Sentences with phrase «feel about your employer»

How do you feel about your employer's management style?

Not exact matches

«It's like a gift from the employer that can help build engagement and help employees feel better about where they are working.»

Only 57 % of Canadian employees feel loyal to their employer, a new ADP survey finds, substantially below the 70 % global average, and Canadians are generally less optimistic about the future of the workplace compared to American workers.

When employees feel like their employer cares about their well - being, the impact is powerful.

A 2015 survey of nearly 2,000 U.S. employees conducted by Quantum Workplace and Limeade found that respondents were 38 percent more engaged and 18 percent more likely to go the extra mile when they felt their employers cared about their well - being.

Workplace wellness programs help employees feel like their leaders and employer genuinely care about them.

Engaged employees — those who feel that their employer truly cares about their physical, emotional, and financial well - being — are more likely to have a vested interest in the company and be fully committed to the company's success.

Speaking to your employer about a severance may feel like you're going up against Goliath.

When an employer is making decisions about how an employee may use her time that immediately sets up a situation where the employee feels like a victim, which is disengaging, says Boyer.

I wouldn't dare tell my employer or friends how I feel about xtianity.

Click here to learn about Harden's favorite Chicago restaurant, what he'd eat for his last meal and how he really feels about the Bloomin» Onion, served at his onetime employer, Outback Steakhouse.

«It's taken the example of the CUB sacked workers to harness [the] pervasive fear and fury workers in Australia feel today, about the license given to employers to treat them as disposable,» he said.

Time for some brutal honesty... this team, as it stands, is in no better position to compete next season than they were 12 months ago, minus the fact that some fans have been easily snowed by the acquisition of Lacazette, the free transfer LB and the release of Sanogo... if you look at the facts carefully you will see a team that still has far more questions than answers... to better show what I mean by this statement I will briefly discuss the current state of affairs on a position - by - position basis... in goal we have 4 potential candidates, but in reality we have only 1 option with any real future and somehow he's the only one we have actively tried to get rid of for years because he and his father were a little too involved on social media and he got caught smoking (funny how people still defend Wiltshire under the same and far worse circumstances)... you would think we would want to keep any goaltender that Juventus had interest in, as they seem to have a pretty good history when it comes to that position... as far as the defenders on our current roster there are only a few individuals whom have the skill and / or youth worthy of our time and / or investment, as such we should get rid of anyone who doesn't meet those simple requirements, which means we should get rid of DeBouchy, Gibbs, Gabriel, Mertz and loan out Chambers to see if last seasons foray with Middlesborough was an anomaly or a prediction of things to come... some fans have lamented wildly about the return of Mertz to the starting lineup due to his FA Cup performance but these sort of pie in the sky meanderings are indicative of what's wrong with this club and it's wishy - washy fan - base... in addition to these moves the club should aggressively pursue the acquisition of dominant and mobile CB to stabilize an all too fragile defensive group that has self - destructed on numerous occasions over the past 5 seasons... moving forward and building on our need to re-establish our once dominant presence throughout the middle of the park we need to target a CDM then do whatever it takes to get that player into the fold without any of the usual nickel and diming we have become famous for (this kind of ruthless haggling has cost us numerous special players and certainly can't help make the player in question feel good about the way their future potential employer feels about them)... in order for us to become dominant again we need to be strong up the middle again from Goalkeeper to CB to DM to ACM to striker, like we did in our most glorious years before and during Wenger's reign... with this in mind, if we want Ozil to be that dominant attacking midfielder we can't keep leaving him exposed to constant ridicule about his lack of defensive prowess and provide him with the proper players in the final third... he was never a good defensive player in Real or with the German National squad and they certainly didn't suffer as a result of his presence on the pitch... as for the rest of the midfield the blame falls squarely in the hands of Wenger and Gazidis, the fact that Ramsey, Ox, Sanchez and even Ozil were allowed to regularly start when none of the aforementioned had more than a year left under contract is criminal for a club of this size and financial might... the fact that we could find money for Walcott and Xhaka, who weren't even guaranteed starters, means that our whole business model needs a complete overhaul... for me it's time to get rid of some serious deadweight, even if it means selling them below what you believe their market value is just to simply right this ship and change the stagnant culture that currently exists... this means saying goodbye to Wiltshire, Elneny, Carzola, Walcott and Ramsey... everyone, minus Elneny, have spent just as much time on the training table as on the field of play, which would be manageable if they weren't so inconsistent from a performance standpoint (excluding Carzola, who is like the recent version of Rosicky — too bad, both will be deeply missed)... in their places we need to bring in some proven performers with no history of injuries... up front, although I do like the possibilities that a player like Lacazette presents, the fact that we had to wait so many years to acquire some true quality at the striker position falls once again squarely at the feet of Wenger... this issue highlights the ultimate scam being perpetrated by this club since the arrival of Kroenke: pretend your a small market club when it comes to making purchases but milk your fans like a big market club when it comes to ticket prices and merchandising... I believe the reason why Wenger hasn't pursued someone of Henry's quality, minus a fairly inexpensive RVP, was that he knew that they would demand players of a similar ilk to be brought on board and that wasn't possible when the business model was that of a «selling» club... does it really make sense that we could only make a cheeky bid for Suarez, or that we couldn't get Higuain over the line when he was being offered up for half the price he eventually went to Juve for, or that we've only paid any interest to strikers who were clearly not going to press their current teams to let them go to Arsenal like Benzema or Cavani... just part of the facade that finally came crashing down when Sanchez finally called their bluff... the fact remains that no one wants to win more than Sanchez, including Wenger, and although I don't agree with everything that he has done off the field, I would much rather have Alexis front and center than a manager who has clearly bought into the Kroenke model in large part due to the fact that his enormous ego suggests that only he could accomplish great things without breaking the bank... unfortunately that isn't possible anymore as the game has changed quite dramatically in the last 15 years, which has left a largely complacent and complicit Wenger on the outside looking in... so don't blame those players who demanded more and were left wanting... don't blame those fans who have tried desperately to raise awareness for several years when cracks began to appear... place the blame at the feet of those who were well aware all along of the potential pitfalls of just such a plan but continued to follow it even when it was no longer a financial necessity, like it ever really was...

