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Everybody happy career accelerator team's steady are you looking for work three out of four Americans are -- -- looking for doesn't mean that they already have jobs is dissatisfied out there.
We're gonna get to that story -- a little bit the first we're gonna start.
Today's that crew accelerator Tuesday with -- Lieberman joining us from Arizona via Skype -- good morning.
Good morning how are you.
And -- were you.
-- Joining us today I kind of want to start things off by looking at is to how to resolve workplace conflicts you are.
-- off -- meditation mediation success get it out get it over and get back to business.
We're showing your book right now where US start with this big topic today.
Think realizing first of all the basics of what police -- workplace conflict what causes it to escalate and cause its employees to eight.
Quit or front to a lawyer and threatened -- pilot church -- a lawsuit okay.
Would that be let's say a sign of anger and depression.
Yeah we usually it -- core essence of what causes the conflicts our communication -- -- You know excluded from communication friction from communication -- Issues with your manager.
At feelings of lack of respect.
It's not feeling lucky contrast your -- Or your co workers feeling like you've been treated unfairly.
And that the work you've done or your contributions are being acknowledged her value.
Those are the kinds of things that when they go.
And address -- concerns bubble up and and really do cause employees to start being withdrawn her confrontational.
And -- serious.
Gossip -- needed.
Mean one of the leading causes of workplace conflicts now.
Yes it really isn't actually what people don't realize is when you speak negatively about other people it actually.
Causes other people to associate -- ethnic activity with the speaker.
So gossip is harmful to morale throughout the organization but it's kind of hard to resist we -- -- so what do you do if you feel like you're being gossip about she's -- address city NORAD.
Well the best thing to do you always the best thing to do was try to go right to the source and speak about what your concerns are directly.
And privately but is -- -- accusatory.
And a way.
Yeah is it is gonna cause of your people to feel defensive in response and which is why you know hopefully if your organization as large enough he had a human resources department that you can go -- -- and -- Health.
A -- yeah.
Still -- getting HR involved.
-- -- issue out of something right.
May hear people gossiping it bothers you but there when he -- human resources involved it's like okay -- really are gossiping and now we have a problem that we need to.
Resolves you know.
Yeah we'll human -- is it's supposed to be your first stop.
If you can't work got directly with the person and you maybe you go to your manager try to get it or the issue is mr.
-- jerks got -- jerseys they can stepping and and see if they can.
-- and neutral person to help resolve the conflict but if they can't that's when you -- -- mediator involved.
-- another story later in the show showing how three quarters of American workers are just kind of -- up.
What do you do when he's feeling you see that sense -- in the workplace that employees just wanna quit.
Just -- -- be done within and this is not a good environment how you resolve that sort of conflict.
Well if you don't want to leave the employee.
In -- you want to do is make sure that the employee is fully heard.
And -- -- an outside mediator you will have the certainty that you're going to be able to have somebody -- experienced in getting to the heart.
Of the problem and someone it's gonna establish.
So that you can get to not -- the substance in the heart of what I think I'm you know that what the problem that's causing it but also the emotions that airline behind.
Just the frustration.
When -- things aren't going right at work we get really emotional.
And angry and frustrated and depressed and that part has to be acknowledged and dealt with and it respectful way to.
So that people can get it out get it over and get back to business helped an issue his workplace conflict it it really occur across the US isn't that big of an issue -- to define it.
Oh is huge I mean their employees to go file claims that the Equal Employment Opportunity Commission.
For feeling that they're discriminated.
For some sort of illegal reason has been skyrocketing.
-- the economy the way it's been people are out of work an -- day we'll see.
They can't go -- charged and alleged that it was based on an illegal reason.
That that's half of the claims I see her claims -- please feel like they intriguing illegally -- panel.
-- wrongfully terminated or discriminated at work the other half of the claims that I see.
Our partnership disputes where you know it's just friction.
People have to work together work group's work teams high level managers.
People just aren't getting along the way they're supposed to be getting a lot and then because of the economy they -- -- There.
And they don't know how to get out we get into.
Bad habits -- patterns of of communicating and then we just need some help getting out of that role and into a better way of communicating with each other right.
So you really have noticed a big up.
Tick and complaints filed based on.
With with the recession and that's pretty lackluster recovery.
-- absolutely definitely sometimes -- police really have no choice so.
Yes absolutely how -- courts or the -- get involved with this kind of problem.
