Coreworks offers facility support services – housekeeping, plant operations, maintenance, transportation, and security – that go beyond simple upkeep.

Coreworks | A Distinctive Level of Service and Hospitality.

Optimize your workforce with tailored recruiting and contract labor staffing solutions. Explore expert placement and flexible staffing options for seamless hiring processes.

Recruiting and Contract Labor Staffing | Core Group Resources

Coreworks es el más grande Coworking de Tribunales. Conocelo y elegí tu nuevo espacio de trabajo.

Coreworks - Coworking

Companies need a Stakeholder Scoreboard · “After half a century of focusing on ‘shareholder value within the bounds of the law’, it was time for a reorientation.” NY Times, August 19th, 2019

The Core Company

COREWORKS | 932 followers on LinkedIn. Your Trusted Support Services Partner | BUILT TO MEET YOUR NEEDS In response to our clients’ dynamic needs, in 2019, Coreworks, an independent company, focused exclusively on environmental services, was formed to provide support services.

COREWORKS | LinkedIn

Take a look at our list of some of the best company values, and, check out how some companies truly honor their values.

56 Core Company Values That Will Shape Your Culture & Inspire Your ...

CoreWorks Pilates and Physiotherapy Studio opened in Leslieville in 2014, with a mission to provide not just Pilates for health and fitness, and Physiotherapy for treatment and rehabilitation, but also a true integration of the two: Physio Pilates.

CoreWorks

Coreworks Studio in Columbia is a unique fitness studio offering a variety of mind-body exercises to rejuvenate and strengthen your life.

Home | Coreworks Fitness

Check out the company core values of the best places to work — and get some ideas for developing or rewriting your company values.

250+ Company Core Values Examples to Guide Your Organization | ...

Roers Companies is a bold, full-service real estate development and investment company based in Plymouth, Minnesota with multifamily and commercial developments across the U.S.

Core Living — Multi-family Property Management Company

CORE Group | 3,085 followers on LinkedIn. Advancing community health worldwide | CORE is the only player in its field that convenes the practitioners and professionals in global community health to share knowledge, evidence, and best practices, and then translates these into the real world ...

CORE Group | LinkedIn

CORE | 21,010 followers on LinkedIn. CORE is a Construction Manager-at-Risk, Design-Build, General Contracting, Program Management, and Job Order Contractor with over 1,200 employees providing annual revenue in excess of $1.5 billion. CORE has a proven track record of providing exemplary services ...

CORE | LinkedIn

JOIN US NEWS Low Bandwidth High Bandwidth DONATE · CORE Group’s six technical and cross-cutting Working Groups are led by chairs and co-chairs from our Member and Associate Organizations. They provide technical leadership and facilitate the group to further the strategic development of ...

Working Groups and Interest Groups | CORE Group: Working Together ...

Learn what core values are and why it’s important for your company to have them. Plus, discover how to identify your own company’s core values in 8 steps.

45 Company Core Values Examples and Steps to Identify Yours

Take a look at this list of corporate values: Communication. Respect. Integrity. Excellence. They sound pretty good, don’t they? Maybe they even resemble your own company’s values. If so, you should be nervous. These are the corporate values of Enron, as claimed in its 2000 annual report.

Make Your Values Mean Something

Company core values are the central, underlying philosophies that guide a business and its employees. Discover 11 examples from top companies.

Company Core Values: 11 inspiring examples

Core Company | 207 followers on LinkedIn. Student Company

Core Company | LinkedIn

Find out what works well at Coreworks from the people who know best. Get the inside scoop on jobs, salaries, top office locations, and CEO insights. Compare pay for popular roles and read about the team’s work-life balance. Uncover why Coreworks is the best company for you.

Coreworks Careers and Employment | Indeed.com

A Private Equity firm investing exclusively in Manufacturing, Industrial Technology and Industrial Service companies.

