Some of us have had that uncomfortable moment with a co-worker—an unwelcome advance, an inappropriate joke, or a colleague who just doesn’t seem to accept your consistent “no’s” to lunch or happy hour invitations. Here are five tips to fend off unwelcome behavior.
One reader didn’t agree with some of the “8 signs you work with a deadbeat” in a recent article. “I think some of the items did not necessarily have anything to do with being a deadbeat and many signs that do were left out … “
Volunteer, if you want to feel better about your life. Generally, people who say they volunteered in the past month–no matter what their age–experience a higher sense of personal well-being, according to a Gallup poll.
From time to time, people who report to you will bring you problems created by a decision that you made. They may appear exasperated by the pickle you put them in. Your response, in all cases, should be a good-natured invitation for the two of you to go have a look. Use these exact words: “Let’s go see!”
Create a gratitude journal and write down three things you’re grateful for each day, suggests Jan Fraser, public speaker and author. Scientists who study happiness say that daily process can actually bring happiness into your life.
Nearly six in 10 Americans (56%) say they have lost their temper due to poor service. Unfortunately, rudeness runs rampant in today’s society, which means it’s even more appreciated by others when you show courtesy, patience and problem-solving ability.
Take a tip from Shakespeare. Distill your thoughts into a single, clear comment or question. Scarcity creates the perception of value, so use your words prudently.
Scroll down a web site one screenful at a time … Keep emotions in check at work with DING … Let social media help you network before a conference … Save people time by telling them how to skip the voice-mail instructions when they call your cell phone.
Give employees, customers or internal clients a positive feeling about engaging with you by saying, “I took your suggestion.” Telling them that you valued their ideas enough to use them makes a powerful impact.
A new front desk supervisor wrote about her difficulty with two feuding employees. Readers agreed that their emotional “yelling” is unprofessional, grounds for stern discipline or even dismissal. But Ariel says, “I’d also look for the root cause of the very emotional issues going on here and whether management has any ownership. Usually when people are this upset, there is far more to it and other mitigating issues. Something has occurred which has these two people thinking they are on separate teams. I would address that and create a process aimed at re-orienting their perspective.” Starlet had dealt with a similar problem and said, “In my case, both workers were suspended without pay, lost their monthly bonuses and were transferred to different teams and schedules with the approval of HR.”