Comments on: Do Your Employees Feel Invisible? http://www.baileyworkplay.com/2008/03/do-your-employees-feel-invisible/ Rethinking Customer Experience & Marketing Tue, 07 Feb 2012 12:56:05 +0000 hourly 1 http://wordpress.org/?v=3.3.1 By: L.Sue http://www.baileyworkplay.com/2008/03/do-your-employees-feel-invisible/comment-page-1/#comment-1028 L.Sue Sat, 14 Nov 2009 00:41:08 +0000 http://baileyworkplay.com/2008/03/27/do-your-employees-feel-invisible/#comment-1028 Cathy-Volunteering is great, you will feel good about it. The world does not embrace a hard working, good person in the workplace the way they should I often see the complainers, and people doing less gain more popularity. The world word needs more of you, and it is key you find appreciation in your next employment. There is less civility in the workplace these days.<br>Another big area for invisibility in today's market is a contractor. Contractors are brought in as temp help in companies, and given a job function to support regular employees. Because their status is temporary they are not included on company outings or functions, and are socially excluded. Contractors have had long term employment in past jobs and were part of a team, respected and able to grow. It is good to be working, but definately an invisible function. <br>My supervisor is demeaning understanding a contractor's status is less than their own and takes every opportunity to correct and micromanage everything I do. I am not fond of my supervisor, he is the first one I worked with who truly makes subordinates feel stupid and inferior. Cathy-Volunteering is great, you will feel good about it. The world does not embrace a hard working, good person in the workplace the way they should I often see the complainers, and people doing less gain more popularity. The world word needs more of you, and it is key you find appreciation in your next employment. There is less civility in the workplace these days.
Another big area for invisibility in today's market is a contractor. Contractors are brought in as temp help in companies, and given a job function to support regular employees. Because their status is temporary they are not included on company outings or functions, and are socially excluded. Contractors have had long term employment in past jobs and were part of a team, respected and able to grow. It is good to be working, but definately an invisible function.
My supervisor is demeaning understanding a contractor's status is less than their own and takes every opportunity to correct and micromanage everything I do. I am not fond of my supervisor, he is the first one I worked with who truly makes subordinates feel stupid and inferior.

]]> By: Chris Bailey http://www.baileyworkplay.com/2008/03/do-your-employees-feel-invisible/comment-page-1/#comment-800 Chris Bailey Sun, 08 Jun 2008 14:19:16 +0000 http://baileyworkplay.com/2008/03/27/do-your-employees-feel-invisible/#comment-800 Hi Cathy, thank you so much for sharing your painful experience. As hard as it must be to think of leaving a place where you've put in 24 years of your life, you're making the right decision. Any place that tears down your self esteem and confidence is toxic. Hold tight and true to who you know that you are: a hard working, patient, good helping professional that will be welcome in an organization that will see you and appreciate all you bring. First and foremost, take care of yourself. Connect with your volunteer experience and hold on to the energy you gain there. Make it your armor. And find that next workplace as soon as you possibly can. Please let me know how things go...and if there's anything that I can do to help you. Be well. Hi Cathy, thank you so much for sharing your painful experience. As hard as it must be to think of leaving a place where you’ve put in 24 years of your life, you’re making the right decision. Any place that tears down your self esteem and confidence is toxic. Hold tight and true to who you know that you are: a hard working, patient, good helping professional that will be welcome in an organization that will see you and appreciate all you bring.

First and foremost, take care of yourself. Connect with your volunteer experience and hold on to the energy you gain there. Make it your armor. And find that next workplace as soon as you possibly can.

Please let me know how things go…and if there’s anything that I can do to help you. Be well.

