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The purpose of The Great Workplace 2.0™ is simple: while it is happening, show core changes in great workplaces, so that start-ups, small and mid-size companies, can extract the principles that other companies are discovering. By example, grow in a healthy and sustainable fashion; return to our economy great dividends of revenue, value and innovation.read more →
The professionals in Human Resources have a difficult job that most people do not quite understand, nor appreciate. HR professionals are supposed to be developers of people, systems and environments, but most companies have them cornered into performing duties and responsibilities that turn them into Castle Guards, Benefits Technicians or policy messengers.
HR Pros have been forced into functioning in a CLOSED, CONFIDENTIAL and secretive manner. It is not the people. It is the functions they are performing in management-created environments. Having to deal with and protect confidential information on a daily basis is not a justification for becoming your material. It is however the cocoon that has formed around the functions and by association, the profession itself.
In The Great Workplace 2.0, the HR role is changing. It is now becoming a “micro” role (more hands on) than the “macro” role (benefits, downsizing, policy administration that) organizations have allowed them to ...
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Welcome to The Great Workplace’s blog! Meet us, our collaborators while you learn, grow and play!read more →
A husband’s loving gift turns embarrassing!read more →
No one wants to go to a sandbox everyday…unless you’re a kid.
It seems like every company has at least one reporter. By that I mean the employee who goes around and gets all the gossip they can find about all the other employees and reports it to the entire office. No matter if it’s true or not, especially if it’s really embarrassing. It makes them feel important.
There are also the troublemakers. These are the ones who look for any and every reason to make other employees look incompetent or lazy. They are usually the ones who complain the most about being over worked and under paid, when in reality they are constantly looking for reasons not to work. Their living is made by making every other employee look bad, in turn making themselves look like a hero to managers who have no idea what’s really going on.
We have all been ...
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Send us your stories or anecdotes about workplace gaffs to: firstname.lastname@example.org and we’ll publish it! Basic rules: it has to be clean. Let us know if you want your name, company name to go along with it! Let’s have some fun!
Here are a few we found on our own:
An applicant stretched out on the floor to fill out the job application.
During an interview the applicant wore a Walkman and said she could listen to me and the music at the same time.
A balding candidate abruptly excused himself, and returned to the office a few minutes later wearing a hairpiece.
An applicant asked to see the interviewer's resume to see if the personnel executive was qualified to judge the candidate.
The applicant announced she hadn't had lunch and proceeded to eat a hamburger and french fries in the interviewer's office -- wiping the ketchup on her sleeve.
The interviewee stated that if he were ...
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There is an enormous buzz going around “employment land” these days about Drug Tests, how to pass them, how to squeeze by them, how to skunk them, how to make sure employees are drug free and how to assure a safer working environment…for everyone involved.
One can read the proverbial “how to’s” on passing drug tests (6 panel, 10 panel and Hair follicle tests) online at many different sites. American Businesses spend BILLIONS of dollars every year in Drug Free programs, drug tests and education about drugs (the Ohio Bureau of Workers’ Compensation has GREAT info on this and the statistics about injuries in the workplace due to drug use).
As everyone is probably aware, Champion Personnel System was the FIRST Drug Free Staffing Service Level II in the ENTIRE State of Ohio. (no big deal really, being the FIRST) As a matter of fact, the OBWC is now using our model ...
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