Fighting at the Workplace – Not a conversation, but sometimes War!


Everyone of us has, at one point in time, had a difference of opinion with a colleague or a boss. This is quite normal in an environment where people are operating close together, such as in a working environment. The arguments will come to light when they are related to important matters, who getswar of words promotion, who has the biggest salary raise, division of labor, competition clauses and so on. Research shows that as many as one in five employees in 2016 had a fight with a colleague or boss. But sometimes minor irritations get out of hand and create an unworkable situation, sometimes leading to a short war. How do you ensure that a fight does not become a real labor dispute? Or worse a war? Or can a war of words sometimes cleanse the air between people? Just read on and find out.

Never had a fight?

Are you one of those people who say they never have disagreements? Sorry, but that is pure nonsense, everybody has: quarreling is part of the equation. And you should not be afraid of a disagreement. Do not avoid a conflict. But also be critical of yourself. Do not remain stuck in your own right. And watch out for well-intended advice from the home front. They show empathy for your feelings, but that helps not always to solve something. 

Personal aspects also play a role. How does someone feel and how are they doing at home? Does someone want promotion, but is it unsuccessful? Do you think that you are not appreciated enough or that you do not earn enough? You see, sources of unhappiness enough.

Two types of fights

war at workExperts in the matter say that there are two types of conflict, hot and cold. In hot conflicts it is literally hot. People make noise with doors, run red in the face, are irritated and angry and talk or argue very loudly. And then there are the cold conflicts. They are more subtle, they are slumbering. People do not talk to the colleague with whom they have a problem, but they do talk about it with others. Or they gossip.

In any case, both types of quarrels need to be attended to immediately. Letting things fester is the worst that can happen.

Culture of fear?

I feel that the latter of fight (the cold one) is more common. The reason is that people have trouble speaking about it. Saying that something is wrong or you feel that something is wrong often does not happen. There is a kind of fear culture. 

Causes of conflicts at work

Lack of appreciation
Work pressure due to lack of time

And talking about it is important. The longer you wait, the worse it gets. Many people think over time: now it no longer makes sense, it is already too late. And it often turns out that people think they have done something about it, but that in reality it is often not true at all. 

Very different feelings

That is a pity. It may sound a bit like fiddling, but see a conflict as an opportunity. It is part of your private life and your working life as well. And you can make it move you forward. That is why people should be conflict-solving and not try to look the other way. not talk about conflict

What makes it sometimes difficult is that what someone can feel as a major conflict or a quarrel, does not feel that way at all for the colleague or manager in question. It is a matter of perception. People who focus on cooperation sometimes see a difference of opinion more quickly as a conflict. While people who are more of a negotiator or a fighter do not regard it as a fight at all.

Example of an engineer

And conflicts arise out of stress due to problems at home. For example, there was a software engineer who had clearly been at his limits for a while. When he was approached by colleagues, he was very irritated. Mediation made it clear that he was stressed by his home situation. To sort this out, understanding among colleagues was created and the issue was resolved quickly. 

talking is betterTwo elements play a role in every conflict. To start with: uncertainty about the business agreements. Because if people don’t know what to expect from each other, problems easily arise.

The second is the relationship with others. How do we deal with errors and how do you work with others? In companies where a lot of attention is paid to cohesion, for example by organizing drinks parties and company parties, you see fewer conflicts. Because you get to know people better outside work, you get more understanding for each other. 

Resolving the fight

Resolving or preventing a conflict can best be summarized by the motto: do not deny what you really feel. If something is bothering you, you have to do something about it. Talk to the person with whom you have a conflict. If necessary, go to a supervisor, someone from human resources or a counselor/mediator.

Because that is the most important thing to prevent conflicts at work. You have to talk about it openly. People often don’t discuss it. Then it gets bigger. And for such a conversation it is important to think: what would it ideally look like? What would work well for me? people never thought about that beforehand. 

The war option

So, now back to the hot option. In an example, a mediator speaks about handy tips on how to settle disputes nicely. Not gossiping for example, staying civilized and not exploding or shouting loudly, yeah right. I agree that this will have some effect, but that is not the answer to everything. All good and well but sometimes the soft touch will not work and it is all out war (lol).

That goes like this: People goggle at people who do wrong. They make passive aggressive jokes. They throw with doors. Oh yes, and that loud call on the war at workbalcony this afternoon drowned out the sound of the monthly fire alarm drill. Furthermore, during the fight, they completely forget to convey the soft message while the mediators agree that it is better to say to lazy John of logistics: I have some difficulty with you submitting your figures so late, because that slows down my work and makes me feel nervous in my belly, instead of “Asshole!” Hurry up, you are always late, you are such a dick! In addition, you should not use sentences with the words ‘always’, ‘never’ combined with you because that removes every nuance from the conversation .

In this case, arguing is not a conversation. It sometimes is war. Of a temporary nature of course. And of course you can follow all sorts of  conflict management courses at the office. But you can sometimes make the whole thing go wild. No civilized exchange of thoughts. Simply: boom, go for broke and face the consequences!

Your escape route

Do I believe this all out war works? Well in some cases it does as colleagues have a plan Band bosses might think that they have really upset the employee and feel guilty about it. Yes, this might happen.

However, in most cases the soft touch will work better, because one wrong word, hitting the wrong tone, showing anger in public especially with your boss and you are dead in the water. But do you need to be afraid of that?

In my humble opinion, you should not be afraid, as you have already prepared yourself for this situation. You were expecting trouble ahead, maybe a sudden lay-off, or to be made redundant or ending up in a fight. So, as anybody in a job should have, you worked on your personal escape route.

So, how did you do that? By becoming your own boss, having your own websites and promoting other merchant’s products and receiving a commission when an item is sold. It is called affiliate marketing and anybody can do it with the right support. I am an affiliate marketer myself for many years and I am getting all the training and support from the best in the business. You can read my full review of how this program works by clicking here. My review will also give you a link with which you can sign-up for free for one Full Free week and you can experience the community firsthand. If you like it you stay, if not you can get out without any commitment.


Networking for a Job: Good for some, not for All


Bored of cocktail parties, talking to many people you hardly know about trivial things, hardly anybody listening to you? If you have this attitude, then you are building a networkprobably not very good at networking. Yet most of the jobs are filled through this method. Many applicants and job seekers are looking for a job or vacancy in the wrong place. Every day and every week they look for vacancies in newspapers or on the internet. But what is the reality? Only some 30% of vacancies are directly visible through newspapers, trade journals or the internet, whilst around 70% of vacancies are not immediately visible and go through a network.

Not many people know

This came to me only after researching about networking. I knew that people get jobs through this method, but did not realize that most jobs do not even make the paper or the internet. If you are like me, you might hate networking, however, in this article I will attempt to take away some of the misunderstandings. It might help you to realize that it is not what it seems at first glance. To take away one wrong thought right from the start: networking means asking for a job. It is not, it is asking for information. I will explain how this is supposed to work and what you can do to take part. Networking is good for some, but not so good for others. If you are in the last category, I will give you an entirely different way out at the end of this blog. Let me start with the definition.

What is networking?

To get a good idea of what networking can mean when finding a job, you first attending to partiesneed to know what the definition of networking is. If you consult any dictionary, networking is described as follows: it is the creation, development and maintenance of social contacts in order to obtain information that can be used to your advantage in your profession or career. You see, asking for information puts less pressure on people than asking for a job!

