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Grappling with the Gray #87: Untrusted and over-verified?

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Treść dostarczona przez Yonason Goldson. Cała zawartość podcastów, w tym odcinki, grafika i opisy podcastów, jest przesyłana i udostępniana bezpośrednio przez Yonason Goldson lub jego partnera na platformie podcastów. Jeśli uważasz, że ktoś wykorzystuje Twoje dzieło chronione prawem autorskim bez Twojej zgody, możesz postępować zgodnie z procedurą opisaną tutaj https://pl.player.fm/legal.

Which is worse: suspicion or gullibility? And do we actually have to choose?
Those are the questions that drive my conversation with the incomparable Cy Wakeman when she joins me to Grapple with the Gray.
Here is our topic:
In a recent op ed posted in The Hill, Disaster Avoidance Expert Gleb Tsipursky writes:
“In the brave new world of hybrid work, where the lines between office and home are blurred, employers are navigating uncharted waters. Some have resorted to a draconian approach, implementing surveillance measures to monitor their employees’ productivity.”
Mr. Tsipursky goes on to describe how corporations such as JP Morgan and Barclays Bank seem to be suffering from “productivity paranoia,” leading them to track employee emails and even keystrokes.
Is it working? According to Glassdoor, 41% of employees feel less productive while being closely monitored. And according to HBR, surveillance makes employees “substantially more likely to engage in various rule-breaking behaviors, such as taking unapproved breaks, disregarding instructions, damaging workplace property, and even stealing office equipment.”
Apparently, the lack of trust makes people less trustworthy. It seems reasonable that employers want to ensure that employees are actually doing their jobs. So how can bosses and managers implement a trust-but-verify protocol that promotes worker integrity while avoiding the creation of a toxic culture? And what lessons can we take from these observations to help us have healthier relationships both in the office and outside of work as well?
***
Cy Wakeman is a drama researcher, international leadership speaker, consultant, and founder of Reality-Based Leadership. She is the author of four books, including the NY Times Bestseller, The Reality-Based Rules of the Workplace: Know What Boosts Your Value, Kills Your Chances, and Will Make You Happier and, most recently, Life’s Messy, Live Happy. Described as “the secret weapon to restoring sanity to the workplace,” Cy was voted in the top 100 leadership professionals to follow on twitter for 7 years in a row. For the last three years, she has ranked #1 among the Global Gurus list of Top 30 Leadership Professionals across the globe.

  continue reading

100 odcinków

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iconUdostępnij
 
Manage episode 410547593 series 3359707
Treść dostarczona przez Yonason Goldson. Cała zawartość podcastów, w tym odcinki, grafika i opisy podcastów, jest przesyłana i udostępniana bezpośrednio przez Yonason Goldson lub jego partnera na platformie podcastów. Jeśli uważasz, że ktoś wykorzystuje Twoje dzieło chronione prawem autorskim bez Twojej zgody, możesz postępować zgodnie z procedurą opisaną tutaj https://pl.player.fm/legal.

Which is worse: suspicion or gullibility? And do we actually have to choose?
Those are the questions that drive my conversation with the incomparable Cy Wakeman when she joins me to Grapple with the Gray.
Here is our topic:
In a recent op ed posted in The Hill, Disaster Avoidance Expert Gleb Tsipursky writes:
“In the brave new world of hybrid work, where the lines between office and home are blurred, employers are navigating uncharted waters. Some have resorted to a draconian approach, implementing surveillance measures to monitor their employees’ productivity.”
Mr. Tsipursky goes on to describe how corporations such as JP Morgan and Barclays Bank seem to be suffering from “productivity paranoia,” leading them to track employee emails and even keystrokes.
Is it working? According to Glassdoor, 41% of employees feel less productive while being closely monitored. And according to HBR, surveillance makes employees “substantially more likely to engage in various rule-breaking behaviors, such as taking unapproved breaks, disregarding instructions, damaging workplace property, and even stealing office equipment.”
Apparently, the lack of trust makes people less trustworthy. It seems reasonable that employers want to ensure that employees are actually doing their jobs. So how can bosses and managers implement a trust-but-verify protocol that promotes worker integrity while avoiding the creation of a toxic culture? And what lessons can we take from these observations to help us have healthier relationships both in the office and outside of work as well?
***
Cy Wakeman is a drama researcher, international leadership speaker, consultant, and founder of Reality-Based Leadership. She is the author of four books, including the NY Times Bestseller, The Reality-Based Rules of the Workplace: Know What Boosts Your Value, Kills Your Chances, and Will Make You Happier and, most recently, Life’s Messy, Live Happy. Described as “the secret weapon to restoring sanity to the workplace,” Cy was voted in the top 100 leadership professionals to follow on twitter for 7 years in a row. For the last three years, she has ranked #1 among the Global Gurus list of Top 30 Leadership Professionals across the globe.

  continue reading

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