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Kookaburra
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The ideal workplace post #1  quote:



I'm curious to know what people look for in a career and/or job. If you could design your ideal workplace, what would it be?

If you were the boss and/or owner of wherever you work, what would you do differently than the current owners do?


Old Post 10-04-2003 09:45 PM
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kevdaddy
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post #2  quote:

I own my own business and I love it. No boss to report to or to be bossed buy. I set my own hours and and control how much money I make by effort. I work with a company that shares its profits with me when I buy from them and anybody else who I get to buy from them. They also give bonus's and lavish vacations. And I get to sleep in in the morning.

Beat that.


Old Post 10-05-2003 04:40 AM
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Kookaburra
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post #3  quote:

I can't argue with that. I own my own business too, but in a short time I may end up with about 67 employees. My goal for this thread is to find out what employees want. I care about employees and I am a firm believer that there is more to them than getting production out them.

The problem with today's market is employees are not getting compensated beyond a paycheck. There is more to a person than getting their skills out them.

I'm interested in learning the needs of employees and hearing their side of the workplace.

Congrats on your business! Do you have any employees?


Old Post 10-05-2003 05:10 AM
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kevdaddy
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post #4  quote:

Hi Kookaburra,

I have no employees, it is a networking business. I buy my consumable products( TP, deodorant, food, make-up for my wife, computers, TV's -the list is endless) from a single company and they reward that loyalty by sharing with me their profits. As I get other people to do the same, they share in the profits and I receive money from their purchase's. It just keeps growing.

On the topic of what employees want mmmmm? An employer who they like, someone who makes them feel that they are not just a cog in some huge wheel, someone who takes personal interest in them, and as much as possible, in their needs.

Start by having a meeting with them as a group and ask for their views on how to improve employer-employee relations, what are their concerns. how to improve production. Is it possible to have profit sharing in your business. Is med insurance in place, do females get adequate time off for pregnancy.

Have you ever read the book "How to Win Friends and Influence People"? Great book for personal relationships in business.

Well, I dought I helped much. Hope thing work out well.


Last edited by kevdaddy on 10-05-2003 at 08:12 PM |
Old Post 10-05-2003 08:02 PM
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Kookaburra
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post #5  quote:

Don't sell yourself short kevdaddy. You're helping a lot. I haven't considered pregnacy needs so I don't know what is considered adequate. This is something that can easily be remedied though because programming can be done from the home. I could allow a maternity leave... do they allow laptops in the maternity room? (just kidding)

Seriously though, I know there is a family leave law, and I'm getting to know the employee laws.

I like your idea of having a meeting and discussing what they need and what works and doesn't work.

Med insurance will be in place, and profit sharing is possible because that's what I choose to do. I have the profits set up to be split to allow:

tithe
company growth
employees
community
private stockholders

Those are the things dearest to my heart but in no particular order.

We have a lot of homeless people here, so the community project is going to include them.


Old Post 10-06-2003 04:32 AM
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fuscia is Away
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post #6  quote:

Kooka, as far a pregnancy goes, flex hours so that they can get to all of those doctor appointments. Back when I worked, my company gave us vacation time, but we also had 3 discretionary days as well. It was nice to be able to use them for doctor appointments, dentist appointments, ones where you have a procedure done but can't afford the sick time. Hope that helps.

Old Post 10-25-2003 05:47 AM
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post #7  quote:

I think that a real nice benefit is allowing your employees to work up comp time. Instead of paying overtime, which can end up draining an employeer, you allow them to work overtime (not going overboard of course) and taking that time and using it here or there when needed. If they work 10 hours overtime each week, that's 40 hours of comp time a month that they have built up. That would be a weeks worth of work that they could take off, but you don't have to pay them.

Old Post 10-25-2003 04:40 PM
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Kookaburra
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post #8  quote:

I've been considering comp time for my company KJ. A lot of police departments do that because by the time they get paid overtime, taxes cut into it so deep.

I'll have to look into this and see how it can work. Nearly all of our employees will be salaried because of the categories, so comp time may be very well received by them. There may be times when we have to push to meet a deadline, but the reward would be time-off.

I'm not sure if salaried personnel can get comp time, but I really like the idea if it's allowable.