How people react to networking

Experience has shown that some elder people find a job more easily via networks than by sending application letters. For many people, the word “networking” unfortunately has a negative connotation. When it comes to networking, they mainly have the image of business networking at business meetings by people in a tight suit, with a drink in hand and a smooth chat. The idea of ​​finding a job in this way scares many. In addition, “I don’t have a network at all” is often the first response and “I’m not good at selling myself at meetings like that” is usually the second. I am afraid I was one of these people.

But again read the definition of networking at the top of this article. It clearly states that networking means that you are trying to get information to help you find a job. If you expect that you will have a ready-made job waiting for you through networking, then you have a wrong view of networking. Networking can help you to get one step closer to your dream job. That is the its power. Of course easier said than done, so what to do?

Creating a network takes time

networking takes timeIf you are reading this right now and you think you should start, you may be too late. Creating a network actually continues throughout your life. People are coming in and people are hopping out, because this is an ongoing process. The good news is that you can of course start with it at any time. Creating a network takes time and effort. You do not do this overnight. But as you will see most of us already have a basis for a network. Let’s get to it.

How to build a network

Before you start networking, you should have a good idea of ​​what you can do, what skills you have and what you are looking for. This will be your starting point. Then follow below four steps in the order given.

Step 1: Certainly people who have been without a job at home for a while often have the idea that they have no network. Fortunately that is not correct. Your network starts with the people closest to you: tell your family, friends and acquaintances that you are looking for a job (and what kind of a job!). This is going to be your core network.

Step 2: Here is where social media get more important. you will try to get into the second ring: family of family, friends of friends and acquaintances of acquaintances. Look for a family member or a friend with an extended network!

Step 3: Approach former school mates and colleagues, friends at sports clubs and hobby clubs. In short, everyone who could already be in a network, but you did not know that they formed your network. Contact people again. Even if this is a while ago. Renew these contacts. LinkedIn is an important tool for reviving contacts. Make lists of these contacts and add where you know them and what they do. In this way you build up your network and this results in valuable new to network

Step 4: Approach people you don’t know at all! Right here social media can help greatly, after all, you are not asking but looking for a job and just want information.

Maintain your network

This part is often forgotten. Maintaining a network takes time, but the time you invest in it can be invaluable. So regularly send a message to your contacts, pick up the phone or agree on meeting with them. Don’t just walk past these “old” contacts at meetings because you are focused on making new contacts. Stay connected with your entire network. Old and new!

Do this consequently and continuously and you are also expanding your network!

What do you need for successful networking?

I said before that networking starts with a good knowledge of yourself. So what are you looking for? What are your strengths and weaknesses? Do you have good communication skills?
Good communication skills include:
Can you have a good conversation?
Can you listen well?
Can you interpret non-verbal signals?
Can you present yourself? Do you know how you come across with someone else? Your attitude can also deter people from contacting you. Be aware of this.

what do you need for networkingAs a networker you must be alert. Do you dare to seize opportunities when they arise? You must be very alert to the conversations around you. What do you hear, what do you notice? Save that information and do something with it. But be spiritually present at the conversation you are currently having. There is nothing worse than being in a conversation with someone who always lets his eyes wander in search of a more interesting conversation partner.

You must also have a helpful attitude. You are not only there to take but also to give. Exchange information if you can help someone else with that. That creates trust and it will also make it easier for you to be called upon. A goal of networking is also to build trust in your network.

What do you ask your conversation partner?

It sounds very logical, but tell your conversation partner that you are looking for a job. You may ask who you should contact if you are looking for a job in a certain industry. Never give your CV, but ask specific questions. A conversation lingers better than a cached CV. Often the recipient cannot even remember who the giver was. A nice conversation stays in the memory for much longer.
If you keep in mind that you are looking for a job, you can also steer a conversation in the right direction. By asking specific questions, you can integrate your job search into the discussion. If you receive tips, immediately follow them up. Don’t miss an opportunity by waiting too long.

What to do being an introvert?

What do you do when you are like me, being more of an introvert? You hate all these parties and senseless talking, but here is the thing. People who arewhen you are an introvert introverted don’t have to worry that they are bad in networking. On the contrary, they have advantages over extroverted people. Introverted people can listen very well, they let the other person talk first and they feel heard.

Introverted people are also good at observing. They look closely at the person they are talking to, and they are often very curious – they are more open to new things.

So, do you think you have got what it takes? Then go ahead and try it out.

On the other hand, I know there are people out there who can’t be bothered by all this. If you will indeed have nothing of it, then why not follow my number one recommendation to eventually get out of the corporate jungle?

Become you own boss with the internet

Everybody in a job will run the risk of (temporary) unemployment. My advice is to prepare for the worst and start working on an escape route, whilst keeping your current job. You will become your own boss, having your own website, promoting your favorite products and making money on the side.

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People do not Leave because of the Job, but are Quitting because of the Boss


Many employees resign from a job, but as people might be thinking, it is not because of the job itself, but because of their supervisor. There is a lot of research nowadays confirming this trend.leave because of boss

It is found incredible how often we hear managers complaining that their best employees are resigning. And they certainly have reason to complain, because few things are so precious and work as disruptive as the departure of good forces. Managers often blame the high turnover and all sorts of factors, but ignore the crux of the problem: people don’t leave because of the job, but because of the boss.

Experts give some points where managers sometimes fall short and these are real reasons for leaving:

They promote the wrong people

To start with a very important one. Employees sometimes quit because they have to work with lesser workers – or even have to tolerate them as their boss. Hard-working staff wants to be in a team with professionals of the same attitude. If managers do not commit themselves to finding new, good employees, it can be very demotivating for those who are stuck with worse employees. Giving a promotion to the wrong person is even more demotivating. It is a huge insult if you work hard and get no promotion, and even worse when the red carpet is rolled out for the under-performing sweet mouth. No wonder so many people then simply choose another career.

They do not recognize your good work

You know you have done a good job, you have given it all you got as usual and others compliment you with your work. But not your boss!  Everybody likes to boss fails to see your good workhave a pat on the back, even employees who perform well and who are already motivated by themselves. Everyone likes to receive a compliment, especially the people who work hard and give everything. Managers need to communicate with their employees to find out what makes them feel good (for some it is a bonus, for others it is public recognition) and then reward them for their good work. If your company does well, you often do that because you have retained your best people. 

They just over ask people

There is no better way to make good employees burn out than by just asking more and more from them. It is so tempting to let your best people work harder than the rest. However, it is not a good idea, when this not being rewarded in one way or another. For such an employee it feels like he is being punished for the fact that he is performing well. Moreover, asking too much of any employees will work counterproductive. Recent research shows that productivity per hour sharply decreases if the working week is longer than 50 hours. After 55 hours, productivity decreases to such an extent that working more is no longer a valuable option. 

As a manager, how do you handle it in the right way? If you have to give your talented employees more work, you better ensure that you also increase their status within the company. Talented employees will accept a greater workload, but they will not stay if their work is overrunning them. Salary increases, promotions or a new job title are acceptable ways to increase the workload. 

More promises than deeds

Whoever makes promises can put himself in a difficult position. There is a fine line between making people very happy and seeing them close the doorboss makes only promises behind them. If you honor your agreements, you will gain respect in the eyes of your employees. You prove that you are reliable and honorable (two very important qualities for a boss). But if you do not honor your agreements, you will come across as unjust, not compassionate and not respectful. And moreover you set a bad example, because if the boss does not comply with his or her agreements, why should the rest?

