Bryan Webb’s Post

Been talking to someone about “the forgotten employee/colleague’. Meaning the one employee that always there for everyone, work wise and as the one to go to if anyone has to talk about whatever. The one everyone finds if something needs done or to get things of their chest. How remarkable it is that when this employee needs that for himself/herself his or her voice isn’t heard. How his/hers opinion is never asked at the workplace. How  this eats away at this person, year after year. And how this  is confirmed as this person, often after a long period, speaks out and asks for recognition of his/her “problem”  and still is ignored. Sometimes these people end up at an institution as the one I work at, #GGZWNB.  Is there a way these “forgotten”  employees/colleagues can be seen by the directors or managers as their voice is obviously not heard. Left me with the firm conviction I will always try to see and hear those colleagues and stand up for myself more firmly when it happens to me, how difficult that may be.

What better way to start a new month than by taking the opportunity to recognize and appreciate someone around you? Take a moment to lift up others with our words and actions. Acknowledging the efforts of those around us also fosters positive relationships that are essential for our well-being. #BEiDEAL #TogetherWeAreiDEAL #iDEALTeam #Employment #Staffing #StaffingAgency #HealthcareStaffing #Recruitment #StaffingSolutions #HealthcareJobs #TGIF #Friday #teamwork #worldcomplimentday #appreciation #positivity #support #kindnessmatters #peopleandculture

What can employers do to regain the trust of their employees? This is a question that's been on my mind lately. I used to work in an industry where job security was relatively good and people were motivated by a higher calling, where loyalty was to the mission, not necessarily the organization itself. I believe that rebuilding trust is a two-way street. Employers need to listen to their employees and create an environment that fosters open communication and transparency. Employees, in turn, need to be honest and communicate their needs and concerns to their employers. What are your thoughts on this topic? Have you experienced a loss of trust in your workplace? How did your employer regain your trust? Let's start a conversation and share our thoughts on how employers can win back the trust of their employees. (Please note that this post represents my personal thoughts and opinions and not those of my company/organization.)

The topics of company loyalty and the psychological contracts that exist between company and employees has been on my mind a lot lately. This article does a great job of articulating those topics and what we see in the workplace today. https://lnkd.in/g6tVTVFj

It is very important to have a personal connection with the employees. They should feel that they are being cared for and that the company is there for them in their time of need. This respect will further build loyalty. I strongly believe that one can succeed by treating their employees as an extended family and this will engage them further in the company. #companyethics #ceothoughts #companyadvice

It is all about being a "Reverse Troll" Nikhil (Nikhil Narayanan): Helping build positive work environments should be the objective for all. #PositiveWorkEnvironment #ReverseTroll #SupportiveCulture #WorkplacePositivity #TeamBuilding #HR #Humanresources #TrustXPay #ShahidMunir

Interesting read from Business Insider talking about how loyalty doesn't exist anymore on both sides of the equation... for employees and employers. The author points out that the psychological contract has been broken and shares a few ideas on how everyone can work together to rebuild trust. What are you seeing as it relates to loyalty in the workplace?

Refreshingly thoughtful overview from Aki Ito on how, over decades, a strictly transactional mindset eroded workplace loyalty on both sides of the employment relationship -- with a powerful conclusion: "Ultimately, we're social creatures, and as in any relationship — even in one like work, which at its most basic terms is an exchange of labor for money — the most disillusioned of us still seek something more than a financial transaction. We want to be seen as people, not as line items — and employers can take the first step to repairing the psychological contract by recognizing that simple truth. And if they do it fully and faithfully enough, maybe we can begin to forge a healthier workplace dynamic — one in which loyalty, and the benefits that accompany it, flows both ways." https://lnkd.in/gbgwVUYd

"Building a Lasting Workplace Legacy: Prioritizing Quality Connections and Impactful Behavior" In any workplace, it's essential to remember that material possessions and professional achievements fade into the background over time. What truly endures are the intangible qualities that define our interactions and relationships. Your behavior, the way you treat others, and the impact you have on their lives are what leave a lasting impression. Regardless of your salary or status, it's your demeanor, your kindness, and your willingness to connect with others that people will remember. The genuine care and empathy you show towards your colleagues is what , exists long after the day-to-day tasks are forgotten. Moreover, the quality of the time you spend with others speaks volumes about your character. Whether it's lending a listening ear, offering a helping hand, or simply sharing a moment of laughter, these are the moments that create meaningful connections and leave a positive imprint on those around you. Ultimately, it's not about how busy you were or how many hours you clocked in at the office. It's about the relationships you foster, the support you offer, and the way you make others feel valued and appreciated. These are the aspects of your workplace legacy that will endure and be remembered long after the details of your job fade into the background. And I spent quality time , shared many laughters , moments of feeling each others valued with work buddies Arooj Ayub Maha Nadeem Aqsa Chaudhry Narmeen Jalil Suman Usman Fatima Naeem Muhammad Shahbaz Taha Zohaib Muhammad Ali Shabbir Shazia Ali (CHRP)© Zeerak Mushtaq Ali (CHRM)® Farhan Razaq #WorkplaceLegacy #ImpactfulConnections #QualityTimeMatters #ProfessionalBehavior #MeaningfulInteractions #BuildingRelationships #EmpathyAtWork #PositiveWorkplaceCulture #LastingImpressions #ValueBeyondStatus

 Neither employers nor employees feel they're getting what they expect from the other in the workplace at the moment leading to a comprehensive lack of loyalty. It turns out there's a whole body of research around these questions. It focuses on what organizational psychologists call the psychological contract — the set of things that employees and employers believe they owe each other and are owed in return. Many of these beliefs are societal in scope. Others emerge from personal experiences on the job. But for the psychological contract to hold up, you need both mutuality (both parties have a shared understanding of expectations) and reciprocity (both parties believe they're getting a fair deal). Do that, and you generate the kind of trust and loyalty that leads to high productivity and low turnover. Fail to do that and — well, that's where we find ourselves right now. A world in which the psychological contract is profoundly broken. What we have now is a vicious cycle of broken promises — companies cutting back on benefits and job security, workers cutting back on hours and effort. The result is a workplace that none of us wants: one where no one feels they owe anyone anything. We can get back. It will take concerted efforts by both employers and employees. Visible and transparent efforts. It will also take time. #loyalty #loyaltyprograms #hiring #