not just about putting a mission statement in a frame and hanging it on the wall. It’s about building a culture that employees are proud of and can easily identify with on a daily basis.
2. They have a good recruitment process
Great employers know that top notch employees equal an excellent company. So they establish recruitment systems that are designed to get the crème of the crop, not the bottom of the barrel. They seek out people who are skilled with the right attitude to fill in key positions in their company. They are organized in their recruitment efforts and have done the necessary homework for finding competent employees.
3. They have adequate compensation and benefits programs
Once they’ve hired their employees, great employers are able to keep them longer because they provide not just competitive salaries, but also benefits and perks. These benefits may include essentials such as healthcare, allowances for uniforms or food, to fun stuff like workshops and outings, to cool perks such as transportation assistance and mobile phone loads.
4. They train their people
Great employers also ensure that each employee grows professionally by providing training to help them do their jobs. From the beginning, as soon as an employee is hired, they are given an orientation. Then as they settle in their jobs, they are provided on the job training. This is also followed up by seminars, workshops and learning materials that will help employees develop further.
5. They monitor their people’s performance
After all the training, great employers make sure that their employees are able to apply what they have learned. This is done by continuously monitoring performance. Managers and supervisors constantly look at how their subordinates are doing. They provide guidance and immediate feedback. Then this is followed up by regular performance evaluations that are documented by the company’s HR people.
6. They recognize and reward good performance
The reason why performance is monitored is so that the company can reward the good ones and correct those that need to be improved. To encourage and motivate employees, great companies provide rewards and incentives. This could range from simple treats and tokens, to elaborate programs like employee of the month, sales target bonus with gifts like gadgets and trips abroad.
7. They equip their people with tools that help them work better and faster
If you want to double or triple your team’s performance, it is important to equip them with the right tools and equipment. Great employers understand this, so they make sure that their people are given the best software and hardware. More importantly, they are trained to maximize them. They understand that, “When you give a man the tools and know-how, you can step back and see the ingenuity that may come after.”
8. They have safe and conducive work environments
Great employers understand that a person’s environment affects his or her moods. So they take care in providing a workplace that’s conducive and safe for work. You can easily determine if a company is great or not by how clean and well-maintained the place is. So gather those waste baskets and purge unimportant items, clear your desks and organize! A clean work station will improve your mood and make you work better for a great company.
9. They care about their people
Great employers are able to provide programs that ensure their employees are well-taken care of physically, emotionally and spiritually. The company has heart and they show it to their people with kind words, caring leaders, firm and constant guidance. They understand that, “When you care for your people, your people will take care of the company.”
10. They develop leaders
Lastly, great employers develop leaders. They encourage initiative and innovation. They allow their employees to shine and provide opportunities for star performers to develop themselves as leaders. From the group of star performers, they choose and hone select people to lead the company to greater heights.
The truth is, there’s no such thing as a perfect company. Great employers are simply built by the people who work for it. If you want to work for a great company, it is in your hands to make your company a great and happy place to work in.
If you are looking for a job, seek to find a company that has these qualities. If you are already employed, make your company a great place to work in. If you have influence in your company, seek to develop these characteristics to make your company great and reap the rewards of a happy and productive workplace!
Author box:
Jhoanna O. Gan-So is president of Businessmaker Academy, HR Club Philippines and Teach It Forward Organization. Since 2003, her company has served more than 15,000 participants from various companies and industries by providing corporate skills training, business and human resource seminars. To know more about the seminars and services that they offer, you may visit www.businessmaker-academy.com or www.hrclubphilippines.com. You may also call (632)6874645. Email your comments and questions to: mbworklife@gmail.com
Sunday, July 3, 2011
Ten Characteristics of Star Employees
[Published in Manila Bulletin in July 2011]
In the workplace, there will always be star employees who shine. These people are well-liked by their bosses. They reach their targets or accomplish notable achievements. They are star performers, which is why they get recognized by their company and get promoted faster than the rest of the regular folks. It’s pretty cool to be a star employee. So let’s all aspire to be one.
If you are presently employed, I’d like you to take a good look at yourself. From a scale of 1-10, 10 being the highest, how would you rate your general work performance? If you were your boss, would you point to yourself as a star employee?