They don’t care about you

A good boss cares about his people. More than half of the employees who leave do so because of the relationship with their boss. Smart companies ensure that their managers know how to keep the balance between being professional and yet remain compassionate. These are the bosses who celebrate the successes of their employees, empathize with them when they are struggling, and confront people, even when that leads to painful situations. Bosses who don’t really care for their staff will always have to deal with a high number of changes. It is impossible to work eight hours a day or more for someone who is not personally involved.

They do not offer people an intellectual challenge

You would think that an employee who is not having a hard time is the most boss does not challengesatisfied. Well think again, this does certainly not apply to your best performers. As a manager you have to ensure that he or she is never bored. Good bosses challenge their employees to achieve things that seem impossible at first sight. Instead of setting ordinary, marginal goals, they set grand goals that get people out of their comfort zone. Good managers then do everything in their power to help them succeed. If talented and intelligent people have to do things that are too easy or boring, they will look for another job that will put their intellect to the test. 

They don’t let people pursue their goals

Talented employees are driven. And most of them indeed are talented, otherwise you would not have hired them. If you give them the opportunity to pursue their goals, they will become more productive and more satisfied with their job. But many managers prefer to see their people work in a small controllable frame. These managers fear that productivity will suffer if employees are allowed to look wider. This fear is unfounded. Research shows that people who are allowed to pursue their goals at work end up in a “flow”, a euphoric state that makes them five times more productive than the norm. 

They don’t let people develop their skills

Managers sometimes want to forget, but talented people also have to be managed. When managers are asked why they have so little eye for their staff, they come up with an excuse. They talk about “trust,” “autonomy,” and no training“empowerment.” This is complete nonsense. Good managers provide guidance, no matter how talented the employee may be. They pay attention and listen and provide feedback. I would say, that especially if they are talented, you want to steer them in the direction that is most beneficial to the company. Or is this an alien concept to you guys?

They do not support their creativity

The most talented employees always want to do better. As managers you have to assist them in this, even if you don’t feel comfortable with it. Take away their ability to change and improve things because you only feel comfortable with the status quo and they will start hating their job. If you restrain their innate desire to create something better, you limit not only them, but also yourself. Why don’t you use the capabilities of your staff to the fullest?

Final thoughts

In summary: if managers want their people to stay, they must think carefully about how they treat them. Good employees may well take a beating, but their talent offers them an abundance of options. You must ensure that they want to work for you. 

Managers must do a lot more for their employees to make them happy, but more importantly to make them more productive.

Still there are a lot of employees that consider quitting, so where do they go or what do they do?

Well, one very good option that has been taken more often lately is to become your own boss and start your own internet business from home. You want to be one of those millions that work and earn on the internet? Read my personal experience and number one recommendation to just do so by clicking here.

This is for the Disgruntled Employee – What Management should do, but doesn’t


In general, people do not complain about the rules that you agree with each other. They are already geared up to all those rules and laws and people also know what they can expect and what they are entitled to. As companies we have made entire agreements about this. However, people mainly complain about the implementation of all these regulations. And that can have major consequences. unhappy employees

Here are some examples. The computer does not work again, the coffee cannot be drunk and your colleague is constantly bothering you. And also, grumbling about work and employers seems to be the favorite activity during parties and other social gatherings. While all that murmur relieves just as well, it is a symptom of a major problem, as it can lead to severe problems.

Here is what companies and their management can do about it, but in many cases don’t. And where does it leave you, the really disgruntled employee? It is time you take action yourself and I will tell you how.

Why the dissent?

Whilst above mentioned facts are relatively small things, which have to be dealt with even so, here is a list of issues that can really influence the behavior of an employee adversely. They include, but are not limited to the following:

  • Disrespectful treatment or regard
  • Lack of recognition
  • Troublesome working environment (too much noise, bad air)
  • Favoritism and nepotism (usually through promotions or the lack thereof)
  • A contested Performance Review
  • Bullying
  • Sexual harassment
  • Lack of career growth or financial gain
  • Trouble with management and HR not helping
  • Domestic Issues outside of the workplace (health, marriage, etc)

You might have noticed that the majority of issues is related to the leadership or management of companies. The last one can clearly trouble you a lot, however, it is a little outside the scope of this article.

What the management should know

Whatever all that grumbling is about, it is a sure symptom of employee dissatisfaction. Dissatisfied employees are very, very rarely happy employees and without satisfaction there will be no motivation and necessary involvement and commitment. And without motivation there will be little unhappy workersperformance. See here: a nice chain reaction with an unfortunate result: companies with grumbling people perform worse than companies without them.

Remember that the murmur is usually about relatively small things. As a rule, the entire company does not really have to be turned around to solve the issue, to better organize that workplace or to order that safety helmet. And yet the impact of those apparently small things is potentially huge. Sometimes I doubt that management sees the potential issues.

What about the engagement of employees in our companies? 

The figures do not show a very uplifting picture. Global company research * shows that 1 in 5 employees have already mentally left their own organization. So no involvement, no connection, no development, growth and therefore returns. 

How do you get employees to take a new direction? My message is therefore simple: listen to your people and their (informal) complaints. Don’t play down – “that they moan about such a thing” – but take your people and their complaints seriously and resolve them before they grumble about it at parties. Why would an employee really want to perform for the interests of the company if that company does not give home when it comes to their basic interests?

In order to help you achieving this, here are 4 things that you can bear in mind.

1. Have an open mind

Dissatisfaction with employees can be annoying, but at the same time it is a relief, namely, dissatisfied employees are at least not indifferent. They hope for the better and that it is dealt with properly. The pitfall is to label dissatisfied employees as dissatisfied people who are “just like that”, unchangeable. With that you wipe the possible value of their thoughts off the table and you deny their (albeit unpleasant) invitation to contact.have an open mind

Be careful not to be influenced by the prevailing negativity. Invite the dissatisfied employee for a sincere conversation, where you show interest in his / her thoughts. Show where these thoughts actually connect to what is happening or will happen, where they can add something valuable and in which they simply do not fit.

By showing genuine interest, someone feels valued, part of the group and perhaps the most important part: a part of the solution.

2. Get to know your people

The times of lifelong loyalty to one employer are over, most people are committed to their career, not their company. That is why it is important for employees to feel that they have the opportunity to use all their knowledge and skills so that people feel valuable and will stay that way.

In addition, employees want to be able to develop, they want to feel that there are opportunities for growth and that they can seize opportunities that suit them. Certainly young employees, certainly highly educated. Regular personal contact is also essential for this.

It is not necessary to have an in-depth conversation every week, but to develop a sensitivity, an alertness, to see or create opportunities for different employees, so that you can provide them.

3. Loosen control

A direct consequence of making genuine contact with employees is that you create an atmosphere that makes connection possible and in which people give each other something. It works to discover common values, between employees and between employees and the company. Discussing personal make contactand shared goals makes them feel seen and appreciated and that there is a future ahead of them. This requires managers to be able to let go of control, to have the reins loosened up.

The worse things get, the more people are inclined to tighten the reins, but that only leads to more resistance. Successful collaboration means trusting each other and trust can only build up if you make contact with each other and get to know each other. By making personal contact, showing genuine interest and connecting, you know exactly what you have and you know what you can trust. Trust is the best sign of appreciation.

4. Accept the vulnerable feeling

Making contact, showing that you do not know or master everything, asking what unsatisfied employees have in mind, noticing where there are opportunities for others, it can feel vulnerable.

