Comments on: 2009 Encapsulated in a Single Quote

By: hr bartender

hr bartender — Thu, 26 Nov 2009 00:15:21 +0000

Thanks everyone for sharing your comments and experience. Accountability is the key to so much – our personal brand, image and credibility. And, holding people accountable is critical. The organizations and individuals who figure this out will have the respect and trust to be successful.

By: Marsha Keeffer

Marsha Keeffer — Wed, 25 Nov 2009 08:34:45 +0000

A powerful post, Sharlyn. It’s also a heads-up to people in HR to take care of themselves – doing a RIF is horrible.

I’d add that part of leadership is talking with management about the importance of doing everything possible to do only one layoff. Serial situations just increase the fear.

The combined pressures definitely make the potential for workplace violence higher. Keeping the communication going can help provide early information regarding which employees might be at risk.

By: @HRMargo Margo Rose

@HRMargo Margo Rose — Tue, 24 Nov 2009 23:35:55 +0000

Building accountability, and trust is rarely easy. Our ethical compass should point us in the direction of right action. When I was an intern, many years ago at The Center for Labor Management Cooperation, I used to develop instructional designs for training programs. Unfortunately, our most sought after program at the time was our series on workplace violence: how to spot it, and how to prevent it. Being an advocate for safety, I believe when we properly recognize and reward employess, we can often de-escalate the cycle before it begins.
We do have to hold people accountable for their actions. But doesn’t it make sense to offer positive redirection first? In my experience some of the people that struggle with accountability don’t have a clear idea of exactly what it is they are expected to accomplish. It is therefore, incumbent upon us to make sure that people understand precisely what it is we expect them to deliver, and offer incentive and rewards for doing so. People will often embrace change when they are fully aware of the positive impact the change will have on their job. Change is growth. I agree that having an effective communication strategy is key. There are organizations who have a closed, or stunted communication mechanism-information fails to flow. There are organization development interventions that can improve and open the communication system–but first we have to recognize that sometimes the lack of communication and accountability within organizations is a systemic problem that may spring for an unhealthy organization culture. Alas, we agree, communication is not a luxury, it is critical for organizational improvement. Thank you for a very well written post.

Sincerely,
@HRMargo Margo Rose http://hrmargo.com

By: Joe Lavelle

Joe Lavelle — Tue, 24 Nov 2009 16:08:01 +0000

Sharlyn – Great post! I love how you end with direction that leaders must take personal accountability! I think that followers do as well. Personal accountability while we are still working means doing everything we can to help our companies retain profitability, and if we are laid off it means using every means necessary to become a bread winner again for our family. I recently referenced a great story about a guy who took great initiative to restoring his income. http://actasifblog.com/?p=703 I hope that your readers can enjoy and learn from the story as well!
Best wishes! Joe

By: Pasmuz

Pasmuz — Tue, 24 Nov 2009 15:43:28 +0000

I have been very fortunate to keep my job through the recession. “Indicators” suggest the worst is over. But personally, more people are talking to me about more impending layoffs where they work. I agree, people are definitely living and working in fear. During Naomi Bloom’s keynote speech at the HR Tech Conference, she said, in short, to turn off the bad news. I could not agree more. Yet it is difficult when that news keeps coming through the media and lands at our front door. Talking about the fear that people are having without causing more requires an eloquent touch. I think you mixed the right cocktail on how to handle that fear.

By: RMSmithJr

RMSmithJr — Tue, 24 Nov 2009 15:12:57 +0000

Sharlyn

Sadly, right on target. I did a 17% RIF this month, right after this incident. Had thoughts of ‘carrying’ that day. Why didn’t I? Workplace culture – we all get along with sincere and authentic caring & compassion. There were tears, hugs and handshakes. My ‘carrying’ thoughts were unfounded. (Plus, I never carry anyways – I would be my own worse fear waiting to happen.)

By: Alicia Arenas (@AliciaSanera)

Alicia Arenas (@AliciaSanera) — Tue, 24 Nov 2009 14:09:49 +0000

You hit the nail right on the head Sharlyn. In 2-3 years the market will change and employers who have been mistreating their employees will see their used and abused employees leaving in droves. Doing business ethically and taking care of employees should be automatic. Those who aren’t will pay the price soon. Thanks for a great post.