Well if you file a charge would be -- they'll be mediation as well and I can tell you that -- in mediation process when people file.
A claim in court.
If you go -- the mediation process.
Somewhere between and 75% and up in my experience over 90% of the time you're gonna get it resolved.
-- for you actually have to go all the way to court to try the case.
Amy Lieberman thank you so much for joining -- Off -- and great guest on this issue of workplace conflict have a great day.
There -- on Arizona.
And -- gonna go to break.
Right now the first year comments are kind of funny.
-- sat DSL senior who remembers when you didn't need an HR department.
And Trevor dean -- are always gets -- into more trouble than you weren't originally.
You guys -- funny I will be right back with them.
I just ask the question on the -- TV we should stay in our jobs for ten years last longer what do you think we'll be back with the answer.
Right he should think of your job not -- the first date.
But more -- weddings you're you're marrying it you should -- waited for ten years if not longer so says David Williams joining me now on said here you are an author and CEO of fish -- what is successful this.
-- is company that produces advanced inventory software and small medium size companies.
That -- and why are you suggesting that people really stay with their companies for a decade plus.
Because this -- so many characteristics that they would not otherwise have his job hop for example commitment loyalty thing.
If they stay at a company for.
Four decade big they get all sorts of those opportunities to advance within the company -- to mentor others.
To have -- -- season capacities that they would never have my job hopping.
By by people that are there for for long periods of time themselves plus perks like my vacation days.
Definitely -- and respectfully -- up.
Part of me would -- hate your -- if you hate your job go go to the person you report to and talk to that person work through it and often there's there's many other opportunities or you could you could discuss.
Advance -- your own role within the company can people see that as a as a negative often it's a door opening opportunity.
Camp but a lot of people think the grass is always -- on the anti side they do.
But the grass is not knowing you're on the other -- play in this economy right so staying inside a company.
During this in this period of time allows you to be who have perhaps health care benefits.
I just gave my fifty in my employer's stock options because they they showed that there were loyal to stay there can bring that in.
Then how difficult time so how long did you give them an -- they'll have to be there one year.
But they need need to demonstrate the commitment loyalty and all the things that are -- ten year veteran would have.
So let's go through some of the good reasons to stay at a company for so long seniority leadership opportunities I'm just gonna -- the Mao -- you tell me where you wanted to stop.
Stability homeownership and retirement funds and increased benefits get.
That's -- -- one just the right there on the homeownership.
I've seen several of our employees that have.
Good credit -- not be able to obtain mortgages because they haven't been on the job long enough.
Isn't really -- criteria I didn't realize.
More more -- they're looking it's that stability.
In your workplace.
In order to qualify for loan it's a marathon not a sprint it's in my marriage not a day it's not speed dating back.
It's definitely a long term marriage -- you want to have with your boy and you want to look at it from the from that perspective from day one and I don't look at it as a short term gig.
-- you're just gonna -- to the next thing right.
How often when I was younger we would look for ways to network with with other people.
And -- we would consider other jobs to advance our network can happen now a social media.
That's not required right through Linkedin Twitter FaceBook we can establish all sorts of networking relationships throughout the world that way.
That that's a good point but we're gonna get some after you actually who's who did a survey job played their social recruit showing more people are -- linked -- Twitter FaceBook except -- But showing that three out of four Americans.
There's always looking for work because it can't seem to find the perfect job.
The perfect delegates doesn't -- Does he.
I think the perfect job exists when you're satisfied and fulfilled in your own role in hand and that can take place where your hat.
Okay we have -- we have a chat and and our viewers right and DSL senior if you tell your boss you hate your job.
-- guess he's gonna go first when the layoffs come.
So I guess you should really tell you -- your not happy but suggests that maybe can make something different of your current position.
Korea or another approach instead of using those words I hate my job.
Going to say how can I increase in my role and contribution here in hand because I'm not satisfied -- I'm not -- -- filled.
-- don't hear it.
Some won't want to hear -- do you know what many well okay and Trevor dean asks me the cancer that's.
What do you do if you want to make more money and just don't see any growth opportunities where you are.
-- often somebody's looking for that within one years six months two years it doesn't come that quick right now.
Companies are looking for people that are going to be willing to go through these difficult times and those opportunities of the Vance -- income can happen within the company.
So if you jump to another company.
Sometimes it is -- for more money but may you be dissatisfied or for other reasons -- and you find yourself starting to job pop.
