Unhappy employees will lead to an unstable work environment. Workers who believe that their supervisors don’t respect boundaries or provide enough autonomy will begin to decline in productivity, pay less attention, or resign from the company. The significance of managers engaging with their employees can’t be overstated as high engagement improves production and less attrition.

Conversely, disengagement yields less work and more absenteeism. An office environment where the employees believe fairness is lacking can be perceived as poisonous. The balance of power has favored the company hierarchy, but this balance has shifted as employees begin to quit signaling their unhappiness. The affected employee(s) will need to air their grievances to management and management will need to be willing to listen.

Author H. Hasl-Kelchner approaches the topic of fairness in the workplace with a legal and empathetic mindset. The book is broken out into two parts where the introductory chapters delineate the employee perspective while the latter half concerns itself with the management viewpoint. Kelchner provides useful methods for company bosses to be more accessible to their worker’s needs and restore the harmony in the office. Communication is paramount.

One of the key concepts of the book is respect. If an employee feels as if their contributions aren’t being appreciated, they will either begin to slack off or find opportunities elsewhere. A lack of recognition for a job well done will discourage an employee but the perception of management as unavailable often proves more frustrating. Hasl-Kelchner provides excellent examples of long-term employees who gave notice once situations with leadership became untenable.

Empathy is another key component of the narrative. A leader can’t run a company without consistent productivity. Workflow is directly related to employee satisfaction. Even if a worker doesn’t verbally express their unhappiness, an empathetic boss will be adept at picking up on non-verbal language. In order to get the most from their team, management should be willing to give their people an open door for communication. Hasl-Kelchner insightfully defines empathy and how it differs from sympathy, yet illustrates how they are both crucial in improving the relationship between superior and subordinate.

The onus to provide fairness at work lies primarily with the manager. When work begins to suffer, the real leadership test begins. An empathetic leader must have a moment of self-reflection and determine where they may have faltered and how they can improve. The author brilliantly references Maslow’s Hierarchy of Needs and how these should be considered when evaluating the employee-manager dynamic.

The author has provided a wealth of research along with a few anecdotes in her guide to improving the work environment. The book’s impact would be strengthened with an additional chapter where personal testimonies of employees/managers were given with respect to workplace equity.

Seeking Fairness at Work is a helpful guide that aims to revitalize the flagging connection between workers and management. Hasl-Kelchner has written an instructional book that is also infused with heartfelt sentiment. This is a must-read book with broad appeal.

This Editorial Review was written by the Book Review Directory staff. August 17, 2024.

Must read 🏆

A practical examination of fairness in the modern workplace with tools and strategies to handle it.

Synopsis

Seeking Fairness at Work examines the unwritten rules at work—rules that, when broken, keep employees from doing their best work and companies from reaching their full potential.

Recognized business strategist Hanna Hasl-Kelchner, MBA, JD explains the five most common workplace norms that betray fairness, leaving employees feeling dispirited, disengaged, and headed for the door by examining the crucial role the implied social contract plays in workplace culture and organizational behavior, and how it dovetails with our most fundamental motivational needs as human beings.

Using evidence-based science, academic research, interviews, and real-life stories, Hasl-Kelchner identifies over 100 Fairness Factors and analyzes why traditional means of improving employee engagement, retention and satisfaction inevitably fall short and are persistently stubborn.

Discover solutions aimed at neutralizing toxic norms and empowering a culture where employees can do their best work. The book offers a five-part strategy filled with practical tips any leader can use to:

Rebuild Trust with More Self-Awareness
Improve Relationship Chemistry with More Empathy
Make Genuine Accountability a Cornerstone
Maintain a Cultural Safety Net
Mend the Structural Safety Net

Seeking Fairness at Work is ideal for executives, managers, and entrepreneurs who want to raise their employees’ game instead of their defenses.

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I have walked away from more than one job because of unfairness. I am sure countless people feel like they have been mistreated on the job, so this is a hot-button topic. I wanted to read this book because this topic is dear to my heart and one I have repeatedly dealt with. In Seeking Fairness at Work: Cracking the New Code of Greater Employee Engagement, Retention & Satisfaction, Hanna Hasl-Kelcher examines fairness in the modern workplace and provides tools and strategies to handle it.

Seeking Fairness at Work: Cracking the New Code of Greater Employee Engagement, Retention & Satisfaction has three main sections. Section one covers the theoretical framework for understanding fairness; section two deals with implementing fair practices, while section three deals with sustaining fairness. In these three sections, the author covers understanding fairness, perceptions of fairness, fairness in interpersonal relationships, fairness in processes, legal, psychological, and sociological perspectives of fairness, fairness in outcomes, transparent communication, consistent enforcement of rules, and equitable policies.

As a seasoned business consultant and attorney, Hanna Hasl-Kelcher is qualified to make the suggestions and conclusions in Seeking Fairness at Work: Cracking the New Code of Greater Employee Engagement, Retention & Satisfaction. The author skillfully explains how perceived fairness can affect job retention and satisfaction, using case studies, academic research, evidence-based science, and real-world examples to support her recommendations.