CORE Industrial Partners | Private Equity Firm

Core Workplace

In the realm of workplace safety, Personal Protective Equipment (PPE) serves as an armor shielding employees from potential hazards, ensuring their well-being in high-risk environments. However, enforcing and monitoring PPE compliance has long been challenging for organizations, leaving room for lapses that can lead to severe consequences. Enter Vision AI, a revolutionary technology that promises to transform PPE monitoring like never before. Powered by advanced algorithms and machine learning, Vision AI equips cameras to recognize and analyze real-time data, accurately detecting the presence or absence of various PPE items. This blog sets its sights on the captivating world of Vision AI and its profound impact on PPE monitoring. As we embark on this journey, we will uncover organizations' challenges in ensuring proper PPE usage and explore how Vision AI steps in as a game-changer to address those concerns. The Current State of PPE Monitoring Personal Protective Equipment (PPE) encompasses an array of safety apparatus designed to shield employees from potential dangers they may encounter in their workplace. This indispensable gear, ranging from helmets and safety goggles to masks, gloves, and vests, is meticulously crafted to mitigate particular hazards across various industry sectors. Take, for example, the construction field, where workers don robust helmets to defend against the peril of falling debris. In contrast, healthcare professionals utilize specialized masks and gloves as essential tools to halt the transmission of infectious diseases, reflecting the nuanced application of PPE in diverse occupational environments. PPE is critical for ensuring the safety and well-being of workers in high-risk environments, making it an indispensable component of workplace safety protocols. However, effectively monitoring PPE usage presents a complex challenge for organizations today. Human monitoring, though essential, is prone to human error and may need help addressing a workplace’s scale and intensity. Ensuring consistent PPE compliance among employees becomes increasingly complex in large or dynamic work environments where constant monitoring is not feasible. Additionally, the diverse nature of PPE across industries and job roles further complicates the monitoring process. As organizations strive to meet regulatory requirements and uphold safety standards, they face the crucial task of consistently ensuring that each worker dons the appropriate PPE. Balancing efficiency, accuracy, and privacy concerns in the PPE monitoring process poses a significant hurdle that demands innovative solutions to enhance workplace safety. The Solution: Vision AI for PPE Monitoring To overcome the limitations of manual supervision, organizations are exploring modern technologies such as Computer Vision, also known as Vision AI. Today, Vision AI is emerging as a game-changer in Personal Protective Equipment (PPE) monitoring, allowing organizations to monitor compliance 24/7. This automated approach to PPE monitoring plays a significant role in reducing accidents and injuries due to PPE violations and unsafe work behavior. Fueled by advanced algorithms and machine learning, Vision AI introduces a new dimension of precision and efficiency in monitoring PPE usage. By empowering cameras to detect and analyze real-time data, Vision AI becomes a vigilant sentinel, safeguarding employees and workplaces from potential hazards. How Vision AI Monitors PPE Usage and Compliance? Vision AI operates on real-time detection, utilizing sophisticated algorithms to identify and track PPE compliance. Equipped with cameras strategically placed across the work environment, the system scans and monitors employee activities, recognizing various PPE items such as helmets, safety goggles, masks, gloves, and vests with remarkable precision. When a PPE violation is detected, the Vision AI system instantly generates real-time alerts and notifications. These timely interventions promptly address non-compliance, minimizing potential safety risks and creating a safer workplace for organizations. Core Capabilities of Vision AI for PPE Monitoring Having learned how Vision AI for PPE monitoring works, let's have a look at some of the core capabilities of Vision AI-powered solutions: Vision AI excels in real-time detection of Personal Protective Equipment (PPE). Equipped with advanced algorithms, it swiftly identifies and tracks various PPE items worn by employees, such as helmets, safety goggles, masks, gloves, and vests. The technology's ability to process data instantaneously ensures immediate alerts and notifications when non-compliance is detected, enabling swift corrective actions to enhance workplace safety. Real-Time Detection: : Vision AI solutions have exceptional accuracy and precision. Through continuous learning and improvement, the system improves its capabilities, reducing false positives and false negatives. This high level of accuracy instills confidence in organizations, ensuring that each instance of non-compliance is reliably detected and addressed. High Accuracy and Precision : A crucial aspect of scalability involves the seamless deployment and integration of Vision AI models with existing camera and surveillance infrastructure. This adaptability makes the technology well-suited for a wide array of industries and workplaces, such as manufacturing, construction, and healthcare. Regardless of the sector, Vision AI can be fine-tuned to align with specific PPE monitoring needs. Its capacity to effortlessly accommodate various PPE types and configurations empowers organizations to personalize the system according to their distinct safety protocols. Scalability and Integration : Beyond real-time detection, Vision AI offers valuable data analytics and insights. It collects and analyzes data on PPE usage and compliance, providing organizations with crucial information to identify patterns, trends, and areas for improvement. This data-driven approach enhances decision-making, enabling targeted training programs and safety measures to boost overall compliance and safety. Data Analytics and Insights Vision AI is designed to continuously learn and improve its capabilities. As it gathers more data and encounters diverse PPE scenarios, the system refines its algorithms, achieving even greater accuracy over time. This adaptability ensures that Vision AI remains at the forefront of PPE monitoring technology, delivering reliable results to safeguard employees effectively. Continuous Learning and Improvement: : By promoting PPE compliance and addressing non-compliance in real-time, Vision AI cultivates a robust workplace safety culture. Employees become more aware of the importance of wearing appropriate PPE, knowing that the system is vigilant in ensuring their well-being. This heightened safety consciousness fosters a secure and productive work environment. Enhanced Workplace Safety Culture : Recognizing the importance of privacy and data security, Vision AI solutions incorporate robust measures to protect sensitive information. Organizations can implement ethical and responsible practices to strike the right balance between safety and privacy concerns, assuring employees that their personal data is safeguarded. Privacy and Security Measures Incorporating these core capabilities, Vision AI revolutionizes PPE monitoring, setting new standards for workplace safety and compliance. As the technology continues to evolve, its potential to elevate safety practices and protect employees remains limitless, making Vision AI an indispensable tool for organizations striving to create secure and thriving work environments. Embracing Vision AI for PPE Monitoring opens doors to a safer, proactive, and more efficient business future. With its real-time detection, high accuracy, and adaptability, Vision AI provides a robust solution to overcome the challenges of manual PPE monitoring. Vision AI's data-driven insights further empower organizations to make informed decisions and implement targeted measures for continuous improvement. By harnessing the power of this transformative technology, businesses can enhance workplace safety, improve overall compliance, and foster a culture of proactive safety consciousness among employees. Vision AI for PPE monitoring

Beyond the Lens: How Vision AI is Transforming PPE Usage and Monitoring

Más allá de la lente: cómo Vision AI está transformando el uso y el monitoreo de EPP

Au-delà de l’objectif : comment Vision AI transforme l’utilisation et la surveillance des EPI

लेंस से परे: कैसे विजन एआई पीपीई उपयोग और निगरानी को बदल रहा है

レンズの向こう側: Vision AI が PPE の使用と監視をどのように変革するか

Além da lente: como a Vision AI está transformando o uso e o monitoramento de EPI

