Sameepa Shetty’s Post

𝗖𝗘𝗢 𝗧𝗶𝗺 𝗚𝘂𝗿𝗻𝗲𝗿'𝘀 𝗰𝗼𝗻𝘁𝗿𝗼𝘃𝗲𝗿𝘀𝗶𝗮𝗹 𝘀𝘁𝗮𝘁𝗲𝗺𝗲𝗻𝘁𝘀🙇♂️ ⚠️A few days ago, while reading the news, I came across comments made by CEO and real estate magnate Tim Gurner, comments that have generated controversy worldwide due to his statements in an interview with The Australian Financial Review. Gurner suggests that employees earn excessively high salaries and that implementing mass layoffs could serve as a reminder that they work for their employers and not the other way around. These statements have sparked intense debate about the role of workers and employers in the economy. Gurner has become a controversial figure, generating national and international uproar by advocating drastic measures such as mass layoffs, intended, he says, to counter employee arrogance and improve productivity. A𝗹𝘁𝗵𝗼𝘂𝗴𝗵 𝗵𝗲 𝗵𝗮𝘀 𝗮𝗽𝗼𝗹𝗼𝗴𝗶𝘇𝗲𝗱 𝗳𝗼𝗿 𝗵𝗶𝘀 𝗰𝗼𝗺𝗺𝗲𝗻𝘁𝘀, 𝗵𝗲 𝗵𝗮𝘀 𝗹𝗲𝗳𝘁 𝘁𝗵𝗲 𝘁𝗵𝗼𝘂𝗴𝗵𝘁𝘀 𝗼𝗳 𝗵𝗶𝗺 𝗮𝗻𝗱 𝗽𝗲𝗿𝗵𝗮𝗽𝘀 𝘁𝗵𝗮𝘁 𝗼𝗳 𝗺𝗮𝗻𝘆 𝗹𝗶𝗸𝗲 𝗵𝗶𝗺 𝗶𝗻 𝘁𝗵𝗲 𝗰𝗼𝗹𝗹𝗲𝗰𝘁𝗶𝘃𝗲 𝘂𝗻𝗰𝗼𝗻𝘀𝗰𝗶𝗼𝘂𝘀. 𝗛𝗼𝘄𝗲𝘃𝗲𝗿, 𝗶𝘁 𝗶𝘀 𝗶𝗺𝗽𝗼𝗿𝘁𝗮𝗻𝘁 𝘁𝗼 𝗻𝗼𝘁𝗲 𝘁𝗵 𝗮𝘁 𝗺𝗮𝗻𝘆 𝗽𝗲𝗼𝗽𝗹𝗲 𝗱𝗼 𝗻𝗼𝘁 𝗮𝗴𝗿𝗲𝗲 𝘄𝗶𝘁𝗵 𝗚𝘂𝗿 𝗻𝗲𝗿'𝘀 𝗶𝗱𝗲𝗮. First, the idea that employees earn too much fails to take into account the pay disparity that exists in many industries, where some top executives receive exorbitant salaries while entry-level workers barely make ends meet, or as they are called in Spain, "mileuristas." "In addition, the implementation of mass layoffs can have a negative impact on the economic stability and quality of life of employees, which contradicts the idea of improving productivity. VIDEO: brutamerica