]]> By: Cathy http://www.baileyworkplay.com/2008/03/do-your-employees-feel-invisible/comment-page-1/#comment-799 Cathy Sun, 08 Jun 2008 04:41:29 +0000 http://baileyworkplay.com/2008/03/27/do-your-employees-feel-invisible/#comment-799 I am an invisible employee. I used to feel that even though my clerical position was low on the totem pole, that my efforts meant something to the ultimate goals of my insititution. I felt that our VP shared the overall goals with everyone and provided our small dept. with upgraded tools to do our job because he realized the importance we had to those overall goals. I have been with my office for 24 years. The VP we had died tragically of cancer. My immediate supervisor is micro managing us. She has humiliated me in front of my co-workers by putting me down for asking questions concerning a new data base we are installing. I have been approached by 6 people that have left my dept. and told that they left because of her constant micro-mgt. and put downs. During my yearly review, I tried just one last time to discuss some issues she seems to have with me. She went bullistic and threatened me. I have since been looking for another position. I am a hard working person, who beleives in patience while training people (I've trained everyone for about 15 years now). I love to help people, do research and work in a congenial environment to solve problems. We are not allowed to speak to anyone outside our dept., or with each other. I have felt invisible for a long time now. This has affected my health, my life outside of work and my state of mind. I have begun to take courses and plan to find some meaningful volunteer work to boost my self esteem. I have also spoken to my spvsrs boss and the employee assistance person for our comany. I think this sight is wonderful. Thank you. I am an invisible employee. I used to feel that even though my clerical position was low on the totem pole, that my efforts meant something to the ultimate goals of my insititution. I felt that our VP shared the overall goals with everyone and provided our small dept. with upgraded tools to do our job because he realized the importance we had to those overall goals. I have been with my office for 24 years. The VP we had died tragically of cancer. My immediate supervisor is micro managing us. She has humiliated me in front of my co-workers by putting me down for asking questions concerning a new data base we are installing. I have been approached by 6 people that have left my dept. and told that they left because of her constant micro-mgt. and put downs. During my yearly review, I tried just one last time to discuss some issues she seems to have with me. She went bullistic and threatened me. I have since been looking for another position. I am a hard working person, who beleives in patience while training people (I’ve trained everyone for about 15 years now). I love to help people, do research and work in a congenial environment to solve problems.
We are not allowed to speak to anyone outside our dept., or with each other. I have felt invisible for a long time now. This has affected my health, my life outside of work and my state of mind.
I have begun to take courses and plan to find some meaningful volunteer work to boost my self esteem. I have also spoken to my spvsrs boss and the employee assistance person for our comany. I think this sight is wonderful. Thank you.

]]> By: Seven Wonders of the Search World - Part 3 « Personalbrandsonline.com http://www.baileyworkplay.com/2008/03/do-your-employees-feel-invisible/comment-page-1/#comment-727 Seven Wonders of the Search World - Part 3 « Personalbrandsonline.com Fri, 25 Apr 2008 22:24:08 +0000 http://baileyworkplay.com/2008/03/27/do-your-employees-feel-invisible/#comment-727 [...] find what they don’t know about - (even at 3 am) including you.  They are searching for you, for your employees, your client facing people.  They want to know how to connect and learn more about you?  [...] [...] find what they don’t know about – (even at 3 am) including you.  They are searching for you, for your employees, your client facing people.  They want to know how to connect and learn more about you?  [...]

]]> By: » Noticing Your Employees Melina Murray http://www.baileyworkplay.com/2008/03/do-your-employees-feel-invisible/comment-page-1/#comment-691 » Noticing Your Employees Melina Murray Tue, 01 Apr 2008 22:33:40 +0000 http://baileyworkplay.com/2008/03/27/do-your-employees-feel-invisible/#comment-691 [...] Bailey at Bailey WorkPlay wrote “Do Your Employees Feel Invisible” and it made me think about how a little focus goes a long way. Although Chris says “stop with [...] [...] Bailey at Bailey WorkPlay wrote “Do Your Employees Feel Invisible” and it made me think about how a little focus goes a long way. Although Chris says “stop with [...]

]]> By: Chris Bailey http://www.baileyworkplay.com/2008/03/do-your-employees-feel-invisible/comment-page-1/#comment-699 Chris Bailey Mon, 31 Mar 2008 13:26:56 +0000 http://baileyworkplay.com/2008/03/27/do-your-employees-feel-invisible/#comment-699 Steve, sounds like you have a cheerleader president on your hands...full of rah rah, but all that cheering lacks in any real substance. So while he appears to be engaged and enthusiastic, his underlying communication implies something far different. So, did he ever get clued in to his communication style and its effects? Is it a case where he's just lost in knowing how to acknowledge others? Steve, sounds like you have a cheerleader president on your hands…full of rah rah, but all that cheering lacks in any real substance. So while he appears to be engaged and enthusiastic, his underlying communication implies something far different. So, did he ever get clued in to his communication style and its effects? Is it a case where he’s just lost in knowing how to acknowledge others?

