Decoding Dilbert (Part 6) - Spark Hire

Decoding Dilbert (parte 6) - Spark HireEmployee relations with management at Dilberts office are often less-than-ideal. The PHB rarely listens to anyone, and often seems to have no idea whats going on around the office. In this strip, he takes it one step further, by explaining to Dilbert how he is responsible for the PHBs success and behavior. How does that work, exactly? Lets find out in another installment of Decoding Dilbert.The PHB begins by approaching Dilbert when he is clearly in the middle of something. In fact, Dilbert never looks up from his computer screen the entire time (points for multitasking, I suppose?). This sets the tone for a typical set of employee relations with management around Dilberts office. They literally are not seeing eye-to-eye as they talk at each other, instead of to each other.But, whats new about that? Isnt that how employee relations always go in Dilbert-land? They certainly do, but this strip shows how poor communication between employees and man agement can lead to mutual blame and avoidance of accountability.The poor communication in this strip begins with PHB talking to Dilberts back. They arent facing each other, because PHB has made Dilbert work harder and is now providing an unwelcome interruption to that work not good employee relations. The two basic lessons here are a matter of common sense look at someone when you talk to them, and dont drag someone into conversations when theyre busy.Simple as they are, these lessons are important, because at first glance this conversation seems to be a casual chat between management and an employee. However, Dilbert doesnt respond in a casual way. Dilbert clearly has PHBs employee relations skills on his mind when he responds to his boss. Dilbert responds to PHBs poorly timed and poorly executed attempt at conversation with irritation and insults.Dilbert points out that PHB needs to solve his character flaws. Dilbert isnt necessarily wrong, but this is a poor way to approach a co nversation with management. It avoids any kind of accountability by blaming the other partey. Dilberts poor communication immediately puts PHB on the defensiveNo, Im fairly sure the problem with my charisma is on your end.The great part about this line is that it picks up on the power of perception and attitude in employee relations. Ever worked at an office where some employees love the boss and others cant stand him/her? The relationship between employees and management does vary from employee to employee, and does have to do with 2-way communication between employees and management. PHB is correct in that Dilberts perception of PHB has partly to do with DilbertThat doesnt excuse PHBs role in the relationship, however. It just underscores the importance of being accountable for every interaction when it comes to employee relations. Dilbert and PHB both get some blame in this scenariobut they should have been assigning it to themselves, not to each other.Decoding Dilbert unravels t he real-world HR problems in the cartoon world of Dilbert comics. The series focuses on a different strip every week, with an eye toward improving employee-management relations. Suggest a strip by leaving a comment below, or send Kristin a tweet ithinkther4iamb DecodingDilbertDecoding DilbertPart 1Part 2Part 3Part 4 Part 5IMAGE Courtesy of Dilbert.com

Four Ways to Ask for a Raise in a Recession

Four Ways to Ask for a Raise in a RecessionFour Ways to Ask for a Raise in a RecessionAsking your boss for a raise can be a delicate matter at the best of times. Trying to secure extra pay and benefits during the worst downturn since the Great Depression might seem like a lost cause, but there are some things you can do to increase your chances of success. Here are four of them (hint they all require a little preparation before going into any negotiation)1) Underline how your responsibilities and importance to the company have grown since your last salary review. The first step in negotiating a salary raise in any financial climate is to prove that youre worth it. Going in armed with a list of recent achievements, improvements and initiatives can help you make a compelling case for your overall worth to the company.2) Acknowledge that theres a financial crisis, and be prepared to negotiate for something other than money. While extra time off may not pay the mortgage, getting paid the saatkorn to work less may be a desirable option for some, not to mention a route that employers seeking to retain staff and control spending might opt for.3) Know your worth and the level of demand in the marketplace for your skill set, before entering into any negotiations. Its difficult to make a case for a higher salary when layoffs in your industry have experienced professionals eyeing your job, but knowing the typical salary for your position even in tough times can pay dividends. And if your skills are in demand elsewhere, knowing that can be a very effective tactic when it comes to answering questions about just why it is youre worth that raise, even in a slow economy.4) If all else fails, state the truth If youre doing the same job you were a year ago, and for the same salary, the chances are youre less well off than you were then, due to rising prices. While personal financial difficulties (credit card debt, etc.) shouldnt come into a negotiation, theres no harm in remindi ng your boss that gas prices have made your commute more expensive.