Dear Experts, I've worked at my current job for 3 years (I've been promoted twice) and 9 months ago I got a new boss. Her and I have very different personalities in general and work-wise. I am open, friendly, quick decision-maker, and a perfectionist. She is shy, awkward, slow-decision maker and unsure. At first I thought maybe it was because she was new but it has become very apparent my more dominating personality has started to spoil her opinion of me and she has even started to involve HR and branded me as difficult to handle. She told me when she first started she would count on me to help her understanding the daily functions of my job and the department. So when she'd ask my opinion on something I'd give it or if she wanted me to do something and I knew it would be easier via another route I'd make a suggestion. Sometimes she would be 'ok' with it, other times she would tell me to do it her way and I would. But more and more frequently she has been prefacing her lists of tasks to me with 'you will probably not like this or you will fight me on this idea' - I asked her why she kept saying this and she told me its because I always seem to have an opinion on everything and I replied I cared about my job and my performance and I wasn't trying to argue but find the best way to get the job done. My boss replied she was "done" with the conversation. So I dropped it... until she literally dropped work on me. I was on the phone and typing, she came into my office, put a pile of papers over my hands and started talking over me. I acknowledged her, finished the call and walked right into her office and told her we needed to work on our communication because what she just did was rude and we need to find a better way. She told me I was rude for being on the phone when she needed me. I said that part of my job was to be on the phone and then she said told me I laughed too much too and it was annoying her! I said being friendly and knowing the client is part of customer service. After she told me that she felt like I didn't like her and maybe she shouldn't speak to me at all - to which I said we needed to figure a way to communicate that worked for the both of us - the conversation ended. A few days later she calls me in her office and tells me she spoke to HR about how difficult I am and that I am there to do whatever she wants and if she wants to interrupt calls she will. I'm in shock. I can't believe our HR lady would really support this and I don't want to complain to HR an prolong the situation so I decided to find a new job. I'm afraid this situation will spoil my job prospects. Should I talk to HR now or when I have my exit interview? Here is how our T.A.P. experts answered this question: Q#211 Talk 2 HR re transfer; adapting/'managing up' part of job; how get job done as impt as getting it done. (@juliaerickson) Q#211 Maybe ask for dept relocation. Definitely meet w/HR; provide formal write-up of incident for HR file too. (@teenarose) Q#211 Sch meet w boss 2 clear air nd 4 boss 2 define expectations. Document. Follow bosses rec. Nvolve HR if not working. (@kgrantcareers) Q#211 If you want to continue working there, talk to HR now. Explain your situation and see if there are any other options. (@gradversity) Q#211 Wonder if u may yet b able 2 mend fences w/ur boss by taming 'more dominating' personality a bit 2 mirror her needs. (@ValueIntoWords) Our Twitter Advice Project (T.A.P.) is no longer an active campaign. To find an answer to the above question, please use the "Search" box in the right-hand column of this website.
Many would think this is due to compensation packages or other related perks. But then, is work only about earning money? Is it the most important aspect when employees join a new company? What about the other factors that play an important role in building a strong bond between the employee and the organization?
- A bond that stems from mutual appreciation and respect for the value system that both parties shape together
- A bond that is dependent on many diverse factors such as recognition, open communication, and teamwork
- A bond that strengthens over time when the employee performs well
The importance of core values is illustrated by a quote from famous author and inventor, Edward de Bono: "Effectiveness without values is a tool without a purpose."
This analogy really hits home. A purposeless tool is a worthless thing and so is a company without a campus—a culture that is formed on the basis of core principles.
Core values serve to constantly guide both the employee and the company in achieving their mutual goals, in a manner that is based on an ethical and ideological framework. Every business is different, and so are their core values. Having said that, there are some principles that are alike for all, even though they may be phrased differently.
Here are four such core values every organization should have:
1. Integrity And Ethics
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Simply put, the two principles of integrity and ethics translate into doing the right thing, in an honest, fair, and responsible way. Building your entire business on the foundation of honesty and integrity goes a long way toward building a strong, trusting relationship with your employees, stakeholders, and customers.
Truthful conduct on everyone's part can create a strong, credible reputation for the company in the market, which is beneficial for everyone's interests.
2. Respect
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Without dedicated employees, a company is nothing. Period.
Committed employees form the backbone of the entire corporation. They work together with the system in order to achieve growth and profitability.
A company has a responsibility toward its employees and, if one of its core principles is showing the utmost respect to its employees, it's likely management will have a low employee turnover rate.
Respecting all employees means respecting their individual human rights and privacy, and eliminating all kinds and forms of discrimination, whether based on religion, belief, race, ethnicity, nationality, gender, or physical disability. Moreover, ensuring a safe and healthy work environment for all employees is an important part of giving respect to them.
Many organizations across the globe adopt an attitude whereby the entire company interacts together like a close-knit family. Such an atmosphere helps boost the confidence of employees and makes them feel like an important, even indispensable, part of the organization. This inspires feelings of commitment and a drive to do even better.
3. Innovation (Not Imitation)
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Companies that focus on being ahead of their competitors and introducing new ideas in the marketplace follow the principle of "innovation, not imitation." This is crucial if a company wants to be a trendsetter and introduce new products that consumers appreciate.
Employees in such companies are encouraged to be dynamic and come up with innovative ideas that can translate into successful products for the company. Constantly imitating others won't take the business far.
4. Drive
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The thirst to constantly improve can be achieved if one is never satisfied. Organizations that have this principle as one of their core values try to provide a dynamic platform for their employees, where they can explore their creativity and skills and further enhance themselves.
While celebrating successes is an important thing, just sitting back and getting complacent over them is unacceptable for such companies. The reason why some companies habitually do well is because they know that employees are the most valuable resource.
Nothing compares to an employee who is dedicated and willing to go the extra mile. This requires a company to cultivate an environment that promotes respect and frowns upon politics. If you want to achieve this type of work environment at your company, these four core values are a great place to start.
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