Ngoài ống kính: Vision AI đang thay đổi cách sử dụng và giám sát PPE như thế nào

超越镜头：视觉 AI 如何改变个人防护装备的使用和监控

It's not always easy to accept, but if you're aiming for lasting success in business, simply accumulating wealth shouldn't be your sole focus. Instead, adopt a comprehensive perspective that goes beyond monetary gains. This entails not just looking at your financial performance, but also understanding the social impact your business has on employees, customers, and the wider community. One essential element of this well-rounded approach is embracing Diversity, Equity, and Inclusion (DEI) in all aspects of your business. The world around us is rapidly evolving into a more diverse and interconnected place, regardless of our personal opinions. Companies that acknowledge and celebrate this diversity are better prepared for long-term success, while those that overlook it risk falling behind. , CEO of Impact Ventures, who enlightened me on the importance of DEI. Her insights have motivated me to delve deeper into the subject for this week's newsletter. I firmly believe it's crucial for all businesses to learn about DEI and implement it as soon as possible. Recently, I had a captivating conversation with Mia Mends So, grab a pen and paper, because there's a wealth of knowledge to absorb in this week's edition. Let's dive in! What is Diversity, Equity, and Inclusion At its core, DEI is about creating an environment where everyone is respected and valued, regardless of their background, gender, race, ethnicity, or any other factor. In other words, it’s about creating a . level playing field for all employees This means that every employee, regardless of their personal identity, has the opportunity to reach their full potential and contribute to the success of the business. Let’s break it down even further: Diversity: This refers to the differences among individuals, including race, ethnicity, gender, sexual orientation, age, religion, and abilities. It recognizes that everyone has unique experiences, perspectives, and skills to bring to the table. When you have a team that represents a wide range of backgrounds and perspectives, you open yourself up to a world of innovative ideas and smarter decision-making. Equity: This is about ensuring that everyone has equal opportunities to succeed and grow within the company, regardless of their background. This means providing equal access to resources, opportunities, and recognition for all employees. When you've got equity as a core value in your workplace, this will close the gaps in opportunities for everyone and you'll see a culture of diversity and inclusiveness blossom before your eyes. Inclusion: This is about creating a workplace where everyone feels welcomed, accepted, and heard. When employees feel included, they are more likely to be engaged, productive, and committed to the success of the company. When you appreciate and celebrate the differences in your employees, you'll unleash a wave of creativity and innovation that will take your business to new heights. A Quick History of DEI To better understand where we’re headed, first, we need to know where we came from. DEI has been around for a while now, but it's really come into the spotlight in recent years. Back in the ‘60s and ’70s, the Civil Rights Movement and Women's Liberation Movement brought attention to . This sparked an increase in diversity in the workplace and laws and policies to promote equal treatment. the need for equal rights and opportunities for all races and genders Fast forward to the 90s and 2000s, the conversation around DEI expanded to include a wider range of identities, like sexual orientation, religion, and disabilities. Companies quickly realized that having a diverse and inclusive workplace wasn't just the right thing to do, it was good for business too. Nowadays, DEI is a hot topic and a top priority for many companies. Thanks to the rise of social media and a growing emphasis on corporate social responsibility, companies are recognizing their role in creating a more inclusive society. And with movements like Black Lives Matter and the ongoing conversation about systemic racism, the importance of DEI is only growing stronger every year. Why DEI Matters DEI is not just a feel-good buzzword, it's a critical component for a business to thrive. When you create an environment where everyone feels valued and included, amazing things can happen. Your employees will , leading to increased productivity and creativity. feel more motivated and engaged in their work This positive atmosphere of trust and respect also encourages collaboration and fosters an environment of innovation. All of these elements combined can result in greater success for your business. And that's not all - there are plenty more reasons why DEI should be a top priority for you in your business. Fairness and Equity First and foremost, a diverse and inclusive workplace is essential for creating a fair and equitable culture. It ensures that everyone has equal opportunities to succeed and grow, regardless of their background or identity. By prioritizing DEI, companies can help to close the gaps in opportunities and outcomes and create a more level playing field for all employees. Innovation Secondly, DEI drives innovation and improves decision-making. A diverse workplace brings a variety of perspectives, experiences, and skills to the table, leading to new and creative solutions to problems. By tapping into the power of diversity, you can make sure you always stay on the cutting edge of innovation in your field. Retain Talent Thirdly, DEI is amazing in helping you attract and retain top talent. When a company prioritizes DEI, it creates a work environment where everyone feels included and appreciated for their unique contributions. This leads to happy and motivated employees who are more likely to stay with the company for the long haul. Having happy and motivated employees help companies attract more talented employees to join their cause. Trust and Credibility Lastly, when a company prioritizes DEI, they show their commitment to fairness and inclusivity, which is crucial in today's world. This sends a positive message to customers, employees, and other stakeholders, which can help build trust and credibility with them. Having a good reputation and a loyal customer base can only lead to greater success for the business. So, it's clear that DEI is not just a nice-to-have, it's a must-have for any company looking to thrive in today's market. How to Promote DEI As we all know, words are just words, and without any action behind them, they don’t mean much. So it's important to actually in your workplace. put in the work to make DEI a reality Here's how you can get started: 1. Lead By Example Leading by example is one of the most powerful ways to promote DEI in your workplace. By showing your employees what you expect, you'll inspire them to follow your lead. This means going the extra mile to find and hire diverse candidates, making sure all employees feel welcomed, and giving everyone equal opportunities to succeed. It's important to talk about your commitment to DEI, but it's even more important to live and breathe it every day. And by setting the tone and leading by example, you'll create a workplace culture that truly values and celebrates diversity. This could mean engaging with employees from different backgrounds, actively listening to their perspectives and experiences, and working to create a more equitable workplace. Leading by example is also about being accountable for your actions and recognizing your own biases, and making a conscious effort to overcome them. By doing so, you'll not only build a more diverse and inclusive workplace, but you'll also demonstrate to your employees that DEI is a priority for your business. 2. Invest in Training Investing in training is another must if you want to promote DEI in your workplace. By educating your employees about the importance of diversity, equity, and inclusion, you'll help to create a culture of understanding and respect. This training could cover a wide range of topics, such as unconscious bias, microaggressions, and allyship, and it can help employees to develop the skills they need to be effective advocates for DEI. This can take many forms - from in-person workshops where your team can bond and engage in discussions, to online resources like videos, webinars, and e-courses. Having a mix of learning methods will make it easier for everyone to get involved and learn something new. And by offering these resources, you're letting your employees know that you care about their growth and that you're committed to creating a more inclusive workplace. But remember, DEI is not just about training. It's a continuous journey that involves a lot of effort and dedication. But, by starting with employee training, you're laying the foundation for a more diverse and respectful work environment for everyone. 3. Diversify Your Hiring Process Have you ever stopped to think about why your pool of job applicants doesn't reflect the diversity of your community or customers? Chances are, there might be some that are blocking diversity. hidden biases or obstacles in your hiring process So, the first step here is to take a good, hard look at your recruitment and hiring practices. Ask yourself questions like "Are our job postings written in a way that excludes certain groups?" "Are our job interviews held in convenient locations for everyone?" "Are we doing enough to reach out to underrepresented communities? Once you've identified these barriers, it's time to take action. You can start by making your job postings more inclusive, reaching out to diverse communities, or partnering with organizations that promote diversity. It's all about breaking down those barriers and making sure everyone has a fair shot at the job. It's also important to diversify your hiring team, as this can help to ensure that a range of perspectives are considered when making hiring decisions. Consider seeking out candidates from diverse backgrounds for key roles within your organization, such as HR or talent acquisition. And don't forget about the power of tech in advancing DEI in your hiring process. There's a whole world of tools and platforms out there to help you make your recruitment and hiring fair and bias-free. Plus, they'll help you keep track of your progress so you can see the effects of your efforts and make any tweaks if needed. 4. Foster an Inclusive Culture Making your workplace a welcoming and inclusive environment for everyone is a big part of promoting DEI. This starts with making sure employees feel valued and respected, no matter who they are. One way to do this is by having open and honest conversations about DEI and what it means to different people. Give your team a chance to share their thoughts and experiences, and create opportunities for everyone to learn from each other. Another important step is to deal with any instances of bias or discrimination head-on. You can do this by , or setting up a system where people can report incidents. providing training to help employees recognize and address these issues Another key aspect of fostering an inclusive culture is providing equal opportunities for all employees to succeed and advance within the company. This means removing any barriers to progression, such as unconscious bias in performance evaluations, or a lack of sponsorship or mentorship for underrepresented groups. And don't forget to show some love for the diverse individuals in your workplace! This can include showcasing the achievements of underrepresented groups, giving a shoutout to diverse employees in company updates, or starting up employee groups that focus on DEI. By celebrating diversity, you're sending a message that everyone's contributions are valued and appreciated. 5. Measure and Track Progress: Measuring and tracking progress is essential for you to make sure that your DEI efforts are having the desired impact. Without data, it can be difficult to know whether your initiatives are actually making a difference. It’s also the only way to truly identify areas for improvement. There are a number of ways to measure progress in promoting DEI, including: Diversity metrics: Track the diversity of your workforce and leadership team, including representation of different races, genders, and other identities. Employee engagement surveys: Ask employees about their experiences in the workplace, including their perceptions of inclusivity, and use this information to inform your DEI initiatives. Incident reporting: Track incidents of bias or discrimination in the workplace and monitor trends over time. Hiring and promotion data: Monitor the diversity of your candidate pools, as well as the diversity of those who are hired and promoted, to ensure that everyone has an equal opportunity for success. Wrap-Up So as you can see now, DEI is no longer a nice-to-have, it's a must-have. By understanding the importance and taking real steps to promote DEI in your workplace, you'll not only create a more positive and productive work environment, but you'll also set your company up for long-term success. So, get out there and make DEI a priority in your business! If you want to learn more about this topic, definitely , as she is an expert on this! check out my full conversation with Mia That’s it for this week, thanks for reading! I’ll be back next week with more success stories. If you enjoyed this article, I’d love to hear from you. Tweet at me and I'll do my best to get back to everyone! @ScottDClary Also published here .

