Comments on: United we stand…divided…well you know

By: Steve Sherlock

Steve Sherlock — Thu, 18 Feb 2010 15:38:12 +0000

Leanne, well started. I would suggest adding something about allowing for the appropriate tools to enable collaboration amongst teams. No one person can do it all, we need to recognize that team work is what gets the complete job done.

I would also add something about equitable team-based compensation. Unless (and unfortunately until) team-based compensation is a valid incentive with a fair and equitable mechanism for measurement, teams won’t be given the respect they need and deserve. Lack of team-based compensation will continue the foster the “it’s all about me” environment that is so prevalent today.

By: Leanne

Leanne — Wed, 17 Feb 2010 20:44:58 +0000

Phil – Thank you. My soapbox is never far from me. No worries.

Judy – I agree but there will not be buy in from the C-level until there is pain (or legislation) – I truly believe employees creating pain will happen before legislation that works for all.

Maryanne – ROWE is a great example. And I’m hoping this sparks some mini-revolutions. I mean after all we have a “passengers bill of rights” for air travel. Why not a Workers Bill of Rights.

Jasper – Working on it already – This is definitely a 2-sided issue and it’s not only about employees. Stay tuned. I’ll have the other side soon. (and please feel free to weigh in on it!)

By: Jasper Westaway

Jasper Westaway — Wed, 17 Feb 2010 17:36:56 +0000

I agree with all the above. It would be cool thought to provide the other side of the story: What do we promise to do for you if you give us this freedom e.g. out innovate office-bound colleagues

By: Maryanne

Maryanne — Wed, 17 Feb 2010 17:31:30 +0000

When workers feel empowered to stand up for what they want, we get grassroots flexibility like we saw with Best Buy’s ROWE program (started in one department and spread thru organization via word of mouth). Management buy-in to workplace flexibility has been slow and I often think that change will come from the bottom up when workers demand it or walk. This is a great piece to help light the fire!

By: Judy Martin

Judy Martin — Wed, 17 Feb 2010 03:01:53 +0000

Hi Leanne,
This is a great trigger for conversation. We have to start with the inner journey – which happens to be what I’m writing about now, so I’ll be sure to direct people to your Bill of Rights.

But I think we’re gonna need buy-in from the c-suite and management to make any real significant policy change. Regardless of outside influences as you stated your case – if the voice of the worker continues to lay silent, we’ll get no where. Question is how can the worker feel safe enough and foster the courage to initiate the conversation. Great ideas. Great conversation.

By: Phil Montero

Phil Montero — Wed, 17 Feb 2010 01:45:37 +0000

Wow Leanne – stay up on that soapbox! So well said and you hit the nail right on the head. If the workers of the world unite and demand more flexible work then the inflexible companies that refuse to accept this would HAVE to change or drown in the tar pits like the dinosaurs they are!

It is amazing to me how many excuses organizations come up with to avoid providing flexibility to their most important asset – their employees. The smart companies realize this not only makes them more competitive – it makes them an employer of choice . . . and guess where all the really smart, creative people will be working?

I say HUZZAH to your Workers Bill of Rights! Power to the people!

By: Worker Bill of Rights | Connecting Career and Life | the world cares.com

Tue, 16 Feb 2010 20:52:32 +0000

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