Meanwhile, a heated debate happened in a Facebook group I belong to for mamas who also happen to be «geeks» about whether or not a husband's request that his wife, the original poster, refrain from putting photos of her and their child nursing, lest his colleagues and employers see these photos and feel uncomfortable.

How do you feel about how appreciated you are (by partner, child (ren), friends, employer, co-workers)?

And I think it's better for the employer parents, too, because it gives them a way to get confirmation of their feelings about the babysitter in a more professional way.

Even if you feel nervous, talking about breastfeeding with your employer can make the back - to - work transition that much easier.

, less healthcare costs and better employee morale because moms feel their employers care about the health and wellbeing of their families.

«The number of women saying they feel pessimistic about their future in the profession and the number saying their priority is to leave teaching must give employers and Government pause for thought about the urgency of the need to create a teaching profession which genuinely values and supports all women teachers.

Council candidate Rebecca Lynch last night admitted that many people in the eastern Queens district she hopes to represent feel that her former employer, Mayor Bill de Blasio, «does not care» about their issues — though she argued that sentiment predates the current mayor.

Future employers might have strong feelings about you being religious,»» Paley recalls.

She added that workers who felt good about their former employers could become future customers and could also relay new business knowledge and insights back to their old employers.

In a resignation letter to the FAA, one Albuquerque - based controller summed up the sentiments of many: «I do not feel I can continue to work in an environment that is so vindictive, or for an employer who is more worried about the bottom line rather than safety.»

Legislation in this area is open to interpretation, but as a general rule, if an employer doesn't draw attention to gaps in your career history or ask specific questions about your health and if you feel that it will not affect your ability to do the job in question, then you are entitled to keep it private.

