Idealist Consulting’s Post

The other day I saw this reel 🎞 on Instagram by Alec Fullmer. I saved the reel and have returned to it many times because it is so true! Absolutely everybody can act as a senior employee (even if the title doesn't reflect it) and get ahead by following these steps: ✅ If you see problems or obstacles, present possible solutions instead of ❌ complaining about the problem and hoping the management will magically fix everything. ✅ Be a proactive communicator and let your team and leader know how things are going instead of ❌ quietly waiting for someone to ask. This is especially important when you need help, ask for it! Don't let "nobody asked" be an excuse for not achieving your goals! ✅ Give your opinions and feedback F2F instead of ❌ discussing individuals or managerial choices behind their backs. This fosters transparency and prevents lingering resentment due to a perceived lack of change. After all, genuine transformation in the workplace and among individuals only occurs when feedback is communicated directly to those who need it. And I would add a thought to the list: ✅Be accountable for your actions and outcomes instead of ❌blaming everybody else and the circumstances. Recognizing that you are an active participant in your own life and that life isn't merely a series of events happening to you, demonstrates a level of maturity that many individuals lack. As HR I can tell you that following these simple steps will help you get further in your career way quicker than you ever thought! https://lnkd.in/dmytPHa5

April is gone but not without voting for our Employee of the Month. 🎉🎈Congratulations Amy Jones for your amazing results and the well-deserved title of Employee of the Month in April. ⬇ Here are a few things her colleagues said about her: "Consistently setting the right example for peers, great to see the hard work paying off in terms of results now." "Great month in terms of new business and always professional and a great person to have in the business." #employeeofthemonth #legalteam #legalrecruiter #legalrecruitment

In corporate age and gap matters a lot

Strongly considering giving the Law Offices of Kenneth Hiller another call in regards to these Human Rights Cases I have. Before we go further, only reason why I'm contemplating this move is because I need some closure in the matter. The way I see it, my new employer reminded me that when I had my ADAAA Claim with Unum, I should have been allowed 48 Hours every week for appointments by law. The way I see it, all the New York State Department of Labor did for me was complicate my journey to find a new job. Now that I'm signed with a employer, I'm glad and I'm looking forward to April 29th. So I'm coming in on that day to be taught how I can be better then I'm already am. But the whole ordeal with Continuum Global Solutions and the New York State Department of Labor did kind of leave a mark on me. And being honest, I just need 2 things... The Closure in order to focus even more then I am now. And because they took turns besmirching my name... Compensation is in order. So tomorrow morning, I need to check in with Demond Meeks and follow up on the call I made a week ago, then I'm calling for consultation in regards to looking at legal actions, then Physical Therapy, then family time. My new employer deserves my best. No matter what, that's exactly what they're going to get from me. But this treatment from the New York State Department of Labor is something I can't turn away from until Friday April 26, 2024. Because both Continuum Global Solutions and the New York State Department of Labor second guessed me, disqualified me from paying jobs unfairly, only to be hired by the company I wanted to work for in the first place, getting paid how I should have when I was with Verizon. Life is good in that way, but I can't shake this ongoing nightmare of New Yorkers being mistreated by the DOL, and the ongoing nightmare of New Yorkers being abused and gaslit while being employed for Continuum Global Solutions and being paid 25% then a V-Teamer. These 2 examples are prime definitions of what is wrong with the working world that we know now. Allow me to give my people the example of the best customer service that I can. Something good has to come out of Rochester.

An employer has no business with a man's personality. Employment is a specific contract calling for a specific performance. Any attempt to go beyond that is usurpation. It is immoral as well as an illegal intrusion of privacy. It is abuse of power. An employee owes no "loyalty," he owes no "love" and no "attitudes" - he owes performance and nothing else. The task is not to change personality, but to enable a person to achieve and to perform. Agree or disagree? Would you read it differently if I told you it isn’t my latest ‘hot take’ on “Quiet Quitting” or the way that employers abuse their power but is, if fact, a quote from Peter Drucker, who has been described as ‘the founder of modern management’? When he wrote that in 1973, employers often had a paternalistic approach to their charges. They invested in them, they provided sports and recreation facilities, they offered ‘a job for life’. 50 years later, after whole half century of change, we are not in a better place. What Drucker calls immoral is, today, seen by employers as a right. They meddle in their employees personality through tests and evaluations. They insist on “loyalty”, the demand “love” and they absolutely enforce the correct “attitudes”. Recent articles in the media have lamented how Gen Z have ‘bad attitudes’ to work, being unwilling to ‘go the extra mile’. They take their lunch breaks and don’t do any work during them! They don’t check their emails on their phones out of office hours! They don’t want to stay late and do extra! They only want to do the work they are paid for!! How very dare they!!!! And yet, it seems, they are merely disciples of the great Peter Drucker. “An employee… owes performance and nothing else”. That’s the very definition of “Quiet Quitting”. What Drucker described as the basis for employment is now cast as a pejorative. What sort of progress is that? For far too long, employers have been allowed to push the boundaries of work beyond what is reasonable. They’ve used every tool they can get their hands on, from changes in the laws to reduce employee rights, suppression of unions, strike-busting and surveillance to using the narrative of culture and shared values to intrude into employees psyche and gaslight them into over-delivering. At the same time they have salami-sliced the benefits they provide, increased the precariousness of the contracts they offer and victim-blamed employees for their burnout and health struggles. Now Gen Z are calling a halt, and not before time. So we’re returning to Drucker’s view. Going back to work as a transaction. Where it is a part of life but not an all-consuming one, rather one that allows flourishing in all other aspect of life too. A new sense of proportion about work. It might just be the saving of us all. #leadership #futureofwork #work #decrapifywork

