policy

A very interesting question for this week’s online poll, from both the employer and employee perspective. I’m sure at one stage or another you can remember an employer who may have made your workplace experience ‘less pleasant’ at the time. Perhaps you’re in that situation now? Regardless of the circumstance, if the employee had the opportunity to let go of their employer, would they go ahead with it, and what drives them to this conclusion?

From personal experience, I have had employers who I have regarded as the ‘super boss’; juggling a million tasks whilst simultaneously looking after their team beautifully, which is no mean feat. Under no circumstances would I want to “sack” them. However, I have also gained feedback from a close friend of mine whose employer is incapable of performing their role effectively and, given the chance, would gladly give them the ‘boot’, so to speak.

While 45.8% of poll respondents agreed that employees should have the power to sack the boss to the 37.5% who did not agree, I was actually impressed to see that the comments of this poll were, overall, very diplomatic.

Feedback such as “if multiple employees were providing feedback about one boss being inappropriate then the correct action should be taken” and “in some extreme cases, an employee should be able to ‘remove’ the boss from their position if they have broken a law or policy”, shows that if employees were in the position to fire their boss, they would do so based on professional misconduct, and not really for personal reasons.

A number of responses suggested employees should be able to give feedback on performance to, and conduct performance appraisals on, their manager on a regular basis, especially in the event where a manager may have behaved inappropriately in a situation. Wouldn’t it be fun to have the manager sitting in that chair while you ran the review?

This poll ties in neatly with our recent Press Release Sick of the Boss, where employees are pulling a ‘sick day’ due not to actual illness but based on poor management within their workplace.

Perhaps this leads to a need for further investigation: “What does it take to be a ‘qualified’ manager in this day and age?” Furthermore, “If you believe your employer should be fired, would you be willing to step into their position? What would you do differently or better?” Stay tuned for future polls and posts on these intriguing questions …

policy

Now, at the risk of offending stay-at-home dads, this is and will probably remain for some time to come an issue that almost universally affects women. 

As a woman, and a mother of a three-year old, and expecting another baby soon, I feel very fortunate that: 

a) I work for a flexible and supportive organisation and boss who enabled me to return to work at a time and pace that suited the changing needs of my small child 

b) I was, after some effort and waiting and getting in early, able to secure a place two days a week for our son at a local childcare centre we remain delighted with 

c) I have parents and parents-in-law who are besotted with their grandson and are able to care for him when extra help is needed 

I was also very pleased to read the comments of two of the respondents to our most recent online poll – How much did childcare issues impact on your return to work? – reproduced below:

– “Keeping a very organised schedule and ensuring our daughter attends a very good Early Learning Centre, childcare has not impacted on my return to work. I am now back at work 3 days per week. My daughter thoroughly enjoys the Early Learning Centre that she goes to and I thoroughly enjoy being back at work. The childcare centre follows a weekly learning program and my daughter loves all the activities that they do.” 

– “A combination of a very supportive family, as well as great flexibility as far as my husband’s working hours, meant my return to work (when the baby was only 3 months old) was seamless. It did however mean that I hardly ever saw my husband!” 

However, the news is not that great for a huge number of women. Another poll respondent recounted her struggles: 

– “Because child care was too expensive, I relied on my parents and grandmother to look after my children. I also took on casual jobs where I had no super, no regular and secure income and no stability, just so that I could do the hours that suited my family’s needs. I also worked night shift so that I could be home with my children during the day; my husband then took over at night. Again, this was very difficult for me and my family, but financially it helped as the night casual rates were higher.”      

Even for women with family support and access to care, the decision to leave their child can induce intense feelings of guilt and a deep sense of “missing out” during their child’s early years. A contact I spoke to regarding her experiences said that while she had no return to work issues relating to finding care (her father looks after her baby at home three days per week) or her company’s parenting policies, she finds it extremely challenging to juggle work, home, commuting and caring for her family, not to mention emotionally wrenching every time she departs. She would in fact, if she could afford it financially, remain at home. 