Old Post 10-31-2003 11:44 PM
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post #9  quote:

I think that it would be completely up to the company about comp time. Even if they are salaried people, why not allow them to have that comp time? That's such a wonderful benefit. My company has now taken that away. There is no over time or comp time allowed. I'm bummed. But, I'm grateful that I've got a job!

Old Post 11-01-2003 12:12 AM
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Kookaburra
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post #10  quote:

Why did they take comp time away? You would think it's a win-win situation for the employee and employer.

I know if I was on a salary, and my boss had me work 55 hours one week because we had a deadline or an emergency to meet, but let me take some comp time to be with my kids (if I had any) then I would do it in a heart beat.

Parents like to come in late sometimes if their kids are sick, or need time off for a school play or something.

I don't know how many hours are too many for salaried people either. I don't think it's right to work them more than 40 hours a week. That isn't fair and to me it's abusing the employee's personal time.


Old Post 11-01-2003 12:30 AM
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post #11  quote:

I am not all that sure WHY they have taken away our comp time. My supervisor said that it's a pain in the tush for her to have to keep track of it, etc... It was something that was nice to have though. Can't complain... I get a lot working for the school district. Don't work nights, or weekends (except when we're in our fiscal year in during June). I have all the holidays off, plus a floating holiday of my choosing, once a year. I accumulate 8 hours of vacation and sick leave every month, and in a couple years that amount will increase. I have paid leave for MANY different reasons, and much, much more.

The nicer you treat your employees, the better they will work. I know that you will be a great boss for many to work for. You look out for others and care about them.


Old Post 11-01-2003 12:35 AM
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Barbed wire
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post #12  quote:

The initial question, I believe, is too broad.
Jobs of what character? creative? sales? basic office duties? managerial? physical labour?

People with different cultural, education, income levels must be treated differently... As well as their mentality should be taken into consideration.

At present the whole set of HR management books is the answer to your question.


Old Post 12-01-2003 04:39 PM
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Kookaburra
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post #13  quote:

quote:
Originally posted by Barbed wire
The initial question, I believe, is too broad.
Jobs of what character? creative? sales? basic office duties? managerial? physical labour?

People with different cultural, education, income levels must be treated differently... As well as their mentality should be taken into consideration.

At present the whole set of HR management books is the answer to your question.


HR books are a very good start, but they are more generic for all types of people and industries. What I'm referring to is the heart of people. Not a "cookie cutter" press book.

If you could find your ideal job (regardless of the industry) what environment would you want? What would you expect from your managers? What would want as benefits? What would you expect from the company owners? Ect.

You don't find those answers in the HR books, you find them in the employees themselves.

You brought up some very good points about the cultural, education, income differences and needs.

How do you integrate various cultural needs, expecially if you are only accustomed to your own culture? It seems it could get very costly for an employer to try to include all cultural needs.

Perhaps find common needs and make the solutions available to all employees equally?


Old Post 12-01-2003 08:36 PM
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oldbutafan
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Just a thought post #14  quote:

Kooka, just some thoughts and comments.

I think a face-to-face meeting with the employees to identify needs is a nice idea and let's them know you care. However, I would also allow them the option of making suggestions privately and even anonymously.

I remember ( from a friend who previously enjoyed it ) something about the comp time option facing some legal hassles ? Also, if you work 4 hours overtime, technically you would be entitled to time and a half or 6 hours comp time.

Most salaried employees I know aren't exactly reimbursed for overtime. They are expected to put in at least a 40 hour week but most often voluntarily contribute more and are "on call" as needed for deadlines and other situations. They are, however, granted some discretionary flexibility in their schedules, regarding time off, etc.

Other atractive options are flex-time and job/benefit sharing.

Another friend has a clerical position with a Charitable Fund Raising Organization. She is given the opportunity to "volunteer" for after hours events. In return for her time greeting and seating the paying guests, selling raffle tickets, taking their coats, whatever is needed -- she is not only paid for her time, but also gets to experience unusual and expensiive venues, eat those fancy $500/plate black-tie meals, and enjoy the entertainment. She LOVES it.
Bottom line here is share not only the grind and the profits, but also the perquisites.


Old Post 01-20-2004 12:45 AM
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post #15  quote:

Let start out with the basics. I think probably the #1 thing would be Job Security. Especially over the last couple of years.