Sometimes something (or much) will have to change in order to work together that way and that makes it hesitate, that is again the natural resistance to change. Take the risk and build mutual trust. Ultimately, that connection offers the freedom and security that the entire team needs to grow. An excellent breeding ground for a new foundation.

The impact of connecting is immense!

The impact of involved and connected employees is immense. For more than 25 years, the American Gallup Institute has been investigating the involvement and commitment of employees in more than 65 countries.

Research shows that increasing employee engagement leads to a 20% increase in productivity. Moreover, the chance that a connected employee leaves the company is 87% lower than an employee who is not involved and / or connected. In other words, committed employees contribute more and stay longer!

So why still so many disgruntled employees?

Because not many employers can show they said yes to all questions unhappy workerbelow. Can I hold up a mirror to you in the form of these five questions?

I actively involve my employees in decisions and processes yes / no
I regularly talk to my people on a personal basis yes / no
I know what my staff needs; I put them “in their power” yes / no
My employees feel that they are doing meaningful work yes / no
My employees can flourish within the company yes / no 

If you answered ‘no’ to one of these questions, it could be that many, possibly your best people are about to leave. In fact, not many employers can say yes to all of these questions.

They feel pressure from above, they have their deadlines, targets and KPI’s to tend to. And hey, if they reach their goals, nothing can be wrong? Can there?

Final thoughts and unique opportunity for you

It looks so easy and straightforward to do something for you, the disgruntled employee. All the tools are there for management to turn things around. Yet it does not happen!

So where does it leave you, with all of you grievances? You feel left out in the cold! Well let me tell you that you are only one small decision away from a new life. It is time to take matters in your own hands. I suggest doing so by starting your own internet business, doing so whilst still having a job, but realizing you have a way out.

The big question you will have is how to do it? Answer: by joining the best internet business support program in the world. I know, because I am part of it. If you are interested in this life changing opportunity, you can read my full review of the program by clicking here. My review also has a link, where you can sign-up for free for one week and experience the program firsthand. If you like it you stay, if not you can leave without any pay.

Cultural diversity at the workplace


Diversity is a very up to date topic, now that people migrate more and more. Immigration and integration are nowadays buzz words in a lot of (Western style) countries. But what about the workplace? Some companies understand that diversity in the workplace can have its advantages. Diversity is by people of all kindsdefinition a broad concept, which I will explain in the next paragraph. There are those who claim that when a company wants to reflect modern society, it preferably has a rich mix of employees at all levels of the organization. And yes, there are benefits of cultural diversity, especially in the workplace, although not all companies may benefit. This and more below.

The meaning  of diversity

Let us first get clear of what diversity is. Wikipedia explains diversity as follows: in sociology and political studies, diversity is the degree of differences in identifying the members of a purposefully defined group, such as any group all racesdifferences in racial or ethnic classifications, age, gender, religion, philosophy, physical abilities, socioeconomic background, sexual orientation, gender identity, intelligence, mental health, physical health, genetic attributes, personality, behavior attractiveness. This, indeed is broad.

Cultural diversity is the quality of diverse or different cultures, as opposed to mono culture, the global mono culture, or a company culture. The phrase cultural diversity can also refer to having different cultures that respect each other’s differences. 

The problem of discrimination

Ethnic minorities, elder persons, women and LGBT people, among others, still face discrimination in job application procedures and in the workplace. Because of that discrimination, diversity is not yet a reality everywhere. How did that happen?

Because people have implicit prejudices: their world is based on classical discard peopleviews. For example, the ideal that the man works and the woman stays at home and takes care of is still alive, often unconsciously. That requires a change in mentality, and luckily that is happening. Women no longer have to fight to be able to continue working after their marriage. But people still face minor but also serious discrimination: vacancies only aimed at men or women, or women who do not see their contract extended after their pregnancy.

I have written a special article about discrimination against age in hiring people, which you can access here.

Diversity in practice

Fortunately, more and more companies are committed to diversity. Some companies got it right. One representative said: “We have, among others, employees from Rwanda, Turkey, Morocco, Syria, Bosnia and Macedonia, throughout all layers of the organization. Thanks to our internal diversity, we are able to connect with the target group in a natural and relaxed way. ” 

“Everyone has the right to equal treatment, equal opportunities, regardless of the background. For years we have focused on competencies in our recruitment, not on background, age, religion, diplomas, sexual orientation, being disabled … We create a healthy mix, because we want to see our market reflected in our stores.”  

Benefits of diversity

In addition to addressing the right target group, there are numerous reasons for betting on diversity. First of all, a company increases its possibilities diversity is goodbecause suddenly there is a choice from a wider range of talent. “We are opening the door for many more people. “And diversity also increases creativity. With different backgrounds you hear different ideas, that is an advantage for us. ” 

A diverse team also offers the opportunity to conquer foreign markets. Knowledge of languages ​​and multicultural insights come in handy in a globalized world. This way, wider and new target groups can be addressed. 

In addition, cultural diversity and varied viewpoints ensure that the workplace becomes a bustling place. In a collaborative and mutually reinforcing workplace, people develop respect for each other. And with respect for each other’s differences, employees find agreements more easily. This way fewer conflicts arise. “We want to create a better workplace,”  a CEO says, “where people feel good because they can be themselves. Their faith, their sexuality, it doesn’t matter. In fact, it enriches the internal society that our company is. ” 

Finally, a detailed diversity policy is good for the reputation of a company. That is also important for the atmosphere on the floor. A company that does well offers employees more opportunities. Employees remain loyal to the organization for longer, and so do customers. A company with a good reputation also attracts even more diversity and therefore more talent. In this way, more diversity guarantees an upward spiral. 

How do you achieve a rich mix?

So it looks to be a good idea, but how do you initiate such a change? A major challenge is to promote diversity across the board, not just for women. Also for example for men who choose a caring profession or who want to take parental leave. We need to convince people that diversity is a challenge for everyone, not just for people in a minority position. build bridges, not walls 

In addition, you can bet on more diverse application committees. “We know from sociology that people are inclined to choose someone who looks like them”. “A group of white men therefore chooses a white man. There are also stereotypes: research shows that both men and women consider men more competent. Attention to the composition of selection committees is therefore important, as is making committees aware of the risks of implicit discrimination and inequality. “

Companies and organizations perform better if they employ people with different cultural and ethnic backgrounds. The central government wants to share ideas with employers, so that they hire staff from different cultures.

Why is cultural diversity important in the workplace?

Companies and organizations perform better if their staff have a mixed have different points of viewcultural and ethnic background. Research shows that. The condition is that managers can handle the mix of backgrounds well. Companies with cultural differences in the workplace:

often have a higher turnover;
have better chances of survival;
are more innovative, creative and solve problems better. This is because employees have different points of view;
make better use of the labor market because they recruit more talent;
have more satisfied and loyal employees;
do better in the market because they know better what is going on among various customer groups. This allows them to respond more quickly to developments in the market;
get a better image through cultural differences in the workplace.

How do employers get culturally diverse staff?

Employers can ensure a cultural mix among their staff in all sorts of ways. Namely by:

recruiting staff through networks of their own (culturally diverse) employees;
recruitment of staff via networks of (culturally diverse) employees from outside the organization. And / or via (specialized) recruitment and selection agencies;
training managers so that they recognize the qualities of culturally diverse staff and know how to use them well. This is also called including leadership;
training employees so that they have insight into the qualities of colleagues with a different background than themselves. This way they can improve their collaboration.