An extensive poll conducted earlier this year by the online businesswomen’s network group sphinxx “found that children and careers fail to mix. Almost half of those surveyed (48%) said the cost of childcare had negatively hit their careers but not their partners – 71.6% said their partners hadn’t been held back at all. Almost three quarters of respondents (74%) agreed that quality child care is hard to come by.” [Source] 

The poll also revealed that 92% of respondents cited the rising cost of childcare as a top policy issue in the next election. The founder of sphinx, Jen Dalitz, said “said both political parties should be seeing childcare as a top policy issue if they were ‘fair dinkum’ about helping women stay in the workforce and support more choices in the childcare industry. ‘It’s crazy that you can deduct expenses for laptops, iPads and cars, but receive no tax breaks for family day care or in-home care, especially in emergencies,’ she adds.” [Source] 

Promoting the Australian Women Chamber of Commerce and Industry’s Women Business Owners Poll, Ita Buttrose commented last week that “businesses are mad not to have more women in decision-making roles and has urged them to pay for nannies to ensure their female staff don’t fall off the career ladder. ‘I am a great believer in packages that include some support for the mother, whether it is a nanny or a housekeeper or whatever,’ she said. ‘You might not get the shares, or you might not get the car, but you balance one out against the other. Of course companies can do it. Women who want to continue their careers and have families should ask for that package from their employer and the workplace needs to think about how they are going to offer it.’ [Source]                                                      

Further illustrating this issue, another respondent to the sphinxx poll commented: “Issues to do with availability and cost of childcare plague our mothers group. So much so that two teachers, a HR professional and an IT Manager have decided they cannot go back to work. That is four highly skilled women now removed from the workforce because childcare in Australia is too complex and cost prohibitive. And this is just one small group – there are many more. If the government is honestly trying to address female participation rates in the Australian workforce and fix the skills shortage, they will look at childcare as a matter of urgency.” [Source]

What do you think? What has your experience been? Leave your comments below …

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policy

I tell you, one of the highlights of my week is reading through the comments left in our weekly online poll. There is always a marvellous range of responses, from the profound to the very silly indeed.

Our latest poll asked: “If getting your dream job meant wearing a terrible uniform, would you still take it?” 

One response was the deeply philosophical “we all wear silly costumes”. Makes you think, eh? 

And of course, another response was “my dream job involves wearing no uniform” and yes I know who you are … honestly … 

The results were:

Yes – 79%

No – 11%

Other – 10%

Overall, people were fully prepared to “suck it up” and wear whatever uniform was required (within reason!) for their dream job. One respondent commented that a uniform can be a blessing in disguise, saving you the daily hassle of selecting something to wear. Good point. 

And of course, a uniform means that everyone else is wearing it, too, so even if it is ghastly, it’s not as though you’ll be the only one looking like that! Ultimately, if it’s your dream job, you’ll wear anything. As another poll respondent said: “as long as I remained credible in terms of the specific job, and the uniform suited the company’s image, I’d wear a clown suit or whatever was required!” 

So, why do many companies require their employees to wear uniforms? 

A key reason is that a uniform conveys a standard image of a company. It is a form of advertising, it can create a sense of team solidarity, and makes it easy for customers to identify company employees. 

Of course, many employees would prefer to have the opportunity to express their sartorial individuality and see the uniform they are required to wear as an infringement upon their individual rights. I think I would feel quite strange and a bit affronted if my workplace suddenly imposed a work uniform policy. 

However, if you’re starting a new role at a company that has a clearly stated work uniform requirement, then you’re going into it with your eyes wide open and, really, have no recourse to complain. 

I also asked a few friends, informally, during the week about their workplace dress policies, and everyone said that whilst there was no official “uniform”, there was, at the very least, an unspoken yet clear dress code in place, which was obvious the moment you walked in. Some work in super corporate environments where suits for men and women are the minimum standard. Others work for companies where a slightly less corporate vibe might be in place, but where certain levels of appropriate dress and presentation were expected and upheld. 

I would say that most of us, starting a new job, would certainly take our workplace dress cues from those around us, no matter where we were employed, and if that meant feathered headdresses and sequins or gumboots and overalls, that’s what we’d be wearing.

Are you more productive in a noisy or quiet (office) environment? Tell us in our latest online poll and stay tuned for the results in next week’s ChallengeBlog post …________________________________________

Challenge Consulting has a Facebook page. Click the FB icon to “Like” us now and stay in touch re our new blog posts, weekly poll, links and more …