If your answer is yes, then keep up the good work. Kudos to you! However, if you are not quite there yet and would like to become one, let’s take a look at the qualities that separates star employees from ordinary ones.
1. They are Always Present
Star Employees are always present physically, mentally and emotionally. This means that they have good attendance records. They understand that quantity affects quality of time---that no matter how brilliant you are, if you’re not present for work, then you can’t really do a good job. So they come to their place of work, alert and ready to face the challenges the day brings. They leave their personal issues and problems at the door which allows them to focus on the job at hand.
2. They are Results-Oriented
When Star Employees are busy, they really are. They do not spend all day doing things just to look busy. They actually do tasks that they deem instrumental in helping them reach their goals. These people look at the end-results all the time. They measure their performance with targets and actual results. For example, star salespeople know their sales targets by heart. They find the best use of their time that will get them the desired results.
3. They are Self-reliant
Star employees do not need to be micromanaged. They require very little supervision as they are capable in making common sense decisions. They are not too dependent on their bosses or co-workers. Unlike some people who ask their bosses to solve everything and decide on the littlest of things, they are well-capable of managing themselves and dealing with everyday work issues. They are also self-motivated.
4. They are Reliable
Star employees carry a sense of dependability about them. They look and act responsible. Bosses feel at ease assigning them to important projects because they are diligent and consistent with the quality of their work. They are steadfast which is why they don’t make their bosses worry too much about project completions.
5. They are Progressive
To most employees, change is difficult to swallow. They like doing things that they are comfortable with. They like things to be the way they are. Star employees, on the other hand, can adapt well to change. In fact, they initiate it. They constantly look at how their work, the procedures and systems in their office can be improved. In the process they find innovative solutions that increase their company’s profits or generate huge savings for the company which their employers appreciate.
6. They are Good Reporters
Star employees are on top of things. Bosses often get frustrated in constantly reminding their subordinates about things they need to do and they often waste a lot of time following up on projects. Meanwhile, the star employee gets there first. They regularly update their bosses and teammates on what’s happening. You don’t have to ask them what’s up with this account, because chances are, they’ve already told you before you even thought of asking.
7. They can Communicate with Ease
When star employees talk to people, they are not tense and uptight. They communicate in a comfortable and enthusiastic manner which makes the other person feel at ease right away. They can talk to bosses, co-workers, suppliers and customers very well in a conversational manner. They are naturally personable which draws people to them.
8. They are confident
Many people equate confidence as being extroverted and outspoken. But not all star employees are made that way. There are many star employees who are quiet and not so gregarious. See, confidence is about knowing who you are and your self-worth. Star employees know their capabilities and limitations. They courageously face challenges and are not afraid to seek assistance if needed.
9. They Go the Extra Mile
What sets star employees apart from regular folks is they go further than what is expected of them. If they are expected to know a specific product of their company, they go the extra mile in learning the whole product line, the competitor’s product, pricing and promos. If they are expected to reach a sales quota, they don’t stop upon reaching the quota. They go for more. They do a little bit of extra when it comes to their work and even their relationships.
10. They are Grateful
Most important of all, star employees are grateful. They are not brats who feel entitled to all the benefits, rewards and incentives given by their company. Instead, they sincerely appreciate what is given to them and make it known by saying thank you all the time. The reason why they perform better than the rest and why bosses like them is because they know how to value their jobs, their employers and colleagues.
Now, given the ten characteristics above, take a look at yourself. Which of these traits do you have? Which ones do you lack? Are you a star employee?
Aspire to be a star employee because it’s pretty cool to be recognized and appreciated by your bosses and colleagues. Not to mention the perks and rewards attached to it. Everyone has the capacity to become a star employee, all you have to do is hone yourself and build on the ten characteristics of a star employee.
In the workplace, there will always be star employees who shine. These people are well-liked by their bosses. They reach their targets or accomplish notable achievements. They are star performers, which is why they get recognized by their company and get promoted faster than the rest of the regular folks. It’s pretty cool to be a star employee. So let’s all aspire to be one.