How Diversity, Equity, and Inclusion is The Future of Business Success

On our way back from the Cup Hackathon we sat down with HR partner Mikhail Barkov to chat about the results of the event, the fantastic skills of young teams of developers, and how these cool kids one day become professionals. At one point our discussion turned the direction into personal stories about first jobs, first life lessons and the awful moments during job interviews. Blockchain Aworker Mikhail explained to me that every interview is different from others as well as candidates, that’s why choosing the best, and the worst stories were hard for him. Although, there is a check-list for candidates who want to impress the interviewer and get a job. First hint: stop trying to impress him/her. «To begin with, from my experience I know for sure that recruiter needs from 30 seconds to 2–3 minutes to decide whether the person suits the company and a position or not. Many recruiters believe that if you meet more people (without pre-check), you’ll more likely find the right candidate. However, with the qualitative pre-check , this process becomes much easier and takes less time. What is the pre-check? It’s an assessment of candidates before the interview. Core points include previous workplaces, job positions, a frequency of transitions between companies, job expectations, main picture, social networks, and other relevant characteristics of the individual. When you’re looking for a job, don’t forget to check your Facebook account for potential job stoppers. The best job interview is the one that helps a candidate to start working as soon as possible. I have had this type of meetings. At one of my previous projects, we were looking for a Store Manager, and I interviewed a person who started working in the next day. She still works for the same company, but I think she was promoted to Area Manager. That’s what I can call a great interview story. Of course, some positions, for instance, Customer support or C-level jobs require high-stress resistance and we have to hold some sort of ‘stress interview’, but I find it more as a necessity than a method to make fun of someone. People will ask uncomfortable questions, and we have to make sure that candidates handle them well. Once, even I felt uncomfortable sitting in the room considering that I wasn’t the one who answered questions. But the candidate was relaxed, and he got a high management position that he handles very well. Speaking of bad interviews, I’d like to mention that for me, the worst job interview is the one that wastes time for both a recruiter and an interviewee. I was young, and I was looking for a job when one of the most common things happened: during the interview, a recruiter didn’t look at me, didn’t ask anything, just gave me ‘5 minutes to tell about myself’, and she didn’t even pay attention to my words. I’m not sad or mad right now; I’m a grown man who knows that being a recruiter means representing a company that you work in. The interviewer has to know how to behave as a spokesperson because not only the company chooses candidates, he/she choose the workplace too. This woman wasn’t interested in any of this things, I’m sure it was her #497 interview , and she had someone in mind. So remember that recruiter might show you what kind of people work in the company and you have to decide whether or not you want to become a part of that. I have to apologize for my not-so-crazy stories because throwing a glass of water to the face of the candidate is mostly the thing of soap operas and unqualified recruiters. In reality, the interview is the case of a candidate a company representative sitting in front of each other and talking about the potential benefits for both sides if they work together. It is not an interrogation! ” Check-List Here is a check-list for all people getting ready for a job interview: Keep eye contact (not in a creepy way) Keep track on your words; it’s not your BFF to use not work related acronyms and jargon Stay calm and try to be comfortable (jokes are not always the best way to break the ice, remember that) Clothes can talk Come 15 minutes earlier R&D about yourself (what you can do and what you want to improve) Get ready for questions about your work experience. Recruiters often use these two methods to keep in mind your success stories and cases where you failed but fixed everything. Use it! PARLA method = Problem, Action, Result, Learning, Act TED = Tell, Explain, Describe 8. Research the average salary for the position (don’t take the first offer right away, discuss it if you feel the time is appropriate) 9. Ask questions that only people inside the company know how to answer (where do you go for lunch, what’s the quickest way to the subway, can I bring a dog, etc.). 10. Everything else — ask Google. It was one of the helpful lectures I’ve heard about job interviews, hope those of you who are currently looking for a job found something engaging in it. That’s probably it for today, and we can if it’s interesting to you, guys. Share your best/worst job interview store in the comments below! go further on this topic