]]> By: Steve Roesler http://www.baileyworkplay.com/2008/03/do-your-employees-feel-invisible/comment-page-1/#comment-698 Steve Roesler Mon, 31 Mar 2008 12:40:16 +0000 http://baileyworkplay.com/2008/03/27/do-your-employees-feel-invisible/#comment-698 Chris, The part about specificity is exceedingly important. I've been working on a project with an organization for 9 years. The president offers more than ample "That was great!" comments to everyone. After a while, we figured out that now none of us actually even trusts the guy. We each have asked him what it is that he likes about a certain thing. He answers with, "Hey, that was great!" My realization: If you can't say something specific, don't say anything at all. Chris,

The part about specificity is exceedingly important. I’ve been working on a project with an organization for 9 years. The president offers more than ample “That was great!” comments to everyone. After a while, we figured out that now none of us actually even trusts the guy. We each have asked him what it is that he likes about a certain thing. He answers with, “Hey, that was great!”

My realization: If you can’t say something specific, don’t say anything at all.

]]> By: Richard Millington http://www.baileyworkplay.com/2008/03/do-your-employees-feel-invisible/comment-page-1/#comment-697 Richard Millington Sat, 29 Mar 2008 15:48:59 +0000 http://baileyworkplay.com/2008/03/27/do-your-employees-feel-invisible/#comment-697 I believe, the first time you hear about Maslow you shrug and think "heh, another cute sociology model". Then when it pops up the next time..you recall it...then, as it begins reoccuring every year or two you begin to find ways to apply it and incorporate it in what you do. I believe, the first time you hear about Maslow you shrug and think “heh, another cute sociology model”. Then when it pops up the next time..you recall it…then, as it begins reoccuring every year or two you begin to find ways to apply it and incorporate it in what you do.

]]> By: Chris Bailey http://www.baileyworkplay.com/2008/03/do-your-employees-feel-invisible/comment-page-1/#comment-696 Chris Bailey Sat, 29 Mar 2008 14:15:47 +0000 http://baileyworkplay.com/2008/03/27/do-your-employees-feel-invisible/#comment-696 Hiya Richard, it's amazing how much Maslow still applies (probably due to the fact that he hit on such a deep universal truth of our needs). And it's equally amazing how our organizations continue to not recognize this hierarchy. Until we move from the organization-as-machine model to organization-as-human model, we'll continue to see an unfortunate disengagement from work by individuals who just want to be seen and acknowledged for what they bring to the table. Thanks for adding to the dialogue. Hiya Richard, it’s amazing how much Maslow still applies (probably due to the fact that he hit on such a deep universal truth of our needs). And it’s equally amazing how our organizations continue to not recognize this hierarchy. Until we move from the organization-as-machine model to organization-as-human model, we’ll continue to see an unfortunate disengagement from work by individuals who just want to be seen and acknowledged for what they bring to the table. Thanks for adding to the dialogue.

]]> By: Chris Bailey http://www.baileyworkplay.com/2008/03/do-your-employees-feel-invisible/comment-page-1/#comment-695 Chris Bailey Sat, 29 Mar 2008 13:56:28 +0000 http://baileyworkplay.com/2008/03/27/do-your-employees-feel-invisible/#comment-695 Hiya Steve, welcome and thanks for connecting to the e2.oh post. I've actually been searching for a similar system that would allow organizations to better utilize its internal networks and nonconventional expertise. I'm not a huge fan of the typical performance appraisal process, but I can see the tagging method offering another tool in the coaching relationship that must be part of the management-employee dynamic. Thanks again. Hiya Steve, welcome and thanks for connecting to the e2.oh post. I’ve actually been searching for a similar system that would allow organizations to better utilize its internal networks and nonconventional expertise. I’m not a huge fan of the typical performance appraisal process, but I can see the tagging method offering another tool in the coaching relationship that must be part of the management-employee dynamic. Thanks again.

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