I started out doing what I do for $7.50 an hour, and everyone around me was making that or a little more. For the most part everyone was happy.
Hourly wage
Health Ins
401k
Time off when needed and vacation
And a chance to get raises.

If you did good work there was no threat of getting fired or laid off. I know people who are still there.

I was with that company for 5 years and could be there today if I decided to stay. Yes I wasn't getting that far ahead but it was paying the bills. When I left I was making $14.75. Left for a job making $17.50 an hour. That job was secure for a year then off for 2 weeks then good for another 3 until I left it. When I left it I was making $54k a year for a job paying $57k. 2 years later to the month I'm on the unemployment line collecting maybe 1/2 that. Last year I may have broken $8k. That last job didn't turn out to be all that secure. I was very happy doing it though.

Basically it's the basics, respect and flexability.


Old Post 01-22-2004 11:22 PM
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post #16  quote:

Oh when I was laid off I was making $60k

Old Post 01-22-2004 11:26 PM
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Kookaburra
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post #17  quote:

I'm working on a flexability plan. I just use "leave time" and the employees can use it for whatever they want. If they don't take vacations, they can use it for school functions or however they want. I think it comes out to 2 weeks vacation, 8 mandatory holidays, 2 floater holidays and 10 personal days, or something like that. I don't remember the exact hours.

There's also flex time between 7AM and 7PM


Old Post 01-23-2004 12:46 AM
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Anomaly77
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post #18  quote:

Nothing says, "I care," more than company paid health insurance...and a few sick/personal days per year.
To me, it says, "We realize that we employ people, not machines".

Everyone wants a "team player" but, I would recognize individuals, not just teams. For example; I would award those who go above and beyond and "counsel" only those that are struggling or committing infractions.

I would never limit my employee's potential as I would encourage new ideas and suggestions.

If applicable, I would never mandate evening employees to attend early morning meetings AND if early morning meetings were necessary, I would supply donuts and coffee.



Old Post 02-25-2004 03:12 AM
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Kookaburra
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post #19  quote:

quote:
Anomaly77 said this in post #18 :
If applicable, I would never mandate evening employees to attend early morning meetings AND if early morning meetings were necessary, I would supply donuts and coffee.


I'm taking notes Although I don't have any nighttime employee positions, this really is a good point.

Would that be Dunkin or Krispy Kreme donuts?

Thank you for your post!


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Anomaly77
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post #20  quote:

I brought Dunkin Donuts to a morning meeting once (and I was just an attendee). It really lifted spirits. Everyone was so grateful. We didn't have a Krispie Creame at the time though. I suspect any such treat would be appreciated.

Old Post 02-26-2004 05:03 AM
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Edward Teach
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post #21  quote:

I don't think a company needs or should provide breakfast (donuts) unless it is a special meeting. A better idea would be a donut club done by an ambitious employee where everyone who wanted morning donuts could contribute and either someone picks up the donuts on the way to work or they are delivered.

However I use to work for a company that provided free coffee. That was nice to not have to pay for coffee in the morning. They also allowed us to go to breakfast for about 1/2 hour every morning and were not real strict on how long we were away for lunch. In return there were times where we had to stay after hours for a specific project or work thru lunch. By the way, the job paid well too. You just don't drop every thing and leave when your shift ended if you still had work to do.


You learn real quick the difference between hourly and salary. I much prefer a salary position then hourly.


Old Post 02-26-2004 03:17 PM
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KM179
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post #22  quote:

quote:
Kookaburra said this in post #10 :
Why did they take comp time away? You would think it's a win-win situation for the employee and employer.
I don't know how many hours are too many for salaried people either. I don't think it's right to work them more than 40 hours a week. That isn't fair and to me it's abusing the employee's personal time.



That is the whole point of being salaried. A company knows that a certain position, such as management, will demand x number of hours. If the x number of hours exceed 40 hours on an average and requires flexible work hours chances are that osition will be offered salary based. It is not economical to offer straight time plus over time for a long period of time in such a case.

Salaried people tend to make good money so they put up with a lot.

I use to work for Ingram Micro and after just about five years I quit. The stories I could tell about that place. I am surprised I have not been served with a slander suit yet but then again slander is hard to prove when you have facts on what you say that can easily be proven.


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