The Best And The Worst Job Interviews I’ve Ever Seen as an HR Director

The Key Ingredients To Cultivating A Great Startup Workplace

“ ” — Brené Brown, professor and author. No vulnerability, no creativity. No tolerance for failure, no innovation. It is that simple. If you’re not willing to fail, you can’t innovate. If you’re not willing to build a vulnerable culture, you can’t create. I believe there to be two types of people in the workplace: those who strongly believe being vulnerable at work is a sign of weakness that will be used against them, and those who have had that happen but still do it to stay authentic, hoping it will pay off in the long run. I’ve spent years working with both types. I’ve also worked in other people’s teams, as well as built my own. In this article, we will discuss why only sabotages the team, the company, and the individual and how vulnerability can have an incredible impact if used correctly. an invincible engineer mentality Me against the world In the current job market, where an average software engineer , where remote work and freelancing lead to , and companies are with little to no notice, it’s easy to enter the mentality. stays just two years at a single company engineers having 2 or 3 full-time positions at the same time firing thousands of software engineers me against the world This way of thinking leads us to always compete with everyone else for superiority, material prosperity, and recognition. Pushing it further reduces any chance for real, meaningful connections and can instill paranoia. Shutting everyone out gives us a false sense of security, as no one can really hurt us (or at least they won’t know they did.) When I first started working, I was overwhelmed with the feeling of incompetence. Surrounded by brilliant engineers who talked in terms I didn’t understand, the adaptation was hard. Every time I had to ask for help or when something didn’t work, I felt shame. To cope with it, I followed my instincts and emotionally shut out, trying not to feel overcome by agitation and shame. Two years in, this was still my main coping mechanism. Whenever frustrations with myself or my colleagues would arise, I’d try to ignore them and just move on because that way, no one could judge me for my weaknesses and shortcomings. Looking back at my 10 years of professional development, the single greatest impact on it was accepting my emotions, my limitations in knowledge and capabilities, and being open about them. A wake-up call came from someone dear to me, who was, in many ways, my mentor. They helped me realize that I was bottling up emotions - a situation that’s neither sustainable nor optimal. After that, it was up to me: would I adapt my instinct reactions and start showing real vulnerability? I believe I’ve made the right choice. To this day, it helps me stay authentic and honest, gives power to my words, and helps me connect with people more easily. Showing vulnerability in a team Great software companies don’t measure productivity and output at an individual level but at the team level. This not only incentivizes everyone to work together but also disrupts the mentality. me against the world A lot of the successful teams’ dynamics come down to trust. Trust between team members is the glue that holds everything together when things get hard. Everyone has good and bad days — sometimes that means things don’t get communicated correctly or at all. Working closely with someone means there will be a million opportunities to be disappointed or frustrated. In these times, we need to trust that someone doesn’t mean us harm, giving them the benefit of the doubt and be honest if things aren’t working out. If the trust is mutual and the goals are aligned, it will be a net-positive game. Great teams don’t have perfect members. Instead, they have honest, open communication that nurtures trust and a feeling of unity. I’ve been a part of both toxic and nurturing teams, and the dynamics are completely different. Toxicity disrupts everything, from communication to cooperation and delivery speed. Something I’ve learned over the years is that when faced with toxic team members, their attitudes and behavior need to be addressed directly, no matter their brilliance and output. Otherwise, their negative influence will pull everyone down and affect the team spirit. The first step in addressing such situations is direct and honest communication, expressing our observations and feelings. I believe people are inherently good, and toxicity comes from unaddressed issues in the past coupled with some personal insecurities. Although the past can’t be changed, together, we can commit to doing better in the future. Talking privately with a person about the negative feelings they might be causing is incredibly hard. The first time I organized such a conversation was with a senior peer, and it was one of the scariest things I ever did in my career. It was long, intense and honest. We were both open, constructive, and non-judgmental. By the end, I had massive, newly-found respect for my colleague, even though things didn’t work out in the long run. If we can find that common language with such individuals, the focus switches from “addressing toxicity” to “mending relationships,” which is a much more constructive outlook. If we then successfully continue to improve that relationship, things will start to heal, and trust will slowly be re-established! If it goes the other way, at least we gave it our best. Champions of vulnerability An environment that cherishes vulnerability also encourages authenticity and gives employees a feeling that they can speak up and make suggestions, agree and disagree, and admit mistakes. It entices learning through sharing and creating genuine connections with the team. The first step towards creating such a culture is leading by example — not compromising on honesty and accepting the hard and uncomfortable conversations. It is also important to educate others about it, about the benefits, and about the misconceptions that showing vulnerability is a sign of weakness. Vulnerability is something we cannot enforce, as it would have the opposite effect. It starts with a safe environment, people who care about one another, and who focus on learning over outcomes. Working in a startup is especially challenging — the hours are long, the pay is bad compared to many other places, the documentation is lacking, and the processes are semi-defined at best. Having interviewed hundreds of candidates, I realized that the best filtering strategy is showing real vulnerability. I am very open about all these downsides and will emphasize them in interviews. Some candidates will be attracted by this and will see these challenges as opportunities to grow and make an impact. Most will say And I’m OK with that, as it saves us all some time, regardless of the fact that we might miss some incredible engineers. thank you, no thank you. Not compromising on vulnerability is incredibly powerful and has lasting effects. I realized that during my last vacation when my team had two production outages. They realized there was something wrong, alerted the clients, did damage control, fixed the mistakes, and made sure something like this wouldn’t happen again — all while I was gone. From what I heard, it was extremely stressful, intense, and at times unpleasant. During all that time, there was no shaming or finger-pointing. Everyone tackled it as a team. Furthermore, the individuals in charge of the failing systems immediately spoke up when they detected something was wrong and chose not to hide. They showed real vulnerability and courage, and everyone else rewarded them with support. This wouldn’t have happened if our sole priority was engineering excellence and not finding a cultural fit. If we’re not in a position of high influence, we can’t really expect to change the whole company, its hiring processes, or its core principles. However, we can influence the team we work in. We can share our feelings and ideas, honestly talk about potential improvements, actively listen, and be vulnerable. We can be champions of vulnerability — role models for others to do the same. Conclusion There are two types of people in the workplace: those who feel alone and threatened by others and those who treat work as a net-positive game. By being vulnerable with our team members, we instill trust and a sense of connection. We empathize with colleagues who struggle, doubt themselves, or feel overwhelmed. We demonstrate a strength of character and self-awareness. These are the foundations that build great teams. With challenges brought by remote work and a crazy job market, it is very important to prioritize what really matters, which is people. If you’re someone in an influential position, create an environment where people will feel appreciated, included, and relied upon. And if you’re someone who’s just starting out, find a place where your potential and passion will be cherished and your failures treated as learning opportunities. We need courage and grit to be vulnerable — that’s hard. But everyone will know us for our authentic, honest selves, which pays off in the long run. Acting invincible just doesn’t pay off. P.S. To learn more about vulnerability, I suggest you read . It helped me better understand things I see in my everyday life. Daring Greatly by Brené Brown Also published . here