Final thoughts

Nowadays, cultural diversity takes an important place in society and in corporate life. Companies can benefit from diversity.diversity is the future
With a diverse team, a company can respond better to the challenges of a globalized modern world. The world is simply diverse, so companies have to be, you can’t ignore that.

I think that multi national companies will benefit most of diversity and companies situated in a multi cultural environment.

Having said this, I am thinking about some parts of the world and if it would work there too. To name a view places: China, Japan, S-Korea and the Middle-East countries. What do you think, could it it work there also?

Age discrimination when hiring – Over 55’s very vulnerable


It has been banned by law for a long time and yet it is still happening: companies that discriminate in any way whatsoever against age. Last year in the Netherlands alone for example, 60,000 job vacancies were discriminating against age. The same is happening all over Western- Europe and the world. According to research  it’s just about the tip of the iceberg.

over 55 years oldAge discrimination is more common than you think; it is even the most common form of discrimination and almost one-third of people will experience it once. yes, you read that right. Everyone knows the prejudices about young people, the elderly and so on. 

Right here I will concentrate on age discrimination in W-Europe and the USA, especially when companies are hiring to fill a particular job. One thing that jumps out immediately is that people over 55 years old are at a great disadvantage. I will indicate what you can do and at the end will give anybody a unique opportunity to escape being discriminated.

How bad is it really?

Older workers in the Netherlands suffer from age discrimination much more often than average in the European Union. 6.8 Percent of people over 55 report having experienced it in the workplace, more than twice the average level for the 27 EU Member States (2.7 percent). This is the conclusion of a study by Eurofound, the EU agency for improving living and working conditions.
Equally high levels are reported by employees in this age group of olderelder people left out workers from Belgium (7.4 percent), and lower levels are found in France (6.5 percent), in Germany (5.7 percent) and in the United Kingdom ( 3.2 percent). 

For older employees, good health is one of the important factors in staying on the labor market. One in five (21.2 percent) over-55s think that working affects their health. In Belgium the corresponding figure is one in three (30.8 percent), almost the same level as in France (28 percent). In Germany and the United Kingdom the numbers of employees with these feelings are lower (19.5 percent and 14.6 percent respectively).

Age over 55

Particularly the over-55s are the victims: they are enormously deterred from applying if they conclude from the advertisement texts that they will have little chance. Many companies are not even aware of the discrimination, so it is primarily necessary to work on this. It should be emphasized that skills such as ‘flexibility’ can apply to the young, but to the elderly as well. And don’t forget the experience that older people bring in. Yes it is said, but they will cost more. more experienceIs that really so?

Unemployed young people and the elderly encounter many prejudices in job applications and find it hard to get started. Persistent bias towards some people exists, like: people over 50 are not up to date with technology and young people are too lazy to work. Or older people will cost too much, younger people have not enough experience. But let us focus on the elderly people here.

Here is the ultimate example

Joe Smith (59) had “too much work experience”, he was told by his employee. Just like that he could say goodbye to the trainee-ship he applied for in order to become a data analyst. And that while Joe had never worked as an analyst before. Can you believe this? Well, he could not and he came to a conclusion: I am discriminated against because of my age and they are never going to admit it.applying for trainee-ship

Joe is not the only one who suffers from age discrimination in the application process. A mediator reported that in about 3% of vacancy texts studied, older people are discriminated against. In some cases it is abundantly clear. A vacancy for a PR position for someone between 22 and 35 years is not allowed. But also asking for a ‘young dog’, ‘school leaver’ or ‘starter’ is not allowed. But it still happens. Why?

Hardly any notifications

Because companies get away with it. In the West you have the opportunity to contact a mediator. But here is the kicker: not too many reports of age discrimination in application procedures have been made to this institution. Moreover, it even looks like age discrimination is socially accepted. Now this is something we really need to get rid of.

So, what does the trade union have to say? Well, they agree. Certainly in case the discrimination is very clear, they always send their members to a mediation company. And one more thing: unemployment among the elderly is decreasing less rapidly than among other groups. It should not be the case that employers reinforce this in such a way.

What did Joe do?

Joe decided to test his position out. He applied for another job at his company, because he already suspected that the elderly would not stand a chance because of their age. “I guide people who cannot get a job easily. So also test something out seniors,” says Joe. “Many companies nowadays want data analysts, so a trainee-ship seemed like a good opportunity for unemployed seniors.” When he himself found out that people in their sixties had no chance, he hoped that the mediation company would encourage his company to open their vacancies to the elderly.

The report, together with 28 other cases, led to a procedure in which the mediator ruled on age discrimination. In this case: “The company has made prohibited discrimination based on age against the man.” The problem is that they cannot force companies to comply.

No legal force

All judgments of the mediator appear on their website. You will find that many companies were found guilty of age discrimination. You would think that this would help, especially when there is public scandal as well. Unfortunately discriminatory companies received no punishment, as the mediator has no legal power to do so. 

Joe also experienced that. “My company simply was thumbing their nose at me after the verdict. “Nothing changed,” he says. “That is extremely serious. One of the challenges is to get people at some distance from the labor market to work. My company is deliberately ruining opportunities for this group in this way. The board and the Supervisory Board should retire.” 

When you go to court

Whoever wants to force a company to take action can go to court. With summary proceedings you can try to force the vacancy to be adjusted. But the question is what goal you achieve in this way. If you then sit at the interview table and the employer says,” Gee, you were the one who started thesee a judge proceedings “, then you probably don’t have a very good chance of getting a job.” Very frustrating indeed.

Another possibility is to claim compensation from the company, which is very difficult and often not feasible. Here we are talking about actual damage. You must therefore be able to prove that you would have been hired had it not been for your age. Then you can calculate how much wages you have missed. For Joe that was the reason not to go to court. “To prove to the judge that you are materially disadvantaged is too difficult. It would be better if the mediator could enforce it.”

Situation in the United States

For you people in the United States of America there is a little bit more hope though. The Age Discrimination in Employment Act of 1967 (ADEA) protects certain applicants and employees 40 years of age and older from discrimination on the basis of age in hiring, promotion, discharge, compensation, or terms, conditions or privileges of employment.

Contrary to the above situation, in the US companies can be punished for damages when you are not getting a job because of age. If you believe you may be the target of age discrimination, it’s critical that you have actionable examples to prove your point. 

Final thoughts and my recommendation 


When you are of a certain age, especially those above 50 or 55, you have a great chance of getting discriminated at.

take positive actionUnfortunately, as you have seen, the actions you can take are very limited and the outcome very unsure. Society is not yet at a stage where age discrimination is actively rejected, notwithstanding the existing laws.

Companies all over the world are getting away with age discrimination.

In the US you can go to court and get some compensation, but you will still not have a job.
In Western societies, you can enlist the help of unions and a mediator, but they have no legal force. So, what are you going to do then?

My recommendation # 1

When you are unemployed, disgruntled or even think or are pressed to retire because of age discrimination, you say goodbye to the corporate jungle and you start your own business on the internet. And with the right support, anybody of you can do this!