⏰ Time to Wake Up: Labor Shortages Will Derail Your Mission ⏰ Attention, fellow leaders! The clock is ticking, and labor shortages are sounding the alarm for businesses everywhere from startups to the boardrooms of the largest companies. Stories, like the latest challenges facing Kaiser, are not the exception! 🚧 The Reality: Labor shortages are more than just a hiccup; they pose a serious threat to achieving our missions. They disrupt operations, stall growth, and jeopardize customer satisfaction. 💡 The Wake-Up Call: It's high time we take proactive steps. Here are essential actions I'm taking and think other leaders can and should take: 1️⃣ Diversify Talent Acquisition: Relying on traditional hiring methods won't cut it in today's competitive job market. Expand your recruitment efforts by exploring untapped talent pools. Collaborate with educational institutions to shape programs that align with your workforce needs. 2️⃣ Invest in Employee Retention: Retaining your existing talent is just as crucial as attracting new hires. Foster a positive workplace culture, provide opportunities for skill development, and offer competitive compensation and benefits. Employee engagement and satisfaction are key to reducing turnover. 3️⃣ Embrace Technology and Automation: Leverage technology to fill the gaps left by labor shortages. Invest in automation, artificial intelligence, and other process enhancements to streamline and boost productivity. This not only helps you do more with less but also positions your business for long-term resilience. 4️⃣ Advocate for Policy Change: Beyond the walls of your organization, engage in policy work. Collaborate with industry associations and government bodies to advocate for policies that address labor shortages, including workforce development initiatives, immigration reform, and education programs aligned with industry needs. Your influence can drive meaningful change on a broader scale. 🤝 Collaboration: Let's join forces to tackle this challenge head-on. Share your strategies, insights, and success stories in the comments below. Together, we can ensure our missions stay on course! #LaborShortages #BusinessChallenges #MissionCritical #Leadership #TimeToAct #SolutionDriven

This will definitely do more harm than good 🙅🏻♂️ Sure, companies may avoid paying out costly severance packages or unemployment benefits. However, this really does not sit right with me. It's unethical, will damage employee morale (and likely their productivity) and will certainly damage the company's reputation. What are your thoughts on 'quiet cutting'? #quietcutting #work #jobs

Title: Corporate Profits and Layoffs: Empowering Employees for a Better Future In today's corporate landscape, immense profits and devastating layoffs have become a disconcerting reality. Companies, particularly in developing countries like India, have seen soaring revenues while employees struggle to meet basic necessities. The imbalance between profit and employee welfare raises a pressing question: why are employees seemingly powerless to take action? This alarming trend stems from several factors. Unbalanced power dynamics between management and labor allow companies to cut costs through mass layoffs without facing significant consequences. Additionally, the high cost of living and hefty taxes in developing countries exacerbate the financial struggles faced by employees. Moreover, the lack of strong labor unions and fear of unemployment hinder collective action by workers. Some corporate leaders prioritize short-term gains over sustainable growth, further eroding employee security. Addressing this issue requires collaborative efforts from various stakeholders: Government Intervention: Enforcing robust labor laws and revising tax policies can protect employee rights and reduce the financial burden on the working class. Strengthening Labor Unions: Empowering labor unions gives employees a unified voice and increased bargaining power. Promoting Ethical Business Practices: Consumers can support companies that prioritize employee welfare, sending a strong message against profit-centric policies. Corporate Social Responsibility (CSR): Encouraging companies to prioritize CSR fosters fair treatment of employees and benefits society. Transparency and Accountability: Transparent communication during layoffs builds trust and understanding. By championing these measures, we can bridge the gap between corporate profits and employee struggles, paving the way for a more equitable and sustainable future for all. Let us remember that true success lies in uplifting the lives of those who contribute to corporate achievements

What happens when you can’t afford to sell your biz to a key employee? What happens when a key employee can’t afford to write you a check to buy your biz? What happens when both are true at the same time? Watch this to see how we helped turn these problems into a deal. https://lnkd.in/eYU4v5hm #yourbizyourinvestment #keyemployee #buysell #businessowner

😪 Getting approval for HR headcount can feel attuned to winning the lottery. 😫 I have been there. I have lived the overwhelm, and the feeling like I will never have time to be as proactive, intentional, or as strategic as I was capable of because plain and simple.... 🤯 I had way too much on my plate. ♨ The fires and firefighting seemed to eclipse the fireproofing that I dreamed of. 😍 It's my "WHY". That feeling of overwhelm and inadequacy is my why behind #EarlyEngage. And we priced it at a cost your CFO WILL gladly approve. #HRSupport #StrategicHR #EmployeeEngagement #EarlyEngage