If you are presently employed, I’d like you to take a good look at yourself. From a scale of 1-10, 10 being the highest, how would you rate your general work performance? If you were your boss, would you point to yourself as a star employee?
If your answer is yes, then keep up the good work. Kudos to you! However, if you are not quite there yet and would like to become one, let’s take a look at the qualities that separates star employees from ordinary ones.
1. They are Always Present
Star Employees are always present physically, mentally and emotionally. This means that they have good attendance records. They understand that quantity affects quality of time---that no matter how brilliant you are, if you’re not present for work, then you can’t really do a good job. So they come to their place of work, alert and ready to face the challenges the day brings. They leave their personal issues and problems at the door which allows them to focus on the job at hand.
2. They are Results-Oriented
When Star Employees are busy, they really are. They do not spend all day doing things just to look busy. They actually do tasks that they deem instrumental in helping them reach their goals. These people look at the end-results all the time. They measure their performance with targets and actual results. For example, star salespeople know their sales targets by heart. They find the best use of their time that will get them the desired results.
3. They are Self-reliant
Star employees do not need to be micromanaged. They require very little supervision as they are capable in making common sense decisions. They are not too dependent on their bosses or co-workers. Unlike some people who ask their bosses to solve everything and decide on the littlest of things, they are well-capable of managing themselves and dealing with everyday work issues. They are also self-motivated.
4. They are Reliable
Star employees carry a sense of dependability about them. They look and act responsible. Bosses feel at ease assigning them to important projects because they are diligent and consistent with the quality of their work. They are steadfast which is why they don’t make their bosses worry too much about project completions.
5. They are Progressive
To most employees, change is difficult to swallow. They like doing things that they are comfortable with. They like things to be the way they are. Star employees, on the other hand, can adapt well to change. In fact, they initiate it. They constantly look at how their work, the procedures and systems in their office can be improved. In the process they find innovative solutions that increase their company’s profits or generate huge savings for the company which their employers appreciate.
6. They are Good Reporters
Star employees are on top of things. Bosses often get frustrated in constantly reminding their subordinates about things they need to do and they often waste a lot of time following up on projects. Meanwhile, the star employee gets there first. They regularly update their bosses and teammates on what’s happening. You don’t have to ask them what’s up with this account, because chances are, they’ve already told you before you even thought of asking.
7. They can Communicate with Ease
When star employees talk to people, they are not tense and uptight. They communicate in a comfortable and enthusiastic manner which makes the other person feel at ease right away. They can talk to bosses, co-workers, suppliers and customers very well in a conversational manner. They are naturally personable which draws people to them.
8. They are confident
Many people equate confidence as being extroverted and outspoken. But not all star employees are made that way. There are many star employees who are quiet and not so gregarious. See, confidence is about knowing who you are and your self-worth. Star employees know their capabilities and limitations. They courageously face challenges and are not afraid to seek assistance if needed.
9. They Go the Extra Mile
What sets star employees apart from regular folks is they go further than what is expected of them. If they are expected to know a specific product of their company, they go the extra mile in learning the whole product line, the competitor’s product, pricing and promos. If they are expected to reach a sales quota, they don’t stop upon reaching the quota. They go for more. They do a little bit of extra when it comes to their work and even their relationships.
10. They are Grateful
Most important of all, star employees are grateful. They are not brats who feel entitled to all the benefits, rewards and incentives given by their company. Instead, they sincerely appreciate what is given to them and make it known by saying thank you all the time. The reason why they perform better than the rest and why bosses like them is because they know how to value their jobs, their employers and colleagues.
Now, given the ten characteristics above, take a look at yourself. Which of these traits do you have? Which ones do you lack? Are you a star employee?
Aspire to be a star employee because it’s pretty cool to be recognized and appreciated by your bosses and colleagues. Not to mention the perks and rewards attached to it. Everyone has the capacity to become a star employee, all you have to do is hone yourself and build on the ten characteristics of a star employee.
My Boss is Threatening to Fire Us!
[Published in Manila Bulletin in July 2011]
Bosses have different ways of motivating employees to improve their performance. Smart ones use several methods of reward and punishment and adjust their approach according to circumstances.
