Kill the Hype
She was waiting for me when I returned from a meeting. Standing outside my office door, I could tell by her downward glance, Jodie was not there to give me good news on the project. Despite her confident, enthusiastic and definitive style, she failed to deliver what she had pitched. It was not the first time.Jodie operated counter to the Scottish proverb advising: "Never let your feet

How Many People Do You Know That Hate Their Job?
How many people do you know that hate their job, but have been doing it for YEARS? Do you know why? Because finding a better job is hard work. I hate to be the one to tell you this, but somebody has to. Finding the job you want "ain’t gonna be easy".People would actually rather stay where they are and be miserable than take the time to find something better. Too many people give

How To Avoid A Bad Business Opportunity - Review
I am sure at some point we have all been tempted by 'get rich quick' schemes. You have heard and seen it all before, the tempting schemes that we receive by email/post/newspaper advertisements etc. They promise we will be able to give up work and make ?1000's for just a few minutes work a day on the internet. They tempt you by promises of nice houses, cars and holidays and lots of ???'s.xtensive layoff.

Anonymous Submission

I've worked for the same company for ten years now. At the end of last year, we reorganized, and in the process, over 10% of the workforce was terminated. In the wake of the layoffs, morale hit an all time low. My colleagues in upper management were becoming especially depressed. Every meeting I attended began with a discussion about low morale and productivity, complete with a round table of horror stories to illustrate the nightmare.

Our company couldn't afford to see this happen---we'd just restructured out of financial necessity.

Sick of hearing the horror stories and dire predictions for the company's future, I decided to do a little research; I was sure that I could find at least one solution to the declining morale problem. At the next staff meeting, I'd pass what I learned along to my colleagues. The big question was: What could the company do to heal the hard feelings created by the layoffs and restore a

t an all time low. My colleagues in upper management were becoming especially depressed. Every meeting I attended began with a discussion about low morale and productivity, complete with a round table of horror stories to illustrate the nightmare.

Our company couldn't afford to see this happen---we'd just restructured out of financial necessity.

Sick of hearing the horror stories and dire predictions for the company's future, I decided to do a little research; I was sure that I could find at least one solution to the declining morale problem. At the next staff meeting, I'd pass what I learned along to my colleagues. The big question was: What could the company do to heal the hard feelings created by the layoffs and restore a

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Our company couldn't afford to see this happen---we'd just restructured out of financial necessity.

Sick of hearing the horror stories and dire predictions for the company's future, I decided to do a little research; I was sure that I could find at least one solution to the declining morale problem. At the next staff meeting, I'd pass what I learned along to my colleagues. The big question was: What could the company do to heal the hard feelings created by the layoffs and restore a

ld find at least one solution to the declining morale problem. At the next staff meeting, I'd pass what I learned along to my colleagues. The big question was: What could the company do to heal the hard feelings created by the layoffs and restore a sense of security? Here are some of the answers I found by reading through magazine articles, newspapers, websites, etc.:

* First of all---be honest with our employees. They are smart enough to know that NO employer is going to issue a written guarantee of job security for any length of time. Employers that address the future dishonestly only fuel more feelings of mistrust and insecurity.

* Encourage employees to take advantage of available company sponsored training. A broad based skills set makes them more adaptable to changing conditions and more valuable to the company.

* Empower employees by encouraging individual responsibility. When they feel that they are making a real contribution, employees are more confident and worry less about job security.

* Encourage networking. If by chance the worst does come to pass, employees can build a safety net by keeping in touch with business associates, sales reps, suppliers---all professionals in their field who ma