Reparing broken relationships

The basis of any relationship is trust. Recently I experienced a situation where there was a significant loss of trust between two people. A lot of trust had been built between the two individuals involved but it only took one careless act to break the long term trust between them.

Being responsible and self -aware people they are working to rebuild it.

Often this occurs in the business world where even small promises are not met and people feel let down. There really isn't any point however in accepting that trust can not be rebuilt - because it can.

Believing that trust can be rebuilt is key to reparation. It starts with forgiveness and full and honest explanations.

We are all human and make mistakes. Mistakes by definition are not intentional and it is important that the person breaking the trust accepts full responsibility for their actions.

Then both parties can move on and enjoy a full honest relationship.

see more about business trust on www.progressivebusinessinternational.com

The real reasons why people come to work.

Self-esteem, money, social contact and purpose are often cited by numerous studies as being the key motivators for coming to work.

Interestingly from a recent Australian study one of the key reasons for leaving was lack of challenge and opportunity to contribute.

Isn't that interesting? The implicit need to contribute outweighs the explicit needs such as self-esteem and money.

Tapping into the inner or implicit needs will always yield greater employee happiness and loyalty and more importantly take the focus of the explicit needs. And what’s more the organisation can really benefit form higher levels of employee engagement.

Supporting this theory is an US study which clearly showed that the main reason what female workers left their work was because of the relationship with their boss.

Read more about this topic and more..http://www.progressivebusinessinternational.com/

When employees finally front up

I am working with a client at the moment working through redundancies - not a pleasant task.

We asked for submissions by the staff and SLOWLY over time a few came forward to express their views on how others were lazy and how the place could be better run

No doubt they want to protect their own position (and who wouldn't). But what I find interesting is that it took a crisis to get them to front up with their real and honest views.

Leason that management did not provide the safe environment for these views to be freely expressed isn't it? - may have meant a happier workplace.

Is the individual changing the power imbalance?

Now that individuals are choosing freedom of expression over submission to corporate values i.e. not selecting to work longer hours and not choosing career paths with the organisation, the balance of power is slowly but surely changing.

In a recession this trend may be affected however because a certain level of money is still necessary to ensure a basic level of security, individuals will be making more compromises to keep their jobs.

Therefore it will be interesting to see how companies treat their individuals as they strive to stay in business.

There is little doubt that conscious companies i.e. those that truly value their individuals core values will achieve a better state and greater security for both the company and the individual.