In my experience, I have found that rewards and punishments are equally effective depending on the situation and the type of people you have. But in general, people respond more to rewards, incentives, promotions, recognition and all the nice stuff.
Occasionally, however, punishments or “threats” may be warranted but using this can become counter-productive and dangerous too. If you threaten and put people down often enough, they might get paralyzed in fear and begin to lose focus. Instead of finding ways to improve performance, they might get caught up with just fighting the perceived threat.
Such is the case of a reader of mine. Let me share his story, my advice and some thoughts about motivating people.
Dear Ms. Jhoanna,
I am an avid reader of your column for more than two years now. I loved the way you do it, by way of giving everyone your PAST, PRESENT and FUTURE perspective, and my fervent prayer is that God will give you more talents and wisdom and add more years for you to live longer.
By the way I am “ABE”, 62 years old from Tarlac. I live with my wife, our 4 children and 3 grandsons. I’ve been connected for two years now to a real estate company as an AVP in Marketing. My position gives me a basic living subsidy, over-ride commissions plus the use of the company vehicle.
In the previous year, I used to be No. 3 among the 15 Marketing Directors. At times, I’d reach No. 1 and No. 2 ranking. When I was promoted as an AVP, I’ve been able to consistently land again at No. 3, sometimes No. 2 and even No. 1.
But 2 months ago, my Marketing Directors were transferred to another group. Hence, I am now in survival mode, currently at No. 3 among 4 AVPs.
My concern is that our EVP has been threatening me that he will dissolve our group if we don’t increase sales. As a result, we feel tremendous pressure almost every day, every week and every month.
What do you think should I do? Although I am determined to fight, the “THREAT” is becoming worse. Please kindly advise me.
Thank you very much and i hope you can help me. God bless, more power and good luck!
Sincerely yours,
Threatened Abe
My Response:
Thanks for avidly following my column for the past two years, Mr. Abe. I understand how pressure-filled Sales Jobs are and I hope that you'll be able to overcome your challenges and find abundance soon.
Regarding your work issues, allow me to share with you my thoughts...
From a relational perspective, it would be great if you can talk to your EVP and calmly explain to him that you understand how critical sales is for the company and that you are doing many things to increase sales. However, the approach (or "threat of dissolution") is becoming counter-productive to your sales team's morale. And that you would appreciate it very much if he'll try a different approach. Of course, you need to do this in such a way that he won't be offended or feel alienated by you.
From an emotional perspective, it would be great if you can find some sort of stress release. I know Sales is highly stressful since you need to reach your quotas. Two of our own company's top sales people actually had a very difficult time getting the numbers during the start of this year and this almost paralyzed them. To solve the problem, one of them opened up to management and sought support. The other one took a short retreat to reenergize herself. With the help of our Mancomm and some smart changes in their sales routine, things eventually improved and they are back on track.
From an HR perspective, I think it's wise to revisit the Employment Contract you signed with the company, as well as the company policies for Termination as it pertains to Sales People. Much of your protection will come from what type of employment you have, the provisions in your contract, the HR policies and processes in your company and the Philippine Labor Laws. Since a sales job is highly quantitative, much will be based on your sales results. Normally, verbal warnings are the first steps for disciplinary action. Written warnings carry more weight and these are actually needed for an employer to terminate employees if due process is to be followed.
Meanwhile, I think it's not yet too late. You still have your job. The real estate industry has been booming for the past few years. You can still focus and concentrate on generating more sales, despite the threat.
Motivating Employees
I wish I could talk to Mr. Abe’s boss and point out that his “threatening” approach is de-motivating his people. Since I don’t really know him, allow me to use this column to reach out to the bosses out there.
Fear is a potent tool. Its powers can motivate people to move, but it could just as easily demoralize people. I personally would only use it as a last resort.
The job of every boss is not just about pushing people to do what they want. Great bosses take the time to understand what drives their people and figure out what buttons to push to positively impact their subordinates. They also arm their people with the means and tools to let them achieve. They push, encourage, guide and support others be great at what they do.
Bosses have different ways of motivating employees to improve their performance. Smart ones use several methods of reward and punishment and adjust their approach according to circumstances.