So think hard about how you'd feel if a potential employer or acquaintance found personal data about you on a dating site.

«The number of women saying they feel pessimistic about their future in the profession and the number saying their priority is to leave teaching must give employers and government pause for thought about the urgency of the need to create a teaching profession which genuinely values and supports all women teachers.

Your employer has a responsibility to protect you and your wellbeing, so if you are feeling particularly stressed or overwhelmed, it may be worth talking to your boss about possible solutions.

How do employers feel about the credibility of online degrees?

When the employers is disappointed, stressed out or disinterested the employee also may not feel great about it.

And don't feel bad about it: Some employers actually expect pushback.

Ed feels grateful to his former employer for his defined benefit pension plan, but he doesn't feel that way about his adviser of 25 years.

It is natural to feel confident about your employer but risky to have too much of your portfolio riding on the same place your pay check comes from.

Many employers see the value in giving workers paid time off to volunteer, so you might as well take advantage of that and feel good about yourself in the process.

Looking around a bit more, though, led me to discover that CuriousFactory, the fellows involved with that English release, have brought over a few other mecha games in the past (link may not be entirely safe for work, depending on how your employer feels about little cartoon girls wearing only a belt for a shirt), specifically three different shmups.

In previous articles, we have written about how Canadian Human Rights legislation confers broad powers on adjudicators to make damage awards for wage and other financial loss, for damage to dignity, feelings or self - respect, and for exemplary damages to drive home the heinous nature of impugned conduct; to order employers to institute educational programs; or to do other pro-active things to secure compliance with the Code.

Default retirement The most significant alteration in the sphere of employment law is likely to be felt by employers in the realms of retirement as, after much discussion about the wording of the transitional provisions, last month saw the end of the well - known but not well - loved default retirement age of 65.

One of the first steps toward achieving this, according to the University of Minnesota's HR office, is to create an atmosphere of trust and collaboration in which employees feel like they can speak to employers / managers about their goals.

Employers should be aware that if they do not feel comfortable providing references, they may decline to do so, or they may choose to limit their comments only to basic information about the employment relationship, such as dates of service and responsibilities of the position.

If your employer has offered you a compromise agreement, otherwise known as a settlement agreement, you may be feeling a range of emotions — shocked about being asked to leave your role, nervous at the prospect of facing unemployment and concerned about your financial security.

My big question for them was about how their participation in social networking would be viewed by future employers, and was surprised that one felt law firms would not be looking at this unless she was involved in profession - related discussions online, while the other had been approached for work through the social networks.

Conversely, those looking for a job can use such information to create a profile that they feel — based on information available online about the employer — best matches the skillset and values the employer prizes.

«When we represent employers of someone who is known to be very active on social media, or if we know somebody who has talked a lot about the case even before we get to mediation the feeling is this person is going to be at greater risk for breaching confidentiality terms than others,» she says.

It feel's nice when your employer cares about you and your family's future.

Our productivity improves when we care about our job, feel that it adds value to our life and that our employer takes an interest in us.

But internships should be predominantly about mentoring and teaching the intern so that employers feel confident that they will be valued and knowledgeable employees.

Your employers will want to see any available information about the courses you've taken, both formal and informal, plus your completion status; feel free to list any training sessions that you haven't finished yet, just be sure to add the date when this will happen.

If you're feeling uncertain about the conclusions you've drawn about an interviewee then collect as many references from their previous colleagues and employers as possible.

Employers do not want to hear a litany of excuses or bad feelings about a negative experience.

If you're feeling comfortable and are good at reading the room, a small joke about interview tables reminding you of the principal's office, or some similar comment, can often break the ice for you and your prospective employer.

Whether you're about to start a new job, have mutually decided to part ways with your employer, have decided to quit and find a new opportunity, or are being respectfully let go, the last few weeks at a job you know you're leaving can feel a bit out of place.