Death To The Invincible Engineer: Embracing Vulnerability in the Workplace

Let's learn about via these 57 free stories. They are ordered by most time reading created on HackerNoon. Visit the to find the most read stories about any technology. Workplace /Learn Repo 1. How AI is Making Workplaces Safer Employee health and safety is certainly an industry ready for AI development, but what is needed to adapt AI technology to this industry? 2. Developers Created a Culture of Shame and a Toxic Workplace Open up Twitter or any dev forum really, have a little scroll, and it will not take you long at all to find developers being unpleasant to each other. 3. Web3 isn't just the Internet: It's a Prelude to Greater Freedom Online web3 isn't just about "the web". It contains more than "web2" with extra features. It changes how we work in the future. 4. Why Does Amazon Have Low Pay and Poor Conditions When Jeff Bezos is a Multibillionaire There are always two sides to every story. In this case, there’s the third side too, my side of the Amazon story. 5. Ergonomic Chairs: Hello Productivity, Bye-Bye Back Aches Ergonomic chairs improve productivity in workspaces, whether it's home workspace or office workspace. Invest in an ergonomic chair now. 6. The Evolution of Headphones It is safe to consider headphones a household item: mass produced, and almost every American has a pair. Headphones are so common nowadays, in fact, they are even included in the most new purchases of mobile devices. On average, Americans spend more than 32-hours weekly listening to music. This is roughly equivalent to a full-time job. Saying this, dissecting the history and future of headphones is relevant to almost everyone in the digital era. 7. Workplace PSA: Treat Everyone With Kindness Be careful who you step on at work because they could become the person in charge of your next promotion, and your pettiness might come back. 8. Improve Team Dynamics is Key to Better Workplace Efficiency Understanding group dynamics and how team-building, when done correctly, can dramatically improve workplace efficiency. 9. My Workstation Must Haves My workspace is just a small table, but it buries my dreams in it. 10. Why We Spend So Much Time at Work on Things that Don't Matter We focus on trivia at the expense of more important issues. Why does this happen and what we can do about it? 11. Valuable Employee Training Programs To Get Back on Track in 2021 In 2021, there’s both a need and an opportunity for employee training. Here is a reflection on what actually motivates employees to complete the training. 12. 5 Things to Consider Before Joining a Startup Thinking of changing your career by stepping into the startup scene? Here are a few things to consider before joining a risky early-stage venture. 13. 10 Ways Tech Is Increasing Workplace Productivity Productivity in business is the continual effort of applying new methods and techniques. In simple words, productivity is getting quality work done quickly. 14. Humor at the Heart Sharing some fun times at a cool place to work for body, soul and sanity. 15. How Is Data Automation Transforming The Workplace? Every minute, a staggering 1,820 terabytes of data is created around the world. That’s more than 2.5 quintillion bytes every day! 16. Team-Building for Success: How to Build Effective and Empowered Teams The team is the most important aspect of any business, and determines its success. Let's look into how productivity and employee happiness can be encouraged. 17. Hacking Business Training With Microlearning A look at how microlearning is changing the game to ramp up workplace training. 18. How to Give and Receive Feedback Giving and receiving feedback is crucial to grow as a person, but it's not easy for everybody to take it. Here's an insight on the truth about feedback. 19. Don’t Drop Your Work Meetings – Rather, Build a System for Them Don't think that working meetings are a waste of time. Organize the system of working with them effectively following these simple rules. 20. Should I stay in a Toxic Workplace? A question that many people face in today’s toxic workplaces is — “Should I stay? Even though I know that my workplace is toxic.” 21. 7 Ways to Improve Internal Communication to Foster Better Corporate Culture Here are some of the best practices for developing an internal communication strategy that makes sense for your organization. 22. What it Really Means to Hire Slow, Fire Fast A look at what it truly means to practically incorporate hire slow, fire fast within your organization. 23. 5 Tips to Foster Workplace Creativity To foster creative thinking in the workplace, there are many ways you can do so. These techniques create an environment that promotes and boosts creativity! 24. How to Overcome Employee Resistance to Change Company Culture (An Infographic) Focusing on cultural transformation can bring big rewards, including an 85% net profit increase in just five years. But employees sometimes resist this change. 25. Coming Workforce Changes in An AI, Automated Future It’s no secret that artificial intelligence (AI) and automation are innovating ways business is done. This is seen in every industry across the board. AI and automation make several contributions to productivity, reshaping how businesses see the core of their business in relationship to growth. 26. Swatting First Week Jitters Like A Boss Tips On How To Succeed During the First Week Of a New Job--Take notes, build relationships, don’t get down on yourself 27. Employee Wellness 101 Businesses have been overlooking employee wellness for a long time. As organizations started re-opening, they must have actionable employee well-being. 28. How to Protect Myself Against Sexism in the Workplace In the era of #metoo and Harvey Weinstein, people are becoming more and more aware of harassment and discrimination in the workplace. Society should thank the brave women who stood up and created a better culture for us, but sexism still happens. It can range from unwanted physical advances to unfair pay to getting passed up for a promotion. The work isn’t done yet. We need to continue to fight to make things equal and safe for women in the workplace. To contribute fighting sexism in society, we need to start at our own workplaces. Here are some tips on how to protect yourself from sexism in the workplace. 29. Importance of Safety In Workplace Every single day, people head to work with the desires that they will have the option to finish their day by day undertakings liberated from accidents or some other wellbeing dangers. Positively, we as a whole have the right to work in protected and clean conditions. And keeping in mind that most organizations take measures to guarantee the wellbeing of their representatives, accidents will undoubtedly occur. In any case, there are approaches to guarantee that such accidents are limited and unfit to show genuine sick impacts. 30. The Most Effective Method to Avoid Workplace Injuries Over the span of a normal workday, a significant number of us perform activities in an assortment of fields that might put our wellbeing and welfare in danger. While our occupations may appear to be innocuous, the truth of the matter is that workplace injuries can and do happen anyplace. Hands on injuries bring about torment and enduring, just as overwhelming money related misfortunes for many individuals. Realizing the first means to take after a workplace injury is something each worker ought to
know about. Shockingly, most specialists are ignorant not just of the dangers natural in their activity, yet additionally of their privileges to remuneration for any business related injuries they endure. 31. 5 Ways to Drive Better Engagement Within Your Talent Marketplace Here are five ways to build engagement for your talent marketplace. 32. How to Foster Belonging at Your Nonprofit There are many ways to approach fostering a culture of belonging in the workplace, and affinity groups are a great place to start. 33. How Managers Can Build Trust With Employees At Work Establishing trust with teams is only possible when managers can match actions with words. Find out how to do so successfully. 34. The Best Software HR Can Use in the Workplace to Reduce Workload This article will discuss five of the best tools HR professionals can use to make their lives easier. Workday, Bamboo HR, Zenefits, and Infor are just a few of the software solutions available. These tools help HR professionals and business users optimize workflow processes and provide a consistent experience across platforms. Let's take a look at each one in turn. Which of these tools will you need to use? 35. How To Be a Responsible Employer and a Leader in Times of Workplace Crisis Based on the type of work you are doing and the capacity in which your workers operate, any or more of the following occupational injuries can occur to your employees. 36. How to Administer Employees Rights At Workplaces You can be entitled to other legal protections in the workforce, including: based on the role of the employer, the country in which you operate and the occupation. 37. WHAT ZUCK SAID Zuckerberg is in the news lately for his announcement about his plans to take his workforce remote. 38. Can Data Automation Transform The Workplace? Every minute, a staggering 1,820 terabytes of data is created around the world. That’s more than 2.5 quintillion bytes every day! This data takes many forms, from Tweets and Instagram posts to the generation of new
bitcoin. 39. Why the Hybrid Workplace May be the Future of Work [Infographic] A look at how and why the hybrid blend of remote work and in person office experience may be the future of work. 40. Learn How To Reset Team Productivity With These 5 Steps Productivity is a volatile thing in the office. It comes and goes. Just like there are ups and downs in life, some days are more rewarding than others at the workplace too. There will be times when your team would get in a slump and you will have to jumpstart them back to life. 41. 5 things every employee wants in a workplace wellness program It’s a well-known fact that businesses today are worried about their employees' wellbeing. Solid, upbeat employees commonly create more significant levels of profitability than unfortunate workers, and therefore, more business achievement. That is the reason it's nothing unexpected that business wellbeing programs have gotten staggeringly
famous during the most recent couple of years. Numerous employees are receiving the rewards too. 42. Methods of Preventing Repetitive Severe Injuries in the Workplace Environment In a period when deaths and serious injuries arise almost regularly in the workplace, employees will contend with at least three very distinct audiences. A fatality or traumatic injury at the workplace triggers the desire to connect with mourning people, including family members of the victim, eye witnesses of the tragedy, or co-workers who experience a sense of loss. 43. 6 Creative Employee Reward Ideas That Your People Will Love Wondering how you can show employee appreciation? Here, you’ll discover six amazing gift ideas for your employee recognition program. [44. 9 Essential Things to Consider Before Buying a New Office (for Your Small IT Company)](https://hackernoon.com/9-essential-things-to-consider-before-buying-a-new-office-for-your-small-it-company-161d31wj) Would you like to have more control over your office space or build up equity instead of paying rent? Buying a commercial property comes with many advantages. 45. Hacking Emotional Intelligence: The Key to Career Success A look at how emotional intelligence as a conscious practice can be the missing key to your success. 46. Why You Should Be Using Ergonomic Tech in Your Office Modern technology allows businesses to improve their workplace safety with a concept known as ergonomic technology. 47. 3 Key Challenges to Effective Team Collaboration and How to Face Them A collaborative work environment leads to a more engaged and high-performing workforce. According to a study, collaborative teams are five times higher performing than their non-collaborative counterparts as they feel more motivated to reach common team goals. 48. How Rampant is COVID in Amazon Warehouses? COVID cases in Amazon warehouses continue to pile on, and workers say that the company is cutting down its COVID protocols. 49. A Temp Worker Died Working For FedEx - The Company Only Got Fined $7,000 Between 2016 and 2019, more than 70 injuries were reported at the site where Stanberry was hurt and Young was fatally injured... 50. Hacking Emotional Intelligence: The Key to Career Success A look at how emotional intelligence as a conscious practice can be the missing key to your success. 51. Comparing the Workplace Characteristics of IT Companies When Searching for an IT Job Let’s try to systematize the difference between the companies that you can find on the job market. 52. How to Decide Whether to Leave or Stay at Your Current Workplace During the Great Resignation Use this checklist to see if your workspace is a good place to be, or if it's time to move on. 53. How Amazon Treats Warehouse Workers Who Contracted COVID Brooks’s COVID-19 hospitalization would change her life dramatically. 54. The Future of Work: On-site Work vs Remote Work vs Hybrid Work Learn the pros and cons of remote work, on site work, and hybrid work. how to find your best work environment. 55. How to Deal With Accusations in the Workplace Employee deceit comes as a serious stun, especially when you put
time and cost in offering comfort and direction during the employer and employee business relationship. The double-crossing can be destroying both by and by and inside the setting of organization resources. At the point when charges of employee deceptive nature surface, make quick move to decide the veracity of the cases and the degree of misfortunes the organization may endure. In any case, don't come to untimely end results until a full work environment investigation is finished. 56. On Career and Passion: Letters to my Daughter There is an eternal conflict between our internal passions and the external needs of the workforce. Accept this struggle and strive to find meaning. 57. Ash Coleman, Head of DEI at Credit Karma, talks about Diversity, Equity, and Inclusion at Work Federico Toledo, wraps up season three of Quality Sense with an illuminating interview with a leader in the DEI space. Thank you for checking out the 57 most read stories about Workplace on HackerNoon. to find the most read stories about any technology. Visit the /Learn Repo