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How to deal with Annoying coworkers – 3 Main Types


Everyone has to deal with them in the office, the mockers, the windbags and the stragglers. The big question is: how do you get rid of them? How-to-do-normal? Experts confirm that with a little empathy, you get the furthest. You need to show understanding for the vulnerable side, but clearly state your limits at the same time. when colleagues are nasty

You want to work and a colleague just keeps on complaining about his/her own troubles. Or you notice that another colleague has not done his/her part of the work and that you have to finish it. If your supervisor also sets unattainable deadlines, it can sometimes become too much for you and you will keep grinding about what is being done to you. How do you ensure that you do not fall victim to this kind of behavior of annoying colleagues? How can you handle it smarter?

First I will name the different types and then describe how to deal with the three main types of annoying colleagues. At the end I will give you another perfect solution to your problems.

Types of annoying colleagues

Like so often with things that bother you, dealing with difficult people is about recognizing and parrying. There is a handy book for recognizing difficult types: “How do I survive difficult people” from psychotherapist Jörg Berger. He distinguishes seven: dominant, negative and vengeful types, mockers, windbags, stragglers and dodgers.

mocking colleaguesThe types are described with a great sense of the deficiency that lies behind their irritating behavior. An attitude that is not immediately obvious. Not with me in any case. With difficult types I often have something of back-off-and-do-normal. Or, if that doesn’t work, and that’s usually the case, then I’d rather avoid them. But here a different approach is taken and there is something to be said for that. Anyway, the first order of business is to recognize the type. You can go a long way if you are able to distinguish these three main types: the mocker, the windbag and the straggler. Here are the characteristics of each of these offenders and how to deal with them.

The mockers

The mocker is someone who asks you a lot, who wants you to make an exception for him, that you do some extras for him, such as doing a job on the weekend or standing in for him, making an exception for him. He has been talking too long in meetings and he is bothering you with unsolicited advice. If you dare to say something about it, this kind of person will feel hurt, as if you do not acknowledge him, or plague him, or reject him. With such a person you easily get into a power struggle over who is in charge. You only win if you have the support of colleagues. Maybe there will be no one, because mockers are also charming and friendly and masters in the divide and rule strategy.

It is advised not to respond to the annoying behavior of difficult people, but to the pain that is hidden behind that behavior. He does that with a lot of mocking is badcompassion for the hidden suffering. How far you go with that is up to you. But anyway it is a good idea to ask notoriously difficult people what issue is hidden behind their irritating behavior. For the mocker, that is the following problem. This kind of person in essence always feels deficient and therefore always requires extra attention. Do not blame him, do not say that the other makes unreasonable demands, but keep it to yourself. Say that you have to think about a proposal, that you will come back to it. Also give the reason why you do not want to comment on something, for example that it is too much for you at the moment.

The windbags

A very different type than the person who crosses the border is the windbag or loudmouth: not someone you go and ask for, but someone who raises himself, and gives the impression of meaning a lot. That usually includes a lot of bluff, and these are often people who have something to do with it, even though they present themselves better than they are. You will find them mainly in the social sector and in leadership positions. They do not like to admit that they have done something wrong. If something goes wrong, it depends on someone else or the circumstances. What they never do is admit a lot of noise, no talkingthat they are wrong or have done anything wrong. They don’t do what they promise, they present things differently than they are.

The silent grief of the windbag is the fear of you not reacting to anything. That pain is overshadowed by the bluffer’s foe. You are advised not to invest any time or money in the plans of the loudmouths. Also make sure you don’t get the blame for things that windbags didn’t do well. If your director shifts the blame on you every time he does not keep a promise, make sure that you also always confirm by e-mail that, for example, a result cannot be achieved. Be generous on the other hand with compliments about the things that are going well.

The stragglers

Energy wasters are people who can talk about their own problems for a long time and who always ask you for advice on what they should do. They are like children in the body of an adult. They still need a mentor with a listening ear, someone who takes over the responsibility from them. And when they make a decision themselves, they look for confirmation that what they are doing is right.

Stragglers can give you the feeling that you are failing if you do not respond to their needs. If the energy waster finds that she is not getting enough set your limitsattention, she responds by criticizing everything.

The pain of stragglers is a feeling of helplessness. In their youth they have experienced too little support from their parents. It doesn’t hurt to give the requested support within the reasonable amount of energy wasted. But it is up to you indicate your limits. Tell how much time you have available for this person and address it on its adult side.


The common denominator in the above story is that, however difficult, you should generate some empathy for annoying colleagues. The safer the issue show empathyfeels, the less need there is for deviant behavior. Show understanding for the vulnerable side, but set your limits.

Humor also sometimes works. I have further described this in an article which can be accessed by clicking here.

Give an unexpected answer once in a while. For example, if someone says that you have a bad taste, say, for example: do you have an umbrella with you, it may be raining later.

And what if all of this doesn’t work? Or when you are already bored with your colleagues or work? Well then you just leave or better yet, start your own business. Here is how:

Become an affiliate marketer

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When you are Fed up with Your boss


Your team is doing very well, you are having a good time as a manager, but your relationship with your manager is far from optimal. You are completely annoyed by his or her leadership style and you also disagree with the strategy imposed by him or her. Do you feel the tendency to take a few days off every time you have spoken with your boss? You’re not the only one.

had enoughIn a global survey of job site Monster, 35 percent of employees say they have a “terrible boss.” And can you believe that only 15 percent are very satisfied with their immediate supervisor? A bad boss not only jeopardizes your further career, but also has a bad impact on your personal life. A good manager brings out the best in you and has a positive effect on all aspects of your life.

If a nice working environment is so important for people, what are you going to do about achieving this? After all, you have to be there about a third of your time. Let me help you a bit here and make you aware of what you can do. When you are fed up with your boss, you will have no less than three options at your disposal. And then there is another way out entirely, which I will show you down below.

The three options you have

I have recently heard many such stories; managers who get stuck or otherwise in their contact with managers above them. What can you do in such a case? Here are the three possibilities:

1. You are going to make a difference by changing your own behavior and / or communication
2. You accept the situation as it is
3. You are looking for another job and / or employer

1. You are going to make a difference

When things don’t go the way you want them to go, the topic of changing comes around. It is important to get very clear what you can and cannot change thingsinfluence. Many managers are insufficiently aware where influence ends and real influence begins. You have 100% influence on yourself; on your own behavior, communication and feeling. On the other hand you only have some  influence on the others. The good news is that you can influence much more than you would initially think. The crux is that you are aware that your influence does not always necessarily lead to a positive end result. It works like this:


Ellen is a manager and very satisfied with the contact with her team. She is a real people manager, which means that she pays a lot of attention to her team, gives them liberties and confidence. As a result, her team takes a lot of responsibility. Unfortunately she is very frustrated about her relationship with her own manager Eric. In her eyes, he is absolutely not a people manager and mainly involved in playing political games. Which means he often doesn’t have time for her. And also come up with plans that she usually does not support.

Ellen gets stuck because she doesn’t see hoe she can alter that. Frustration is a sign that you are not clear where your influence ends. Ellen wants Eric to unwittingly change. While she has no real influence on him, her thoughts often go in the direction of: “he is not doing well”, “he is wrong”, “he should coach me more.”

Change your boss?

These are all thoughts aimed at wanting to change your manager. This stream change the boss?of thoughts works enormously against her. And nothing will change just because you want it to. Unless you are going to really make a difference. 

Ellen found out that she was indeed too busy trying to change her boss. She was no longer concerned with how she could be more effective in her behavior and / or communication.

Making a difference means changing yourself! The nice thing is that the chance of a good result is much greater. Remaining in your own negative emotions in the hope that the other person changes will never produce anything effective. You then place yourself in a victim position.

What did making a difference mean for Ellen?