It's let's going back to the speed dating analogy you know it never quite satisfied you can't find the perfect -- Yeah you -- a lot of good points really.
But he hasn't come from -- not happier satisfy a and you -- if someone else is gonna hire you I think that's there's a lot of us economy -- -- your marketable and then they think you're good because it's difficult to get a job.
It is difficult but if I think if I see -- resonate with people that have -- job hopping and hand it tells me -- -- -- It tells me that they're not loyal and -- tells me that they they don't know how to get along with others -- the Clayton -- tells me they're just looking for what's best for them.
-- -- Makes sense but most people tell you -- yet it's of course it does best for me being.
But it's not always what's best for you it's good for the for the -- it's what's good for the coming debate comes back to you.
Think of the many samples so we've had especially during the recession of -- you.
Workers being at companies for many decades and obviously making a certain salary.
And then the company forgets all about them when times get tough for the first developed the most experienced most seniority the biggest paychecks they get cut first.
And certainly that's happened.
That's how effective and that doesn't seem to be fair and it's not fair to that individual that's been loyal and -- trustworthy friend.
Unfortunately employers are looking for bottom line results and there may go to somebody -- less expensive.
-- feel those results I've talked to several large employers.
Could have regretted the fact they've lost this wisdom.
And they've lost book that the quote long -- in the company that's an old adage in the late term.
I'm gray hair you need some gray hair and -- some of the young.
Smart fri eight.
Kids in this generation are needed all -- and some of them are leaders of the older people.
But you need that wisdom he knew best ability to.
Encouraging the younger people like that gray hair along the workplace is -- makes them feel like they have a potential mentor.
That is absolutely and they're looking even they don't approach from directly to help -- me you know watching.
And they're looking at how does this person stay here this long I can even imagine that rent.
And so they start to look for those examples in our lives and they're needed in corporate America.
We're losing this incredible generation.
Slowly gymnastics it -- company's -- Come to find a way to.
The value their contribution because of their ten year and be loyal back to down.
And they've been there for third thirty years through thick and -- now it's time for you to show up.
And data released from the Bureau of Labor Statistics last month says that as of the beginning of the year.
The median time that we -- and salary workers had been with their current employer.
Was four and a half years from -- how outpost that is half of what you suggest yet David Williams.
Writer author and CEO of -- thank you for coming on -- junior respected today we're going to break and we will be back with what I've been teasing the whole show.
By so many of us are just dissatisfied and feel were overqualified for what we're currently doing I'm not I don't feel -- -- sometimes I feel really under qualified.
Where back OK David Larson writing -- as long as you like what you do you don't really think of it as it -- couldn't agree more Trevor dean I like chatting on here it's not a time of funny -- really -- humor.
-- we're going straight out to Chicago right now we have Kimberley Kasper joining us the chief marketing officer of the social reporting firm jobs like cam high.
Thank you thanks for coming on why -- you in Chicago today.
We are in Chicago exit -- HR technology conference which is I don't large conference here talking about innovative technologies and how do you social media accidents -- laboratory.
How people are using social media these days.
Both employers and job seekers to find employment and find workers.
You know our aren't we just recently did a survey and we found that I -- most people are using social -- -- -- Find jobs.
And you know and -- at least 80% of the people have at least one social profile and they're using its literature drops 44% are using three or more social -- -- look.
For jobs so basically if you're not on social media and you are in in the job market actively seeking work you -- that this problem.
Crouched behind yet hard to imagine that something -- on those Linkedin and Twitter and FaceBook and a in the job category okay on your company dubbed by just released a really interesting survey it's getting a lot of let's -- people are really interested in it they almost can't believe it.
Almaty this -- this up.
With the fact that we just got the September jobs report from the Bureau of Labor Statistics in the Labor Department.
And they essentially said that -- -- we saw a huge -- tank in the unemployment rate in this country seven point 8% because so many people got jobs but we never really asked.
The people kind of jobs make up was it temporary work -- work they were happy with.
-- -- many people to believe that the jobs were getting.
-- really good jobs which -- meteors survey that 75%.
Are looking for work because they're not happy with their jobs in many cases is that the case.
Well so we found a 75% are actively looking for or they are open to new jobs -- you know open an -- job might not mean that -- actively looking you might get past the candidate is absolutely reaches out to -- with the right opportunity media and hearing about it making his match.