This 10-minute video impressed me so much yesterday that it's already my favorite for this year, even two months before the end of the year. I hope everyone in my network, whether an employee, department head, or owner watches the video in the comment. It's not because it's about my favorite American Football show but about the topic of #salary and fair pay for people who give their all to their company day in and day out. But what's it about? Pat McAfee defended in his show why he paid NFL quarterback Aaron Rodgers 1million$ for his appearances on the show. He quoted player agent Rich Paul and defined his own philosophy. ▶️ "TAKE CARE OF YOUR PEOPLE" Enough preamble....I think you can understand the rest from the video. Why is this topic important to me? 1️⃣ I started with a salary of €24,000 because I saw an opportunity to work for SAP through an outsourcing service provider. 2️⃣ After one year on the job, my salary doubled because of structural changes at SAP and added responsibilities, but only after I clearly communicated my value and defended it to the decision-makers. 3️⃣ Many applicants ask me about salaries at HUBSTER.S GmbH and how they can participate in the company's success. What do I consider bad practice? ❌ An employee gives their all every day, develops personally and professionally, and contributes to the company's value growth. Still, when asked for an additional €300 in annual salary, they have to fight for it. ❌ Companies, despite having the financial means and the employee's corresponding development, refuse to adjust salaries. However, they suddenly agree to a salary increase when a resignation is on the table because they desperately want to retain the employee. ❌ Companies are surprised by the lack of employee buy-in when these employees have minimal or no opportunities for participation in the company's success. What do I consider best practice? ✅ The CEO or HR department proactively communicates with the employee regarding the company's development, personal growth, and the resulting opportunities to adjust compensation. ✅ Salary tiers and limits are clearly communicated, sometimes employees simply outgrow the existing structures. Losing an employee is painful, but we know sometimes they come back due to all the other benefits they had at our company. ✅ There is a profit-sharing arrangement through a bonus agreement, general participation in the company's success, or potentially even staff shares. I am aware that this is a very sensitive topic, and it depends on the industry and company structure. Nonetheless, I wanted to provide an impulse and I am eager to hear opinions, questions, and different perspectives. How are you compensated? What kind of bonus agreements or profit-sharing have you seen? How do you manage this for your employees? Julian Bocklet Timo Jacobi Christina Bräutigam Toygar Cinar Gisela DrexlerAndy Weinzierl Svenja Neuhaus

While the #LaborMarket is rebalancing in a healthy way and the #GreatResignation has run its course, labor force participation remains low. So, keeping abreast of the latest in #compensation, #TotalRewards and #EmployeeExperience offerings is a necessity. Learn more about how you should approach jobs differently in the #FutureofWork.

While the #LaborMarket is rebalancing in a healthy way and the #GreatResignation has run its course, labor force participation remains low. So, keeping abreast of the latest in #compensation, #TotalRewards and #EmployeeExperience offerings is a necessity. Learn more about how you should approach jobs differently in the #FutureofWork.

Sharing some inspiration. I just boarded the plane back home...(New York) I have certainly learned so much from all the great leaders in the customer contact industry at the CCW conference in Vegas this week. I came alone and made so many amazing connections along the way. I wanted to post this because I am a leader of an amazing service team at GTM Payroll Services Inc. (who have done extremely well in my absence this week) and I can openly admit my fears of networking. I've always been an awkward duck when it comes to connecting with others. Anyone else out there know the struggle? #thestruggleisreal 😆 I'm almost 46 years old (end of June) and if there is one thing I hate, it would be the things I fear that create a road block in my life. However, fear is fake...it's a made up thing in your mind. I'm total proof of it. To anyone who fears anything, I say...do it. Take the leap...because amazing things are awaiting you on the other side. Set a goal for yourself to dig into whatever it is and make small goals of it; turn it into a game. I set a goal for myself of making 5 connection and talking about what I do and providing them with my card on the off chance they ever come across someone or they themselves ever need household/domestic employment payroll. I was surprised by not only my passion to inform people of this service, but also that most people are not aware of the need and requirements. One person even said they had a nanny a while back and did everything herself...she WISHED she had known about us. (and would you know... surpassed my goal and connected fully with 17 people from all walks of the CX industry) Needless to say...I did so much networking that I started doing it at the airport and in the plane for no reason. I mean there is a reason...I'm no longer afraid of it. I'm so ready for the next challenge!! I hope that you find the courage, because I know you can do it, too. PS: let me know if you want to know more about household/domestic employment payroll...or if you know someone send then my way.