Another update from the Jungle….
Marcia is the HR manager for her company. She often feels that she’s in a never-ending battle to balance management and employee expectations. Managers think employees lack loyalty to the company. Employees think the company doesn’t care about them; their most recent proof is the giant increase in employee contributions for health insurance.
Marcia endures almost daily requests from managers begging her to find ways to build employee morale and loyalty. Occasionally managers come up with their own morale building ideas. Some of the kookiest ideas come from Roger, her least favorite manager.
Roger likes to search the internet for management techniques that he can implement with his subordinates. His bosses like his initiative because they aren’t directly affected by his actions. Roger’s bosses also don’t see him every day and so are unaware of his general obnoxiousness.
Roger’s subordinates, meanwhile, suffer through meetings where he drones on about the latest management theories while incessantly snapping his pen or drumming his fingers on the table, his coffee mug, or his chair arm. Roger also thinks he’s invisible when making bodily adjustments, something his female subordinates find particularly gross and disgusting.
Roger’s latest internet research leads him to 360 performance reviews. He reads the reviews about building team spirit and ignores the commentary cautioning that corporate culture can affect the outcome. The next day he marches into Marcia’s office to demand 360 performance reviews for his people.
Marcia stares at Roger in blank amazement. He isn’t obviously insane so she decides to give to him exactly what he’s asked for. She can’t resist chortling privately as she hands out the forms to each employee.
A couple of weeks later Marcia reads what Roger’s employees have to say about him. As expected, they’ve vented their frustrations about his annoying personal habits and being treated as lab rats for his management theories. The reviews are so brutal she feels sorry for him. She invites Roger to her office for a private chat.
What should Marcia say to him?
1. She can soften the blow to Roger’s ego by giving him an edited summary of what his employees think of him.
2. She can give him the unedited results and watch his ego deflate.
3. She can tell him that his brilliance is wasted at a branch location and encourage him to apply for a job at headquarters.
The old adage to “be careful what you wish for” applies to business as well as individuals. HR policies are most successful when they are carefully considered before being implemented.
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uation doesn’t involve the usual employee misadventures. It involves Don, one of the division managers. 
damage caused by Don’s incredibly inept leadership. She’s convinced that Don is aware of his shortcomings as a leader but he won’t admit it. She asks for a meeting with senior management.
In the actual situation, senior management remained happy with the ineffective manager. He kept his job until he was undermined and then replaced by his most ambitious subordinate. He happily continued to work and was deeply relieved to no longer have supervisory responsibilities. 
Corrie is bored with her job. It hasn’t challenged her skills in years or put her in line for a promotion. She’s tried to find other jobs but the truth is that she’s unlikely to get a big enough salary increase to offset the loss of her current benefits package.
To pass the time and alleviate her boredom, she creates imaginary scenarios for her job. When her boss gives her a new assignment, she pretends its part of a great military plan, like Operation Overlord. She imagines herself working in a small office in London, helping plan the D-Day invasion.
When she takes a business trip, she pretends she’s an agent dropped into occupied France to support the French Resistance. As she drives, she thinks of the highway patrol as roving bands of collaborators looking for Resistance workers they can arrest and interrogate. When she checks in to a hotel, she scouts the lobby for exits in case she needs to beat a quick retreat from a Gestapo raid.
But Corrie stopped caring after the management team downsized the workforce. She’s survived several staff reductions since the first big cull of the herd by keeping her head down and her opinions to herself. She no longer volunteers for special projects but her past volunteerism means her boss considers her a “team player” and Corrie thinks that’s helped her keep her job.
Mae owns several coffee shops and has plans to add several more locations over the next year or two. She paid her way through college working in chain coffee shops. After graduation, she decided to stay in the city where she went to college rather than returning to her po-dunk hometown.
In the days following, David is overwhelmed and irate with Tom’s slow pace and inability to concentrate on the line, so he begins to routinely shout at and berate Tom during his shift. David pushes Tom to move faster and to stay focused, which creates confusion and high levels of emotional distress for Tom. This erratic behavior becomes so frequent that David decides to notify Gloria, the company’s HR representative. David informs her that Tom needs to be terminated for poor work performance ASAP.
In the actual situation, the paramedics were notified, and they transported the employee to the hospital where he underwent a psychological evaluation. That diagnosis led to the employee being placed on permanent disability. As the stigma attached to mental health recedes, employees should be encouraged to seek assistance rather than suffering in denial.
Andrea is a lawyer in the corporate legal department of a major company. She’s never quite fit in with the rest of the department and tends to work alone rather than as part of a team. She gets the assignments the other lawyers don’t want.
But wine and chocolate can’t solve every problem. Andrea’s morale continues to disintegrate and she becomes deeply depressed. She begins seeing a psychologist for mental health counseling. The counseling sessions help her with personal problems even as her work situation deteriorates.
The above scenario is loosely based on a California lawsuit about ten years ago where the company argued unsuccessfully that paying health insurance premiums meant it had a right to know the details of an employee’s mental health treatment. Unfortunately, arguments like the one raised by the California case make it difficult to convince employees to seek mental health treatment from an EAP or their health insurance plan.
Grace is an assistant manager for her company. She’s always looking for opportunities to improve her performance so that she can get promoted. She hears that Diane believes in mentoring young talent and asks for a transfer to Diane’s department.
She decides to not bail out herself because she believes she is in line for a promotion that is opening soon. The company has a policy that requires an employee to be in a position for at least a year before being eligible for promotion.
Jenny is excited about her new job with an insurance company. She isn’t excited about insurance, of course; no one is. She’s excited about being employed again. None of her previous jobs had lasted very long as her employers were acquired or downsized.
Jenny says that Dan has asked her to work with Alan while she is in training. She asks how she can help him with some of the claims he is working on. Alan flips through several folders on his messy desk and says he’ll get back to her.
Celia is the HR manager for her company and she handles the internal training when the staff needs to be updated about new employment laws or regulations. She’s been very busy lately preparing to explain the proposed regulations by the U.S. Department of Labor (DOL) on new overtime rules and the DOL’s new “economic reality” test for independent contractors.
After ten minutes, an employee asks how the new rules will affect his job. Celia tells him “we’ll get to that in a minute” and clicks through to the next slide. The third time she repeats that phrase, employees begin shifting in their chairs. Some employees surreptitiously check their devices for emails or the latest Candy Crush game.
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