In my experience, I have found that rewards and punishments are equally effective depending on the situation and the type of people you have. But in general, people respond more to rewards, incentives, promotions, recognition and all the nice stuff.
Occasionally, however, punishments or “threats” may be warranted but using this can become counter-productive and dangerous too. If you threaten and put people down often enough, they might get paralyzed in fear and begin to lose focus. Instead of finding ways to improve performance, they might get caught up with just fighting the perceived threat.
Such is the case of a reader of mine. Let me share his story, my advice and some thoughts about motivating people.
Dear Ms. Jhoanna,
I am an avid reader of your column for more than two years now. I loved the way you do it, by way of giving everyone your PAST, PRESENT and FUTURE perspective, and my fervent prayer is that God will give you more talents and wisdom and add more years for you to live longer.
By the way I am “ABE”, 62 years old from Tarlac. I live with my wife, our 4 children and 3 grandsons. I’ve been connected for two years now to a real estate company as an AVP in Marketing. My position gives me a basic living subsidy, over-ride commissions plus the use of the company vehicle.
In the previous year, I used to be No. 3 among the 15 Marketing Directors. At times, I’d reach No. 1 and No. 2 ranking. When I was promoted as an AVP, I’ve been able to consistently land again at No. 3, sometimes No. 2 and even No. 1.
But 2 months ago, my Marketing Directors were transferred to another group. Hence, I am now in survival mode, currently at No. 3 among 4 AVPs.
My concern is that our EVP has been threatening me that he will dissolve our group if we don’t increase sales. As a result, we feel tremendous pressure almost every day, every week and every month.
What do you think should I do? Although I am determined to fight, the “THREAT” is becoming worse. Please kindly advise me.
Thank you very much and i hope you can help me. God bless, more power and good luck!
Sincerely yours,
Threatened Abe
My Response:
Thanks for avidly following my column for the past two years, Mr. Abe. I understand how pressure-filled Sales Jobs are and I hope that you'll be able to overcome your challenges and find abundance soon.
Regarding your work issues, allow me to share with you my thoughts...
From a relational perspective, it would be great if you can talk to your EVP and calmly explain to him that you understand how critical sales is for the company and that you are doing many things to increase sales. However, the approach (or "threat of dissolution") is becoming counter-productive to your sales team's morale. And that you would appreciate it very much if he'll try a different approach. Of course, you need to do this in such a way that he won't be offended or feel alienated by you.
From an emotional perspective, it would be great if you can find some sort of stress release. I know Sales is highly stressful since you need to reach your quotas. Two of our own company's top sales people actually had a very difficult time getting the numbers during the start of this year and this almost paralyzed them. To solve the problem, one of them opened up to management and sought support. The other one took a short retreat to reenergize herself. With the help of our Mancomm and some smart changes in their sales routine, things eventually improved and they are back on track.
From an HR perspective, I think it's wise to revisit the Employment Contract you signed with the company, as well as the company policies for Termination as it pertains to Sales People. Much of your protection will come from what type of employment you have, the provisions in your contract, the HR policies and processes in your company and the Philippine Labor Laws. Since a sales job is highly quantitative, much will be based on your sales results. Normally, verbal warnings are the first steps for disciplinary action. Written warnings carry more weight and these are actually needed for an employer to terminate employees if due process is to be followed.
Meanwhile, I think it's not yet too late. You still have your job. The real estate industry has been booming for the past few years. You can still focus and concentrate on generating more sales, despite the threat.
Motivating Employees
I wish I could talk to Mr. Abe’s boss and point out that his “threatening” approach is de-motivating his people. Since I don’t really know him, allow me to use this column to reach out to the bosses out there.
Fear is a potent tool. Its powers can motivate people to move, but it could just as easily demoralize people. I personally would only use it as a last resort.
The job of every boss is not just about pushing people to do what they want. Great bosses take the time to understand what drives their people and figure out what buttons to push to positively impact their subordinates. They also arm their people with the means and tools to let them achieve. They push, encourage, guide and support others be great at what they do.