57 Stories To Learn About Workplace

This article will discuss some of the best tools HR professionals can use to make their lives easier. Workday, Bamboo HR, Zenefits, and Infor are just a few of the software solutions available. These tools help HR professionals and business users optimize workflow processes and provide a consistent experience across platforms. Let's take a look at each one in turn. Which of these tools will you need to use? Workday When looking for software to manage employees, Workday is the best choice. The software has a comprehensive set of self-service attributes that make it easy for employees to perform various functions on their own. Employees can easily configure their own schedules, make changes to their personal details, and track their time off. Additionally, employees can use the system to view internal job postings and request leave. PeopleSoft's SuccessFactors and Workday HCM both offer comprehensive HR solutions that can simplify the day-to-day tasks of human resource professionals. While Workday is a powerful tool, SuccessFactors is more focused on small businesses. It's more expensive, but it's more user-friendly and offers many more features. HR departments will appreciate its flexibility. Bamboo HR BambooHR is a cloud-based HR software solution, which offers real advantages over traditional HR solutions. It runs on BambooHR's servers, so you don't need to worry about data center staff or maintenance. BambooHR also provides storage for employee-related documents. Users can customize the way their information is presented on the dashboard. Lastly, the BambooHR system has a robust community forum, where you can exchange ideas and receive assistance. To see if BambooHR is a good fit for your business, request a free demo. BambooHR offers two different demo options, including a walkthrough of the service and an opportunity to ask a product specialist any questions you may have. BambooHR has no commitments or annual contracts, so you can try the software out risk-free for seven days. It is a good choice for many businesses. Zenefits Zenefits is a powerful platform that helps employers manage their full-time employees, independent contractors, and freelancers. It also lets users update their own records and manage requests for PTO. The platform syncs with payroll so employers can easily track employee time off. It's great for HR managers who don't have the time to manage payroll and other administrative tasks. Zenefits helps employers manage employees and keep them compliant by automatically triggering the appropriate action. It also gives users access to professional HR advisors who guide them through each step. It also comes with a free trial, so there's no reason to not take advantage of it. But before making a decision, make sure to check out some of the competitors' products. Some of them are better than others. Infor Infor HR software helps companies implement a tiered HR service delivery model. Employees first access self-service knowledge bases to address frequently asked questions, and then escalate cases to the appropriate authority to resolve problems. Ultimately, this reduces workload and makes the HR department more effective. To learn more, visit Infor's website. To learn how Infor HR software can help your business, read on. We've gathered some of the most compelling reasons why HR managers need this software. Core HR systems handle a wide range of tasks related to human resources. These systems include payroll, time and attendance, performance appraisal, benefits administration, recruitment, learning management, scheduling, and analytics. Core HR systems include an employee re-assignment module, and a central database for employee personal data, salary information, and more. This software also streamlines the processes of managing employee information. By allowing employees to self-service, it also reduces the workload of HR professionals.

