There will always be circumstances in which employees will choose to resign and leave immediately. However, I think it’s an important indicator of the healthiness of employment relationships and organisational culture. Anyone in a leadership position who dismisses it as the fault of the employee does so at their own — and their organisation’s — peril.
Just a quick reflection on the first days of the year, an affirmation of sorts. I notice I’ve taken on my reclusive role, usual for this time of year, not having left the house other to sit on the deck to read, drink, socialise, admire the beautiful nature-laden part of Auckland I am blessed to live in and/or reflect. It’s been a stressless, easy ride into 2015. May it continue.
Originally posted on I Think Differently:
It’s been a year since Sally Champion signed off from blogging weekly about the process of setting up her own business as a writer. She had…
Originally posted on dpsn:
Chelle Hope is a writer who is, regrettably, finding less time for being idle these days as the demand for attention from her inner voice grows louder and…
Twice in the last week I’ve been confronted by the issue of asking employment applicants whether they have any health or disability-related needs or requirements. First at a Human Resources Institute diversity event; and then on the application form for a part-time position I have applied for.
The practice seems quite prevalent among employers, who seem unaware that it is a potential breach of human rights. Based on the four years I spent working for the Human Rights Commission, let me explain what the problems, risks and solutions are.
In recent months I have come to know of two people who have been turned down for Job Support funding. Both have been turned down on technicalities, which are related to the inflexibility of the application of Job Support criteria. Both people, as a result, have had their ongoing employment put at risk and both are extraordinarily talented in their professions.