Wednesday, June 22, 2011
HEALTHCARE OPTIONS
[Published in Manila Bulletin last June 2011]
In my last article, I talked about medical crisis and how you can take charge of your health and cushion yourself from exorbitant medical bills in case you get sick and hospitalized. (To read the article, you may check out my blog at http://hrclubonline.blogspot.com)
This time, I'd like to discuss the healthcare plans and types available in the Philippines since shopping for a health card can get overwhelming and confusing. Here are some of the healthcare programs that are being offered in the market. I find that each type of plan has strong and weak points and choosing your plan will all depend on your budget and preference.
SSS and Philhealth
If there are items in my pay slip that I'm more than willing to get deductions for, these would be at the top of my list. SSS provides maternity benefits, sick benefits and even a small pension as long as you pass their requirements. I personally have had the privilege of using my maternity benefit this year and it was a big help. Philhealth also provides you a sizable discount off your hospital bills so it made my hospital stay more affordable.
Both the employer and employee are legally required to give shared contributions for these funds. Your HR or Accounting Department will process payment for you so it's pretty easy to join and maintain membership. Be sure to go and get your SSS and Philhealth ID so that you can avail of the benefits. It is also prudent to check if your company is indeed remitting your payments to these agencies. There are a few irresponsible companies out there who deduct SSS and Philhealth contributions from their employees' pay slips but fail to remit them to the right agencies.
Although our SSS and Philhealth benefits will help us during a medical crisis, more often than not, they are not enough. So to protect themselves, employers and individuals enroll in extra healthcare programs that are offered by insurance companies. There are various healthcare plans and types out there and if you are seriously interested in getting a health plan for you, your family or employees, be sure to research and do due diligence.
HMO - Health Maintenance Organization
When you become a policy-holder of an HMO, you get access to their network which consists of hundreds of doctors, clinics and hospitals. You also can avail of the network's medical services with no cash outlay. This means that when you go visit an accredited doctor or get hospitalized, all you have to do is present your card and follow procedures, but you won't have to spend as long as costs are within you maximum benefit. This type of plan usually covers in-patient and out-patient services. Dental services and personal accident insurance are optional.
Medical Insurance
Not all doctors are created equal. Some are really just better. If you are like me who take time and great effort to find great doctors with experience and good bedside manners, then you may want to get a healthcare plan that allows you to choose your own doctor. Most Medical Insurance Plans allow this, but they are usually reimbursement type. This means that you will still have to put up the money to pay your doctor, but you can reimburse from the insurance company later on as long as you follow their process and requirements. Some Medical Insurance companies offer flexibility and let you choose coverage. You can go with basic in-patient and you can just add on outpatient, dental and others. There are even plans that let you add on an HMO component which offers access to their medical services network without cash outlay.
HMO with Pension
There are also some companies who offer combination plans wherein you pay premiums for several years with a locked-in arrangement. You get access to their network of doctors, clinics and hospitals with no cash outlay. Then after a certain number of years, you get a portion of your money back. The money back feature is an attractive offer, but rates are a little bit higher initially. It's worth a look if you have extra cash to spare.
Hospital Confinement Insurance
If you get hospitalized, you are faced with many issues. Aside from the medical bills you have to pay, you also will lose the opportunity to earn income. The purpose of this type of insurance is to give you an allowance during your period of hospital confinement. It is supposed to supplement you income loss. Some plans offer money back guarantee while other's don't.
There are many other types of Insurance that will suit your needs. These are just some of them. If you want to invest in healthcare insurance plans, be sure to research, investigate and ask other plan-holders. Read the policy very well. Ask about pre-existing conditions (if you don't know what this means, ask the agent to explain as this is a crucial point). Know and understand the benefits and limitations of your plan before you plunk your hard-earned money on it. The last thing you want when you are in a medical crisis is to be denied coverage. So read and ask a lot of questions.
I hope this article has shed a little light on important features of healthcare plans. If you are a jobseeker, don’t just look at how much salary you will get, but check if the company provides healthcare benefits. If your company offers healthcare, be very grateful. If they don't, consider getting a plan for yourself or your family.
We all work really hard to earn and save money. A single disease can easily wipe us out. So take charge of your health and finances while you are still healthy.
