RTO employees may be struggling with bullying behavior | Benefits key to hiring and retaining top employees | Read this study before leadership takes a public stand on issues
Nearly 40% of Generation Z respondents to a Resume Builder survey said they have been the target of bullying behavior since returning to in-person work, almost half said they have experienced behavior that led to discomfort or fear, and 30% of all respondents said their company culture is toxic. Managers can help address the issue by observing employees in group settings and evaluating any unhealthy or unprofessional interactions.
In today's tough labor market, the talent pool is shallow. Now is the time to refine your tactics to retain top talent. SHRM seminars offer both in-person and online programs at dates and times that best fit your schedule. Explore seminars today!
Employee benefits packages are essential to enhancing performance and overall wellness, and insurance benefits are a key part of US Fortune 500 companies' efforts to recruit and keep the best employees. Large corporations tend to offer access to dental and vision benefits, though it's not required by law, and smaller firms are given tax credits as an incentive to offer health benefits.
AI-powered tools can provide an efficient cost-effective way to analyze employees to determine their needs for upskilling and reskilling. AI can provide adaptive testing and learning experiences customized to individual employee’s needs.
Six out of 10 workers are very interested in a guaranteed lifetime income option offers within their workplace retirement plan, a survey from TIAA found. At the same time, more than a third of employers feel their plans are inadequate because they don't offer guaranteed lifetime income.
Jesper Trolle, CEO of Exclusive Networks, offers three suggestions to organizations facing cybersecurity skills gaps: reskilling employees, hiring based on skills not formal education and keeping boards updated on the landscape. "To be more effective, businesses must prioritize areas where the demand for skills is growing ... and create an environment that supports developing those skills."
“You can’t let every little thing bother you here,” Anna* said to Roger*. The pair, both campus supervisors at a local high school, were talking about an incident that occured in the boys’ restroom. Someone had painted a racial epithet and death threat in one of the stalls. The target was one of their campus supervisor peers, Isaac*.
Anna’s comment irritated Roger. “The N-word isn’t a ‘little thing’,” Roger told her, his face stony. “Neither is the 187 thing.”
“I know!” Anna said, defensively. “I’m just saying. These are kids. We gotta brush off some stuff. You gotta have a tough skin to do this job.”
I agree that professionals need to have a thick skin, especially as they climb the career ladder. You can’t be easily offended or hurt. Criticism and challenge goes with the territory; you have to be able to take it in stride. Managers need to protect their teams, but should not have to tiptoe on eggshells when delivering news or feedback. These are the expectations of the grown-up work world.
What’s not part of it is tolerating bullying, which is the topic of today’s top story. Racial slurs, threats of harm, sexual harassment, and demeaning language are all examples of true bullying -- aggressive behavior that intentionally aims to hurt someone else. These are toxic and no one should have to put up with them.
Isaac has been working with students for more than two decades. He has a thick skin. Nonetheless, when this happened, he demanded the school investigate. Why? Because that’s how you handle bullies.
What do you think? Am I overreacting to Anna’s comment? Should Isaac have just let the situation roll off him? Have we diluted the definition of bullying and has that caused problems for situations when bullying truly happens? Let me know! And if you enjoy this brief, tell others so they can benefit also.
*Names changed to preserve privacy.
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