The Future

With the current economy, the focus is on keeping a job. For those who lost theirs, they are looking. For those who have one, keeping it is the priority. Although both are important, there is an interesting change in many workplaces I believe will change the future significantly.

For those who keep their jobs, the way they were treated during these times will shape their futures. While many employers have been good to their employees and will continue to be, many are not.

These are the employers who believe the power has shifted. The long-looming labor shortage all of us in HR waited for has been temporarily interrupted by the economy. The shortage will be there but this isn't what we planned for.

Of course, in the grand tradition of taking advantage, many companies have turned 180 degrees to treating their best like children who are just waiting to misbehave. The autonomy earned has been reined in. The flexibility to have work/life balance? Poof, it's gone.

Right now, this can be overlooked because it is not the priority. At the same time, it will cause a different type of crisis when the economy improves. These employees will be the first to jump ship. While these employees are relieved to have jobs now, they will not forget the way they were treated.

Those of us who work with employees are aware of how far being treated with respect gets you and how easily it is destroyed. True commitment from employees is a one time deal. Once destroyed, companies never get it back. Employees may stay but they will not give their best.

If this was not true, many of us would not have jobs. I make a substantial part of my living off of poor management decisions. Right now, they are compounding.

During turbulent times, employee relations issues usually soar. Employees are afraid of the appearance of making waves. Others believe their issues will be seen as petty when they watched their coworkers get laid off. What management doesn't realize (or doesn't care) is that these issues are still there. The remaining employees are not engaged or productive.

This doesn't mean the wrong employees were laid off. This means you can't lay off coworkers and tell the survivors they are damn lucky to still be on the island. The survivors are now overworked, under appreciated, and uncertain about how long they will keep their jobs.

If you are a manager who tells your employees they should be thankful to have a job, don't expect them to thank you. In fact, don't expect them to still be your employees when things turn around.

Dear HR Abby

This won't win me any friends but I have to say it. While I have been in a blogging slump lately, I think part of the reason is because I don't enjoy reading a lot of HR blogs anymore.

I realize all of my readers, many who are HR bloggers, are sitting on the edge of their seats for this, so here goes.

REASONS (Many) HR BLOGS SUCK

• So many blogs exist simply to answer questions from "readers." While I realize many of these are genuine questions, I seriously doubt a lot of them are real. It's in the details. If you want to show off your so-called HR knowledge, just blog about the topic. I don't need a fake question. It's also pathetic to watch the blogger bash their reader who asked the question. Do you feel better now? Think you improved the long-held feeling that HR pros are naggy, high and mighty, know-it-all bitches? I guess many HR professionals believe there are stupid questions. If the question is that ridiculous, why waste your time answering it?


• A lot of blogs (especially newer ones) are lame attempts to rip-off older, and many times, good blogs. Typically, these are the ones which answer questions, give "characters" fake names, and blog about topics seen on another blog two weeks ago. Not only do these blogs suck because their bloggers are thieves, but also because it's clear they are not being themselves. If you can't maintain your own style, stick to reading and commenting.


• Networking blogs. While I realize there are blogs that truly do network, many are lame attempts to feed egos or find a partner in crime. If I was going to attempt to network for best practices or to find a job, I'd be pretty embarrass to present myself the way many of these bloggers do. Sometimes it's better to remain anonymous.

Labor=$$$

Those that read my blog realize I spend very little time discussing HR. I was better at making the HR connection when I started my blog but I have strayed off the path over time. Regardless, while ridiculous management and annoying coworkers tend to be my topics, I am going to jump back on the HR boat for a bit.

I realize everyone is tired of talking about "Card Check" but it's labor legislation that will set me free. I realized this a few years ago and got certified but the opportunity hasn't presented itself yet. ER and mediation are my fortes so labor won't be a stretch for me.

Regardless of what side of labor you represent, the main premise is the same. Both sides are greedy mongers who want to get everything and screw the other side in the process. I actually believe unions are a death sentence for both sides but that doesn't mean I won't make a living off of it. The voice of reason who seizes opportunities to create harmony and kicks off each bargaining session with a little Kumbaya is valuable. That value translates to money for me.

I have officially joined the dark side.

Petty Petty

Everyone has them ... petty coworkers. I don't why I have so many but they are everywhere.

Who is working on that project? Who has a closer parking space? Who is going to training?

These are the topics some of my coworkers can discuss for years. Every time I hear about these rampant discussions I am always surprised. The words "adult" and "professional" don't go hand in hand with petty, passive-aggressive discussions.

Inevitably, people pick a side and run with it. Of course on the few occasions they are called on their pettiness, they act sincere and innocent. They always get away with it which is why this behavior continues.

I thought high school ended at graduation.