In my last article, I talked about medical crisis and how you can take charge of your health and cushion yourself from exorbitant medical bills in case you get sick and hospitalized. (To read the article, you may check out my blog at http://hrclubonline.blogspot.com)
This time, I'd like to discuss the healthcare plans and types available in the Philippines since shopping for a health card can get overwhelming and confusing. Here are some of the healthcare programs that are being offered in the market. I find that each type of plan has strong and weak points and choosing your plan will all depend on your budget and preference.
SSS and Philhealth
If there are items in my pay slip that I'm more than willing to get deductions for, these would be at the top of my list. SSS provides maternity benefits, sick benefits and even a small pension as long as you pass their requirements. I personally have had the privilege of using my maternity benefit this year and it was a big help. Philhealth also provides you a sizable discount off your hospital bills so it made my hospital stay more affordable.
Both the employer and employee are legally required to give shared contributions for these funds. Your HR or Accounting Department will process payment for you so it's pretty easy to join and maintain membership. Be sure to go and get your SSS and Philhealth ID so that you can avail of the benefits. It is also prudent to check if your company is indeed remitting your payments to these agencies. There are a few irresponsible companies out there who deduct SSS and Philhealth contributions from their employees' pay slips but fail to remit them to the right agencies.
Although our SSS and Philhealth benefits will help us during a medical crisis, more often than not, they are not enough. So to protect themselves, employers and individuals enroll in extra healthcare programs that are offered by insurance companies. There are various healthcare plans and types out there and if you are seriously interested in getting a health plan for you, your family or employees, be sure to research and do due diligence.
HMO - Health Maintenance Organization
When you become a policy-holder of an HMO, you get access to their network which consists of hundreds of doctors, clinics and hospitals. You also can avail of the network's medical services with no cash outlay. This means that when you go visit an accredited doctor or get hospitalized, all you have to do is present your card and follow procedures, but you won't have to spend as long as costs are within you maximum benefit. This type of plan usually covers in-patient and out-patient services. Dental services and personal accident insurance are optional.
Medical Insurance
Not all doctors are created equal. Some are really just better. If you are like me who take time and great effort to find great doctors with experience and good bedside manners, then you may want to get a healthcare plan that allows you to choose your own doctor. Most Medical Insurance Plans allow this, but they are usually reimbursement type. This means that you will still have to put up the money to pay your doctor, but you can reimburse from the insurance company later on as long as you follow their process and requirements. Some Medical Insurance companies offer flexibility and let you choose coverage. You can go with basic in-patient and you can just add on outpatient, dental and others. There are even plans that let you add on an HMO component which offers access to their medical services network without cash outlay.
HMO with Pension
There are also some companies who offer combination plans wherein you pay premiums for several years with a locked-in arrangement. You get access to their network of doctors, clinics and hospitals with no cash outlay. Then after a certain number of years, you get a portion of your money back. The money back feature is an attractive offer, but rates are a little bit higher initially. It's worth a look if you have extra cash to spare.
Hospital Confinement Insurance
If you get hospitalized, you are faced with many issues. Aside from the medical bills you have to pay, you also will lose the opportunity to earn income. The purpose of this type of insurance is to give you an allowance during your period of hospital confinement. It is supposed to supplement you income loss. Some plans offer money back guarantee while other's don't.
There are many other types of Insurance that will suit your needs. These are just some of them. If you want to invest in healthcare insurance plans, be sure to research, investigate and ask other plan-holders. Read the policy very well. Ask about pre-existing conditions (if you don't know what this means, ask the agent to explain as this is a crucial point). Know and understand the benefits and limitations of your plan before you plunk your hard-earned money on it. The last thing you want when you are in a medical crisis is to be denied coverage. So read and ask a lot of questions.
I hope this article has shed a little light on important features of healthcare plans. If you are a jobseeker, don’t just look at how much salary you will get, but check if the company provides healthcare benefits. If your company offers healthcare, be very grateful. If they don't, consider getting a plan for yourself or your family.
We all work really hard to earn and save money. A single disease can easily wipe us out. So take charge of your health and finances while you are still healthy.
Subscribe to:
Posts (Atom)
Posts