She first went to find out what made her so vulnerable to her manager. (from the idea that every worry only says something about yourself). She discovered that the behavior of her manager evoked her fighting behavior (discussion) and indifference. These pitfalls then cause ineffective behavior. Her indifference turned out to be caused by thoughts such as “never mind, he doesn’t listen to me” and “he always wants somebody other than me”.

This conviction turned out to be the most profound one: “I am not good discover yourselfenough.” You only find this out by asking yourself: what is the worst thing that can happen if you let go of your former behavior? Another request for help is: “What do you not want to feel?” The next step is to find a perspective that you would rather believe. For Ellen that was: “I’m good the way I am.”

From this perspective, she then entered into a conversation with her manager. She started naming what his behavior did to her. That she was disappointed with his way of coaching. That she wanted more involvement and attention. She noticed that she really got to him. And that for the first time he realized what he was doing. This caused him to show more involvement.

However, this does not mean that effective influencing always leads to results. It can also happen that such conversations have no effect on the manager. Then you arrive at option two.

2. Accept the situation

This possibility arises that if you notice that you have done everything you could without this leading to the desired effect, then you have nothing else to do but accept that your manager does what he or she does. That is showing leadership! And no more whining, complaining and sacrificing. Because then you would want to change that person again. For many, this option of acceptance is often the most difficult one. Why? Because it evokes powerlessness and frustration. So if you find acceptance difficult, then investigate the pitfall behavior you fall into. And go through the steps in option 1 to look for your fear.

By the way, accepting any matter in your life (after you have done everything to change it, but could not), will lead to more happiness anyway. This attitude has helped me enormously in my own life.

3. Leave that job or even company

Of course there is always an option to leave your employer. Do this only if you have first challenged yourself to look at situations / managers differently. That you know that change do not start with the other person but with yourself. And that your resistances and frustrations only say something about yourself. leaving the jobSo do not leave from resistance but from desire for something new. In short; don’t blame your leaving on the organization. That is a weakness. Show leadership by realizing that you have failed to flourish in this organization. They are only differences in perspectives that have made you perhaps not fit in the organization.

I realize that just leaving is not an easy option for many of you, but what would be your future if you stay? One hundred percent sure, things will only get worse, even up to the point that your health starts to suffer. And this, dear reader is the last thing that you want. Therefore, I am going to propose an entirely different way out:

Start making money on the side

What if I say that you can stay in your job, but prepare for an exit later on, by becoming your own boss? Making use of the internet, this is now becoming a real possibility for everyone of you. One of the best opportunities that currently exists is to become an affiliate marketer, operating your own website(s), promoting other merchant’s products and receiving commission when a sale is made.

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How important is Humor at the Workplace?


You would probably recognize it. You open your mailbox in the morning and you are shocked when you see those countless unanswered e-mails that you still have to deal with. With a slight reluctance and a bit of sleep shortage, you get to work and make it until your first break for coffee, still feeling a bit miserable. humor at workplace

During coffee you happen to talk to that one colleague who is able to put things into perspective with his dry humor. You exchange opinions between each other and life immediately looks a bit more rosy. With a cheerful feeling you continue the work that now suddenly looks a bit less stressful than you had expected in the morning. This is one of the powers of humor in life. So, how important is humor at the workplace? And what if you cannot find a happy workplace?

The power of laughter

Humor is contagious. In fact: it can be very contagious. When you are working in an environment where people laugh, chances are that you will easily go along with this. The sense that humor arouses people is the same feeling that someone gets when he is rewarded. In short, humor and fun in the workplace should be spearheads for every company.

healthy humorHumor provides a relaxed working atmosphere. Humor causes an initially big issue to become a minor one. When someone dreads having to perform a duty, it is often made larger than it actually is. With a good joke this can be nuanced, making it feel lighter. Seeing things in perspective is also a good breeding ground for creativity and offers the opportunity to find efficient solutions for apparently large and complex problems.

In the same line, humor lowers stress and is an important foundation for bringing innovative insights. In meetings, too, a good joke to kick off is a good icebreaker to give people the feeling that they are free to share thoughts and thus lower the threshold for providing input. This will benefit the effect of a meeting.

Humor distinguishes us from robots, increases sales

With the advent of artificial intelligence and the construction of robots, there is a fear that some activities can be taken over by robots. I can understand this fear, but for certain activities the distinctive human capacities such as humor come in handy. Can you imagine it: a robot conducting a sales conversation? Not me. With humor we create a bond with colleagues and customers. We humor makes us humancould make ourselves vulnerable with some self-mockery. Humor is one of the distinguishing capacities with which you can differentiate between humans from robots.

A relationship of trust is needed to win over a customer. Humor is a great tool to realize this bond. A joke creates a relaxed atmosphere that is needed to work on this (trust) bond and to attract a potential customer. That is why I dare to state that humor increases the chance of a sale.

What are the pitfalls?

The danger of humor is that you make a joke that harms some other person. A joke can often express a dangerous and sarcastic message that another can perceive as an attack. It is good to realize that one person can appreciate wrong jokeheavier humor where the other prefers to keep it dry and superficial. 

A smile has the same positive consequences for everyone, but a joke can also turn out wrong. The standard jokes about family members who suddenly appear to have died recently. The otherwise-be-fired joke between employees when someone has just been told by his supervisor that his contract is not being renewed. A good comedian is dependent on the right timing.

A practical example

You will see this on many dating sites: a lot of women write in their profile “I think humor is incredibly important as well as depth!” And now suppose: you have two applicants. They are both good at their job, one is slightly more accurate than the other, but has no humor. Any funny intended remark in the job interview on your part falls dead. The other, you can really laugh with. She might also be an asset to the Friday afternoon drink! Who do you choose? I know what I would do, however, a lot of chefs are different. So, for all of you chefs, here is a summary of the benefits of humor (in the workplace):

1. Humor produces good feelings


It is a well-known fact that when people are shaking with laughter, dopamine and endorphins (partly responsible for our feelings of happiness) are released and people could get on a high about this.

You get a good feeling, it takes away pain. Various studies have shown that laughter removes stress, strengthens the immune system and lowers blood pressure. Laughter seems to be just as healthy as jogging!

2. Humor takes away stress.

Humor puts things into perspective and helps to forget the daily troubles. Laughter relaxes you mentally and physically. You have to work hard, but also laugh a lot. In other words, you work hard and play hard. This usually happens among colleagues, but bosses should recognize this as a good and productive working atmosphere. Some might even join in occasionally.

3. Humor puts matters into perspective.

What I have observed in companies: almost everyone reacts a bit stressed. There are deadlines, the standard for performance is high. And we all have the idea that someone else does it easily. In such a case, we are making ourselves and each other crazy. Share your discomfort, be a little bit funny and you will soon feel the relief.

4. Humor breaks the ice

The role of humor in social interaction varies according to the specific social humor breaks the iceinteraction, but in the case of healthy mutual relationships it should have a place, otherwise something will be wrong.

Try to imagine: you meet each other in the ward to stop laughing for a day. Then you sit in a meeting with each other and you express it deliberately: we won’t laugh one day tomorrow. Everyone agrees. And then a silence falls. And then a smile. It does not work! I have heard that even during intensive operations there is laughter in the operating room. Humor is the binder in social interaction.

5. Humor is the perfect grease

The biggest problem in the functioning of companies is a lack of feeling secure and therefore openness. Humor is a perfect way to make things negotiable. It could be your personal fun to help people to be a little more themselves. By making jokes about the clumsiness, the fear of failure, people know: oh, I’m not alone.

