Candice Gottlieb-Clark
On October 8th, Candice Gottlieb-Clark
will be a presenter at the Professionals in Human Resources Association's 51st
Annual Conference. Candice will be
presenting on the topic: Workforce
Retention through Conflict Management.
This program focuses on the challenges of retaining top talent,
improving
team behavior, and understanding the differences in problem solving which exacerbate
the issues they intend to solve.
Aside from speaking at conferences, Mediating Solutions is available for presentations, training, and corporate retreats on this and similar topics involving friction,
conflict, and relationships in the workplace. Please
contact us for information on how we can be a resource to your organization.
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Mediating Solutions
11684 Ventura Blvd. #239
Studio City, CA 91604
(818) 400-5670
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If you find our newsletter to be helpful and informative, please share so that we may be a resource to others as well!
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Q & A with Candice
When it comes down to Dollars and Sense
Q. We are having a serious problem in my department,
and I'm sure we could use the help of an outside professional like yourself. How do I address the issue when we are in the midst of cut-backs?
A. How do you "save" by spending? It's a challenge to request an added
expenditure during troubling times, but the most effective way of doing
so is
breaking down the need into dollars and cents.
Examine the
impact of the current situation. How has this affected the company's income? Is productivity or billing affected?
Are clients impacted?
Next, explore the costs of doing nothing. Will
valuable staff leave? What are the costs
of replacing and training a staff member?
Finally, describe the emotional impact on the rest of the staff. Are
more people being drawn into the
problem? Is morale dropping?
Each of these questions identifies a quantifiable expense the company is already enduring. Suggesting an alternative - at a much lower cost - makes you out to be the hero. So do your homework and get ready for your raise!!
Have your own question?
Send us an email and we'll get back to you with an answer promptly. You may even see your question featured here in an up-coming edition!
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Hello Valued Business Partner
This edition of our
newsletter continues our focus on the challenges of conducting business in a tough economic
and political market.
- Our featured
article is part 2 of a series about the subject and focuses on ways to support your staff during times of chaos and unrest.
- The tips and tools
section addresses the top warning signs to watch for in identifying when workplace issues are growing and need to be addressed.
- Finally our
Q & A column offers some advice on justifying the expense of bringing in a conflict resolution consultant.
Each quarterly edition will
include a fresh article, helpful tips and tools, and other information vital to
businesses and employees who value a healthy and productive work
environment.
We hope you find this
edition to be inspirational and thought-provoking. Please feel encouraged
to forward this email newsletter with your friends and colleagues.
Wishing you business
success and a beautiful Autumn season!
Candice
Gottlieb-Clark
President,
Mediating Solutions
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Is Chaos Proliferating In Your Workplace? Top Shelf Ideas that affect
the Bottom Line
People at all levels are experiencing financial
panic in conjunction with the unrest on Wall Street. This sense of foreboding due to our uncertain political and economic future brings fear and confusion into our personal
lives and leads to issues of lowered morale and productivity in the business
world. How can you help your staff put
in their best efforts at work when they have worries about layoffs, house
payments, fuel costs, and inflation?
Talk
to your employees - Communicate with staff about the impact of the current
economic issues on your company and on their jobs. While this may sound dangerous, keep in
mind that fear is far more damaging than knowledge. Fear immobilizes, while knowledge activates
us. If layoffs are inevitable, let your
staff know how deep the cuts will be.
If cut-backs or staff reductions are only possible, let them know
what needs to happen to prevent that outcome.
Get
them involved - Once staff is aware of the problems that lie ahead, engage
them in finding solutions. Some
staff may wish to create a think-tank or team to brainstorm solutions; Shy
contributors may benefit from an "open-door" policy allowing them to
contribute ideas by approaching management/owners directly. By creating an arena for employee input,
you also provide them with some control over the outcome.
Provide
incentives - Perhaps productivity has diminished as gossip, worry, and
complaints have infiltrated your business.
While you can't remove employee's economic concerns, you can
motivate them to work harder. Try
using incentives that address their concerns. A $100 gas card or a $50 restaurant
voucher has an immediate and tangible value - more so than a Starbucks
gift card or a promise of an extra day's vacation.
Demonstrate
you care -When employees believe they're important to the company and
recognized for their efforts and commitment, they feel secure and
rewarded. Demonstrating you care
may be as simple as paying attention to your staff and being positive and
encouraging in your conversations with them.
This article is part 2 in a series on managing your workplace during an economic crisis. To read the first article in this series, click the link below.
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Link to Blog ________________________________________________
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Tips and Tools
Know the Warning Signs!
Top 5 signs that conflict or problems
in the Workplace NEED to be Addressed
Whether it's two people or a full team that is affected, workplace
friction creates a drain on business. It lowers productivity, lessens commitment
to the company, and ultimately leads to costly turnover. Here are the Top 5 warning signs that
conflict or problems in the workplace NEED to be addressed:
- Gossip on the rise - Gripes and complaints become
exponentially more damaging as the number of participants increases as each jumps to support the others'
issues and concerns.
- Morale
is low - A lack of effort at work, tardiness, absenteeism and problems
with cooperation and teamwork are common signs of lowered morale. When morale drops, staff isn't committed to
doing the job well, they're just collecting a pay check.
- Client
complaints - No one wants to lose a good client, but a good employee can
be even more expensive (or impossible if it's a partner, etc.) to replace. Common mistake here include allowing one
or the other to go, or focusing on the symptoms of the problem, such as a bad attitude or failure to
return calls.
- Reluctance
to contribute - When staff don't contribute during meetings it's a clear
sign that they lack the personal investment, trust in leadership or both
for working at the company.
- Staff
Request for Help - This obvious sign is unfortunately oft
ignored. Here the would-be helper offers a band-aid of a solution, redirects an employee
to ignore their issue, or suggests the staff member find a way of solving it himself. Not only are such actions or suggestions probably
beyond the skill or comfort level of an employee, they also send a very negative message to that staff member about his value
in the company.
These 5 warning signs are a call to action. Ignoring any of them creates a tremendous but preventable cost to your business. If you don't have the resources to resolve these issues in house, please take the initiative of contacting us.
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Thank you for reading our Newsletter!
If you have any comments or questions, or if we can
assist you in any way, please contact us.
Mediating Solutions
11684 Ventura Blvd. #239
Studio City, CA 91604
(818) 400-5670 |
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