Much of the emphasis in Seeking Fairness at Work: Cracking the New Code of Greater Employee Engagement, Retention & Satisfaction is on the need for fairness in the workplace. Hanna Hasl-Kelcher also spends some time discussing the importance of adaptation, ongoing assessment, and the role that leaders play in championing and modeling fair practices within the organization.

This is an ideal and applicable text for organizational leaders, HR practitioners, and managers, regardless of company size. If you are in charge of managing or improving workplace dynamics, then a good place to start is by getting a copy of Seeking Fairness at Work: Cracking the New Code of Greater Employee Engagement, Retention & Satisfaction.

Reviewed on Discovery August 27, 2024

How we rate this book: Highly recommended for all managers, business owners and entrepreneurs.

General Summary:

Why do my employees seem to dislike me? Why do they rush out the door at five o’clock sharp? Why do they take extended lunch breaks when there’s so much unfinished work? It couldn’t possibly be ME, right? I’m a nice person—I rarely raise my voice, and I approve of their raises each year when they’re due. So why do they quit, complain, or take so many days off?

Managers and employers worldwide know just how costly employee attrition can be—or worse, the impact of employees who stick around just until something “better” comes along. So, what’s the solution? Is there
even a solution?

According to this author, the answer is a resounding yes. There are strategies managers can implement to show their employees that they are truly appreciated and valued. These include providing support when needed, keeping promises, and upholding the implied contract between employer and employee. In other words, maintaining fairness, respect, and balance in the workplace is key.

Concise Review:

Would you rather have a raise or a heartfelt compliment? According to Maslow's hierarchy of needs, once our basic needs—such as food, shelter, and safety—are met, we begin to seek fulfillment of higher-level psychological needs, including esteem and self-actualization. At this stage, individuals require more than just
financial compensation; they seek recognition, respect, and a sense of belonging.

Surprisingly, the affirmation of self-worth in the workplace often comes not from monetary rewards, but from being treated with fairness, respect, and dignity. When employees feel that their contributions are acknowledged and valued, it can have a profound impact on their motivation, satisfaction, and overall engagement.

Managers play a crucial role in fostering this environment. Meeting reasonable expectations, addressing disappointments through open communication, and demonstrating strong, empathetic leadership are essential tools that signal to employees that they are genuinely valued. When employees feel supported and appreciated, they are more likely to be committed, productive, and loyal to the organization.

In essence, while a raise might temporarily boost morale, it's the consistent, everyday acts of recognition and fairness that create a lasting sense of value and belonging within the company. This, in turn, not only enhances individual well-being but also strengthens the overall culture and success of the organization.

General thoughts on the Novel:

This book takes a hard look at how and why individuals in positions of power within organizations, whether large corporations or small businesses, can unconsciously demean or disrespect their employees. Such behavior can lead to significant consequences, including low productivity, internal dissension, and widespread cultural dissatisfaction. Often, these issues stem from managerial practices that may seem benign but, in reality, erode employee morale and engagement over time.

Managers must critically examine their supervisory practices and strategies, recognizing that even subtle actions or attitudes can contribute to a serious decline in employee satisfaction within their department. While it can be challenging to scrutinize and critique one's own behavior, it is an essential step for those who aspire to lead a motivated and highly productive workforce. Employees who feel respected, valued, and supported are far more likely to be engaged in their work and contribute positively to the organization.

This book offers the crucial conversations we need to have with ourselves as leaders if our goal is to foster a thriving workplace. It encourages introspection and provides practical guidance on how to make meaningful changes that can transform a struggling team into a cohesive, satisfied, and high-performing unit. By addressing these potential cracks in our leadership approach, we can build a stronger, more resilient organizational culture that benefits everyone involved.

Review published by International Review of Books on September 6, 2024.

Over recent years, there has been a growing spotlight on workplace-related harassment and other misbehavior incidents, and rightfully so. Employees deserve fair treatment to flourish and make valuable contributions to the organization they are working for. In Seeking Fairness At Work, business strategist and attorney Hanna Hasl-Kelchner suggests that whenever an organization hires a new employee, an implied social contract arises based on trust and fairness. Fairness involves acting in good faith, providing employees with honest compensation packages, and encouraging safe work competition. Employers must be attentive to reasonable workforce expectations. Five common categories for dispiriting employee engagement are unapproachability, lack of recognition, bias, poor conflict management, and poor workload management. Lack of recognition can be seen in the case of wages, credit stealing, no feedback, microaggressions, and bullying behavior.

With Seeking Fairness At Work, you will gain an understanding of the pivotal role of power in the social contract and learn about practicing awareness and empathy and exercising power respectfully, equitably, and responsibly. According to Hanna Hasl-Kelchner, good faith and fair dealing are synonymous with genuine accountability, reconciling, and improving upon conflicting communication styles. The book also delves into keeping workplace communications professional, cultural safety nets, and structural safety nets that involve negotiating mutually acceptable solutions, using reliable background screening tools during the hiring process, motivating employees with personal and professional development, treating employees as valuable assets, and much more. This workplace guide is a must-read for business owners, managers, executives, and employees and workers alike. Hasl-Kelchner provides in-depth explanations of the topics in a clear-cut, easily understandable manner. Overall, an informative and motivational book that I highly recommend.

Reviewed by Pikasho Deka for Readers' Favorite on August 8, 2024.