If you find yourself working in a toxic environment where everyone is focused on self-promotion rather than the company's success, and your boss three levels above starts playing politics with you, consider yourself on the right track. Stay loyal to your work and your company. You earn your salary through hard work, and your company pays you because they believe you are the best fit for the job. Don't let negative people demotivate you. Instead, focus on your work and strive to give 100% to honor your company's trust in you. Keep pushing forward and stay dedicated, because your commitment and integrity will ultimately shine through. #WorkEthic #StayLoyal #ProfessionalIntegrity #OvercomeToxicity #TrustTheProcess #HardWorkPaysOff #RiseAboveNegativity

🏃♀️ 🏃♀️ I QUIT!!! Sarah, a dedicated marketing executive at XYZ Solutions, a thriving tech firm. For years, Sarah poured her heart and soul into her work, earning accolades and contributing significantly to the company's success. However, things took a turn when a new manager, Mr. Smith, took over Sarah's department. Suddenly, Sarah found herself subjected to constant micromanagement, unreasonable demands, and even instances of belittling remarks in front of her colleagues. Feeling demoralized and undervalued, Sarah knew she couldn't continue working under such conditions. After consulting with legal advisors and gathering evidence of the hostile work environment, Sarah decided to take action. She promptly notified the Industrial Relations department, initiating the process of addressing her case of constructive dismissal. Despite initial attempts at conciliation, where Sarah hoped for a resolution, the situation remained unresolved. As the case progressed to the Industrial Court, Sarah remained resolute in seeking justice. While she understood that reinstatement might not be feasible given the strained relationship with her employer, she sought fair compensation for the distress caused. Through perseverance and a steadfast commitment to upholding her rights, Sarah navigated the legal process with determination. In the end, while the experience was challenging, it reinforced Sarah's belief in the importance of advocating for workplace fairness and standing up against injustice. Sarah's story serves as a reminder that employees have rights, and constructive dismissal is a serious matter that deserves attention. By understanding the legal process and seeking support when needed, individuals like Sarah can assert their rights and work towards positive change in the workplace. #ConstructiveDismissal #LegalRights #WorkplaceFairness #EmployeeAdvocacy

Check out the full video to see what I had to say!

Most employers don’t want to pay people like me what we are actually worth. And it’s sad because the cost of everything is going up. So why pay us less and let us get lesser hours? Doesn’t add up or equal out in my opinion. But we have to bust our butts off for low pay and a shift we don’t want to work. We shouldn’t have to fuss and bicker over if y’all let people get OT hours that should be mandatory in my personal opinion.

A few days ago I had a client lunch meeting in my old neck of the woods - in downtown Manhattan, Financial District (Stone Street is in the background of my photo here). When I first started with my company back in 2017, I was at their 85 Broad Street office location. I had been at that location for 3 years and then the pandemic happened. I have since moved to another office location we have in Midtown on west 39th Street. So it was great to be able to come back downtown to familiar places from before. I had lunch with Rachel Haskell, a partner and employment attorney at Working Solutions Law Firm, a leading NY and NJ Employment law firm that is dedicated to helping employees with employment and labor issues. Rachel's firm is a client of mine and has not only helped me personally but have done great work for clients whom I have referred them for employment issues (wrongful termination, failure to promote, wage and hour, non-competes, sexual harassment...and more). She and her firm are such great advocates for those facing workplace problems! I talked about business insurance for different Franchise businesses I have recently helped (Gymboree, Everbowl, Phenix Salon Suites, Chem-Dry Carpet Cleaning). I was intrigued to hear more about employment cases that C-Suite Women Executives have encountered from Rachel. It was a great client lunch meeting with her! Where did we eat? Stone street has a ton of great restaurants - we ate at Havana Social, a new Cuban restaurant there. Like my content? Don't forget to Follow my hashtag #ivegotyoucovered Ring the Bell 🔔 on my profile Simply Click the Follow Me Button Monica Liang-Allen 梁藝瑩 | World Insurance Associates LLC #clientmeeting #franchise #employmentlaw #lawfirms #insurance #onetoone