Employee Crisis

Work Cultures Part 3 (of 3)

David Burkus of the Harvard Business Review posits that “people with looser boundaries between home and work did experience more cognitive role transitions, but that they were also less depleted by them.”

… “The study not only gives permission to let your mind wander at work (or at home), but it offers us a bit of forgiveness: letting your personal life intrude on your work might make you more productive in the long-run.”  

https://hbr.org/2016/08/research-keeping-work-and-life-separate-is-more-trouble-than-its-worth

Work Cultures Part 2 (of 3)

I worked for a company once where I felt so uncomfortable sharing anything about my personal life that when I had a death in the family, I didn’t feel that it was okay to share.  And was penalized for a mistake made during that week.  It was stressful. And I became resentful.  

Some organizations become so accustomed to their culture that they don’t realize how disengaged their employees are.  Top leaders of companies want results and don’t always have time to focus on a building a culture where people feel whole and fully engaged. 

However, if you have ever worked in a role where you felt valued and cared for as a person, you know how dedicated you were to the people and to the job.  

Employees who feel valued, trusted, integrity is never compromised, and their opinions matter are employees who tend to be incredibly engaged and deliver superior quality to the customer.