The Best Software HR Can Use in the Workplace to Reduce Workload

I have always enjoyed healthy disagreements about my own ideas and opinions at home and at work. They give me a peek into so many unique perspectives and help me see how different the world is around us. I do not agree with everything people say, but I am definitely open to hearing them around. Knowing how much I have learnt and grown by simply inviting others to challenge my views, I thought it would be an excellent practice to encourage my team to engage in constructive criticism of their own work. How wonderful it would be to ask others for their opinion. To challenge their assumptions. To help them see beyond their biases. To open themselves to the possibility that they might be wrong. Being wrong won’t always be joyful. The path to embracing mistakes is full of painful moments, and we handle those moments better when we remember they’re essential for progress. But if we can’t learn to find occasional glee in discovering we were wrong, it will be awfully hard to get anything right — Adam Grant Done with the right intention, such dialogues are not only exhilarating, they make you grow as a human being. Imagine brainstorming on a problem statement where everyone in the group engages with the sole purpose to put their views out in the open to make a product, design, decision, or an idea better. Where no one tries to prove their smartness or show how knowledgeable they are. Where the loudest voice in the room is curbed aside and the best ideas win. We would all love to be part of such a team and I did too. I encouraged my team to seek unbiased feedback, to question their assumptions and ask others for their opinion before making any decision. And it worked beautifully. Team members reported enjoying the highly energetic environment that these dialogues enabled. They felt challenged. They were learning far more from others than they thought they could ever learn on their own. The synergy between the team members led us to achieve some great outcomes together. But it wasn’t possible without its struggles. In my enthusiasm to enable my team to disagree openly, I realized I made a big mistake. I did not see it coming I was working with two senior highly respected engineers. It was a big project with a fairly large team. I entrusted them both with significant parts of the project knowing fully well that they would do more than I expected. They both had clear areas of ownership and I imagined it would be a great idea for them to review each other's work. It will not only help them seek an alternative perspective, but getting a view into each other's work will also keep them aligned on the overall direction for the team. After all, we were all working towards the same end goal. All I wanted was to achieve a better outcome as a team but missed a crucial step in doing so. Within just a few weeks of the project getting started, healthy disagreements turned into personal attacks. Instead of finding the best ideas together, both of them spent more time proving whose idea was better. They would argue on a decision for hours without any significant conclusion and then speak ill behind each other's back. All the drama and the blame game didn’t just end with them as they pulled other team members into it and expected them to take sides. Not only did the project suffer, but the entire team suffered too. It was a highly demotivating environment for all. When two senior people in a team have a dysfunctional relationship, the rest of the team can’t function very well. Everyone was frustrated with their immaturity. The mistake was mine. I was so excited about the upside of having disagreements that I refused to see its downsides too. I probably let the discord get too far only to realize later that it was my job to define a healthy boundary between constructive disagreements and destructive behavior. Freedom to disagree with others cannot be boundaryless and it cannot come at the cost of creating a toxic work environment for the team. Personally speaking, I cared for both of them and respected them for their technical expertise. But I also realized that I cannot let my feelings for them refrain me from holding them accountable for their behavior. Resolving the fight in the workplace Resolving the conflict wasn’t easy and it took more effort than I had imagined, but with a few key practices, I was able to turn things around. It wasn’t just a challenging experience, it was a huge learning lesson for me. When your team members are fighting or are otherwise engaged in an uncordial relationship, address the conflict with these principles: 1. Lead with context, not control Lead with context, not control. This is such an important lesson because intervening by telling others to stop fighting and giving suggestions on how to end the fight will not resolve the conflict - Reed Hastings You need to take time to understand and address the core issue driving their behavior. In my case, I realized that both the senior engineers behaved well with their respective teams. They cared for them, listened to their advice, and worked together as a unit. However, it was only while working with each other that they couldn’t see eye to eye. After carefully listening to them and trying to make sense of it all, I realized that their behavior was originating from a deep insecurity about their position. They both wanted a promotion and they wanted it badly. They worried about losing the opportunity if they did not establish their superiority. Knowing the mindset that was driving their behavior gave me leeway into a more productive conversation. 2. Don’t take sides My second important lesson was this. Don’t be too judgmental or opinionated. You may have your own observations, but don’t lead with conclusions. While hearing both sides of the stories, it’s easy to get overwhelmed and project your own views or take sides. Don’t do it. Don’t try to motivate them and lift them up by putting the other person down. It may seem like an easy hack to get things moving in the short term, but it does more damage than good in the long term. When both the senior engineers who were fighting at work were candid in sharing their feelings with me, I acknowledged what they were feeling without acknowledging they were right in feeling those feelings. I didn’t disregard their emotions, and at the same time asked them to look beyond their emotions to the reality of their situation. It won’t be easy. But you have to help them see both sides. You have to help them realize that there’s always more than one story. Allow them to share their perspective while enabling them to see another perspective too. At the core of every successful conversation lies the free flow of relevant information - Kerry Patterson You have to inquire, listen and ask a lot of questions to make them see the flaws in their own thinking. It may not happen the first time around, but if you are patient with the process, you can definitely turn their thinking around 3. Talk about the problem, not the person My third learning while resolving this fight was this - The biggest mistake we can make as a manager is to attribute a person’s behavior to their character “this is who they are.” Focusing on the person and not the problem, attributing their reaction and their response to their personality is sure to get them defensive about their situation. As Daniel Goleman says in Emotional Intelligence, the perceived threat will lead to “amygdala hijack” and trigger the fight-or-flight response. They will either try to fight the situation by justifying their behavior or find ways to escape from it. Focusing on the problem though, talking about how the team feels about this situation, and tying the whole story back to how it limits the impact they can create and the outcomes they can achieve together as a team is sure to get them interested in the conversation. And once you have their attention without the distraction to defend their situation, you can collaborate on a solution. While discussing the problem though, be extremely clear that such behavior is not tolerable. Don’t try to sugarcoat the message you need to convey. Keep it simple. Keep it direct. 4. Ask for solutions My final lesson on resolving the fight was this - As a manager, you may feel it’s your responsibility to resolve the rift between your employees by offering a solution. You may be tempted to avoid the awkward silence in the first few minutes by providing what may seem like good advice, but it never really works. Don’t try to solve their problem for them. Ask questions that will get them thinking about their situation and embrace silence to let them come up with their own solutions. You can guide the conversation and offer advice as long as it looks like something they want to do. End the conversation by agreeing on a timeline to implement these changes. Don’t leave it open-ended. Don’t expect them to switch gears immediately. It will require some effort on their part to find ways to work together productively. And if they don’t, be extremely clear that you won’t accept this behavior as a manager and will take stricter action if things don’t change. The next few weeks will be critical. Observe them closely, take inputs from the team and keep the conversation going. Give them feedback on the progress to help them understand how they are doing and what else they can do to work better together as a team. Employees who fight in the workplace not only add stress and anxiety to their life, they create a highly unpleasant and frustrating experience for everyone involved. Don’t avoid the difficult conversation. Don’t delay with the hope that the issue will resolve on its own. As a manager, it’s your responsibility to provide a healthy working environment for all. Summary Encourage your team to have healthy disagreements. It’s a great way to seek diverse opinions and make an informed decision. Define boundaries between constructive disagreements and unhealthy practices that destroy the morale of the team and impact the collective output of the team. If people in your team fight in the workplace, don’t ignore it or assume the issue will resolve itself. It’s your responsibility to actively address the issue. The first principle of resolving the fight is to lead with context and not control. Address the core issue. The second principle to resolve this conflict is to not take sides. Acknowledge their feelings without acknowledging they are right in feeling those feelings. Help them see the other side as well. Never try to address the fight by making it about the person’s behavior. Talk about the problem. Ask questions and lead them to solutions. Be clear about the consequences if they don’t learn to work together productively. Previously published here .

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