6. Humor can be a comforthumor is cool

Humor in the form of self-mockery can work wonders. Self-mockery shows you that you can’t do everything and that gives other people a different and better view: oh, yes, of course, we are all people. You can fail and stand up. By the way, be aware that self-mockery without compassion quickly becomes self-hatred and that is of course not so funny at all.

Final thoughts

The “everything for a smile” slogan of internet company Coolblue is not that bad. The value of humor in business is essential and should not be everything for a smileunderestimated.
On the other hand, timing is very important. A misplaced joke can do a lot of damage.

I myself was very careful with making jokes, always testing the waters first. I would say something funny and closely watch the reactions and when things looked very serious indeed, I would immediately back-off. You have to bear in mind that not everybody has the same keen sense of humor or sense for the same type of humor.

And then there are bosses who never show any humor, they are too stressed or simply think that if you are using humor, you are not taking the business seriously. Believe me, I have seen this happen many times.

What to do when happiness is a far cry?

So, you have tried and did not find a happy workplace, something that happens to many of us. What do you do? Going to look for another job and run the chance of being stressed again? Or are you going to free yourself from the bonds of the corporate jungle?

There is of course a perfect way out of all this, as we all have the chance to start for ourselves. The internet gives us these opportunities. Here is my suggestion: keep your job for the time being, but start your own business in your free time. You will be having your own website (s) and exploiting your passions or hobbies. You will form part of a community of well over 1.4 million members, who will help you day and night. Guaranteed scam free and reasonably priced.

How is this done and doable for everybody? You would be joining the best internet business support program in the world. How does this work? Please read my full review of this world class system by clicking here. The review also gives you a link, so that you join for free for one week to just experience the ins and outs of this once-in-a-lifetime opportunity.

What if Employers spy on Employees? – Big Brother is watching you!


A Romanian employee was dismissed after his employer had monitored his private conversations, which he held during the boss’s time. The case was disputed between parties and eventually brought in front of the European Court of Human Rights. They ruled that the company was in her rights to do so. But how far can an employer actually go in spying on employees?

You are being watchedRoughly speaking, an employer may monitor its people if it is in the company’s interest and the measures taken are proportional. Employees must also be informed beforehand of the measures taken when they cross the lines. In general, an employer has quite a lot of legal leeway to keep an eye on employees. How far they may go in this depends to a large extent on what is included in the company regulations. But you need to be aware of what the company is monitoring. Here are some examples of how big brother is watching you.

And if you do not like being watched, I have a life-changing suggestion to make to you at the end of this post.

How are you, as an employee, spied on?

Here are a number of methods your employer could use and that you should be aware of.

Camera surveillance

Can your boss keep an eye on you all day through CCTV? Yes, but under strict conditions. To be allowed to hang cameras on the work floor, the employer camera surveillancemust have a legitimate interest (for example, security or theft prevention) and it must be the last resort. Companies must first investigate whether the goals cannot be achieved in a less radical way. Visitors and employees must also be informed of the supervision. Your employer is not allowed to assess you based on the camera images!

E-mail and social media

Your boss can also look into your email and check on social media. If your employer suspects abuse (violation of the set rules) then he or she may also read your email or investigate your internet behavior. Even if no rules have been agreed about e-mail use, your employer can browse around in your e-mails. Then the rule applies that he may only read business messages. If the subject shows that the private message is concerned, it may not be opened.

The company you work for may also keep an eye on you on social media to see what you are saying about the organization. But your employer cannot force you to become friends with him on Facebook, for example, so that he can also read protected messages.

Business phone

If you have a business telephone, you are entitled to an occasional private making private calls on business phoneconversation. If this is not the case, your employer may not hold you accountable. Your employer may keep an eye on the costs. If they are excessively high, your boss may ask for clarification.

If you have agreed that you are not allowed to have private conversations at all with the telephone of the case, a company can request the specified telephone bill to check with whom you have called if there is a suspicion of abuse.

When fraud is suspected

Normally your conversations cannot be recorded. That is only allowed for quality control or on the suspicion of fraud. You must be clearly informed about this. In principle, recording conversations secretly is not allowed unless there is a well-founded suspicion that you have committed a criminal offense.

If your employer has stored information about you, you always have the right to view that file. If something is wrong, you can submit a request to have the data removed or changed.

What if you are secretly spied on?

There are employers who monitor the online practices of employees without informing them. They secretly read along with your e-mail, check your chat secret spying on employeestraffic and see what you are up to on the internet. Do you want more privacy? Make it difficult for your boss and take measures to prevent espionage.

Some countries give their employers a considerable amount of room to monitor the online activities of their staff. If you suspect reduced labor productivity, your boss is already allowed to keep an eye on things within reasonable limits. So there is a chance that your boss will keep a close eye on you to check whether you are still doing the job properly. 

Here is how this goes:

They log network traffic

Do you wonder: how does my boss see what I do online? The answer to this is simple, namely by logging all network traffic. The system administrator or IT department of an organization often has specific software for this. This makes it possible to find out which websites you have visited. A monitor program records all data that you receive and send in an information file. This information is linked to your company account or the IP address of your PC and is therefore traceable to you. Checking e-mail is even easier, as employers simply log in to your account. Furthermore, it is also possible for your boss to scan e-mail traffic and secretly read intercepted e-mails.

How to surf without the eyes

There are a couple of options for anonymous surfing on the internet without your boss sneaking along. You possibly encrypt internet traffic via a VPN secretly spyingserver. In that case you install a program on the PC or laptop that realizes a virtual tunnel to an online server. For this it is a condition that you have sufficient rights to install your own software on the machine. Is that not the case with you? Then bring your own laptop and install a VPN server on it to perform private tasks. If you want to work more unobtrusively, you can use a tablet or smartphone for this.

It is also possible to set up a VPN server at home, so that you do not have to sign up with a commercial provider. When you request a website in a browser, the VPN server retrieves the required data. The server then forwards the data to your machine via an encrypted connection, without it being possible for employers to detect the content of internet traffic.

Use of a dongle

The disadvantage of a VPN server is that your employer can see that you use special software for this. This may raise annoying questions. Alternatively, you could use a mobile internet dongle for private matters during work.

A mobile internet dongle offers an opportunity to bypass the business network. A dongle is a handy device used to connect a laptop or other mobile device to the internet. Internet dongles can deliver high speed internet access on the move for your laptop and are available on a pay as you go or a monthly contract basis. 

You temporarily remove the network cable from your work PC and visit websites via a 3G or 4G wireless connection. Put the sim card of your smartphone in the dongle and visit websites without being bothered by a curious boss.

My life-changing suggestion

It is quite understandable though that you do not like any of the hassles as mentioned above. Go to another company and you may encounter the same. But you need a monthly income, so how to do that? It is my suggestion to you here, that you will make use of the many internet options to start making money on the side!change your life

So, what I am saying is you keep your job for the time being, but in your free time you will be preparing to become your own boss. And doing so from your own home! Can you do this? Yes, anyone can do this and here is what’s it all about. You will become an affiliate marketer, operating your own website(s), promoting products based on your own passions and making commissions in the process.

Like myself you will need a world class support program that will train and help you on a day by day basis, reasonably priced and of course scam free. I have been a part of this program for years and have written a full review of who they are, what they do and how they operate since 2005. You can access this review by clicking here.