Okay still and that and that includes like he did you currently have a job you could still be -- to work.
That's that's and I also read as part of this survey that 41% of people feel that they're over qualified for their current position which is.
A lot of people may be just have a lot of confidence but.
I would imagine that's because some people just have anything that they can get they wanted to paycheck.
Yeah I completely agree you know we found that nearly two thirds of job seekers say finding a job was more typical accounts you are okay is I think because of that he sounds people that are in jobs where there are more qualified for the current position.
-- and that's got to not make you feel so good at the end of the day.
-- I spent this much money on this degree are used to make this much money at so and so.
Company and now this is where and and you may try to make the bassinet and oftentimes we deal but we're really not happy when it comes down to it.
And another goes back to your ear open to hearing about something else that somebody else picked up oncology and said hey I have this other opportunity.
You're willing to listen and make that change OK so how should we go about making sure that other person calls us to make that -- Well we need to make sure that if you -- -- social media.
You should have profiles on that the top three networks we certainly didn't -- -- in Twitter profile and you look for.
Well also employers are looking for a profile backs gives them -- an overview of yeah person and is.
You know that they have the right skills to maps and those jobs and they have open.
And you need to make sure that your your profile is when you're -- -- on those networks are using a profiler right way.
And his we did a survey.
Earlier this year that showed that they do look at those.
Almost as reference checks as well and based on what they see on those they can change their opinion is well from selling -- On those sites you know what you posting your pictures to see -- -- make sure using the social networks and.
Right right I hit a lot of people forget that.
But yeah yeah I mean and then there's the simplest thing that we can convey to people it's just that carefully put an Internet please exactly know -- -- even if you think it is.
I'll put our kids find in your in your survey.
We sounds back and not -- aren't gonna okay -- -- on air pressure mount Rankin I could pull some.
Some bits start -- -- 62% job seekers -- you didn't expect to help find work and that's up from 40%.
-- well handling is kind of an in one years and when your time and tracked.
-- that got 215.
Contact Sharon job in case back.
I'm not I'm 15% modified their privacy settings with working mind.
Yeah I only did we saw that 38% of job seekers need not now -- up to 30% last year OK so.
So a big jump on.
Just gonna switch gears right now and head toward chats we have viewers Chad and DSL -- -- frequent chatter says the problem today is there's not enough jobs the next problem is we think we are overqualified for the jobs they do get.
And the most important problem is leading -- job needs us instead of us needing the job I disagree that.
I feel like we need the job these is the job doesn't need us.
-- -- You know I think that we we.
Accessing the -- economy as we absolutely need the -- sound.
You know and we should be happy that we -- -- approach that current way and realize that something else coming down Brett.
Right OK these are great testimony gets them at the end when I'm done talking to Kimberly.
So I actually done.
Users survey -- -- serve and most of my morning just today.
And and people or just really shocked that they -- just so much unhappiness.
With their that you know the current job situation here in the US at summoning people not.
Doing what they really feel they should be doing.
And it really struck all of us this morning so we thank you so much for bringing us this Saturday.
And we look forward to getting the next one is there anything you want that they can -- Yeah that's pretty decent answer could be yes saying good luck -- -- conference in Chicago chief marketing officer of the job -- it.
Going back to the -- that were getting in right now Trevor dean.
I think you have to be loyal to yourself so you disagree with David Williams the other anti elitist because not every company is loyal to its employees and that that -- some time but.
We on -- people who have.
Been shown the door.
Johnny -- I'm tired of having bosses though ready to run my own -- is well that is what's happening.
I just talking about the unemployment rate seven point 8% a lot of people.
Found work because it started on companies it doesn't mean they're making money are getting good paycheck but you know it -- frustrated -- -- their own.
And Johnny congratulations twelve years at your job today we like that.
I'm five years here Fox Business of seven years -- didn't make -- ten.
And Kimberly and human resources is a wasted time.
And you can't go up the chain in command it is more than half the time they are the problem and no one listens Aberdeen know how this goes if someone wants you -- No matter how good of a person you -- how hard you work.
If your lone man on the totem pole here out.
It's not a positive way and the show flat.
That was your comment on the press OK thank you everybody for joining us -- career accelerator Tuesday of course tomorrow small business Wednesday -- -- some.
Interesting topics and concepts to bring to -- and please send this idea is if you haven't and we would love to.
To get my act like your chats today okay thank you so much everybody for joining -- CNET here --
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