Latest news with #morale
Telegraph
2 days ago
- Business
- Telegraph
Politico's UK newsroom to unionise as Trump pressures media
Journalists at online media outlet Politico are preparing to unionise as Donald Trump puts its parent company in his sights. Staff in Politico's UK newsroom have submitted a formal request for union recognition to the company, which is owned by German media giant Axel Springer. Insiders said morale at the publication had slumped, with staff unhappy about pay and benefits. It comes amid a chilling of relations between the Trump administration and Axel Springer, which is run by media tycoon Mathias Döpfner. Mr Döpfner, whose empire also includes Business Insider and newspaper titles Die Welt and Bild, has previously been sympathetic to Mr Trump's politics and arranged for Elon Musk to write an opinion piece expressing his support for Germany's far-right AfD in one of his papers. However, he has since distanced himself from Mr Trump over the US president's treatment of Ukraine in its war against Russia. Politico has found itself in the spotlight after Mr Trump repeated false claims that the outlet had received millions of dollars in funding from the US Agency for International Development. The payments were in fact subscription fees for the news outlet for US government departments. Relations soured further last month after Business Insider published a story scrutinising Donald Trump Jr's business dealings and comparing him to Hunter Biden. The story reportedly sparked anger in the White House, fuelling speculation that Mr Trump could seek to retaliate against Axel Springer through a potential federal investigation. Politico also came under scrutiny from one pro-Trump Axel Springer board member, who branded journalists 'woke' in a row over the outlet's coverage of the war in Gaza. Martin Varsavsky, a Spain-based entrepreneur, accused Politico of 'one-sided Hamas support'. He parted ways with the Axel Springer board just a week later. Unrest in US newsroom about use of AI The union plans come amid unrest in Politico's US newsroom about the use of artificial intelligence (AI) to deliver summaries of major political news stories. US staff, who are represented by the PEN Guild union, have complained that the rollout of the new technology violates an agreement that states bosses must give 60 days' notice. Increased use of AI has also stirred tensions at Business Insider, which this week sparked fury and a union backlash after it announced plans to lay off more than 20pc of staff. In the same memo bosses declared the outlet was going 'all-in' on AI. Leaders of the nascent UK union are set to survey members about their concerns ahead of negotiations over a house agreement, with guarantees around AI likely to be included. Staff have also raised concerns about a leadership vacuum in the newsroom. Politico, which publishes the popular Westminster newsletter Playbook, has been without a UK editor since Jack Blanchard relocated to Washington DC. Nevertheless, sources close to the union insisted discussions with the company had so far been amicable and that they were aiming to develop positive relations. A member of the Politico NUJ Chapel said: 'Members of the Politico UK newsroom are seeking recognition through the National Union of Journalists. 'The chapel looks forward to fruitful negotiations with the company and on working together for Politico's continuing success.' Politico was founded in 2007 by media executive Robert Allbritton with the aim of capitalising on the rapid growth of online news. It focuses on politics and policy in the US and internationally, while it also hosts a number of live events. The website was snapped up by Axel Springer in 2021 in a deal worth more than $1bn (£743m).
The Sun
2 days ago
- General
- The Sun
SAS witch hunts have led to recruitment crisis, former officer warns
SAS witch hunts have damaged morale and led to a recruitment crisis within the elite regiment, says a former commanding officer. Brigadier Ed Butler, who commanded the SAS in the wake of the 9/11 attacks and led the regiment in Afghanistan in 2001, said it's 'not surprising' the Hereford-based unit is also failing to retain experienced troops. 2 Special forces sources have said that since the start of a series of so-called witch hunts against troops who served on operations in Northern Ireland 30-years ago the number of soldiers attempting SAS selection has fallen. They also claim that more troops are leaving the elite organisation in disgust at the treatment of veterans. Brigadier Butler, one of the SAS's most highly decorated and distinguished officers, told The Sun on Sunday: 'The politicians are happy to ask our Special Forces to prosecute government and foreign policies, in the most challenging and dangerous of conditions, to protect our democratic values and freedoms but are not prepared to stick up for them when the witch hunts start. 'Hardly surprising that morale is low, retention is a problem and now potential recruits are not trying SAS selection as they and their families are worried what might happen to them 10 or 20 years after fighting on the front line. You can't have it both ways.' The SAS is currently at the centre of an inquiry into allegations that members of the special forces routinely murdered civilians during the war in Afghanistan. Up to 20 SAS veterans, who served in Northern Ireland and shot dead armed IRA terrorists, are facing murder charges, according to senior members of the SAS regiment. The SAS Association have said: 'It is certainly true that there is real concern and extreme unease amongst SAS soldiers and commanders. "They operate on the front line, often in extreme danger, sometimes at the murky edges of the law. 'There is genuine and justifiable concern that an SAS man may bravely and legally do his duty today, and then, in decades time, be persecuted for it if some revisionist government moves the goal-posts in retrospect.' Figures relating to staffing levels for the SAS are kept secret but sources say there's been a 'noticeable and significant percentage drop'. SAS legend who stormed the Iranian Embassy forced to launch public appeal to pay crippling care home costs 2
Yahoo
3 days ago
- General
- Yahoo
EDITORIAL: APS work will need to be done together
May 30—In a week that included yet another lengthy conversation regarding morale issues in the Austin Public Schools District it's worth remembering that this is not just a light-switch moment. It's clear there is a problem within the district, made painfully obvious at times through meetings and community discussions, and by now we're all pretty familiar with what many of these more important issues are. Teachers are feeling stressed, overwhelmed and that their voices are not being heard when it comes to these concerns. While the catalyst can be traced to involuntary teacher shifts within the district, the processes behind the current situation are branching off into other facets. Conversations within the district on how to better the situation are being shaded by frustration and impatience both within the district and in the community. It's an understandable reaction, as human beings as a species often tend to be impatient during a time where we have become used to having things at our fingertips. But underneath it all, it has to be realized by all sides that this is not a quick fix. Just as its been claimed that this has been simmering for at least a year, it will be equally long-lived in finding answers. That's an idea that's not likely to be popular, but that is the reality, despite some easy fixes that some might see out there. People want change now. They want to know that their kids are getting a quality education in an encouraging environment devoid of distractions. But this can't be a quick conversation, nor can it be an easy fix because in order to truly repair the damage, anything fixed has got to last. This can't be something that persists like an open wound. In order to do this, however, there has got to be transparency in the process. Yes, there will be some things that will require closed meetings, dictated by law, but any time the district can, it will need to be open and welcoming in its conversations. This past Tuesday, during its work session, there were indications this is heading in the right direction as board members and administration discussed viable ideas that could go a long ways in mending the issue at stake. But there is a responsibility by the public as well. It is bolstering that so many have taken interest in this issue. Naturally, they want to see this whole thing resolved, but we urge them to keep their eye on the prize. It is important to voice concerns and to question, but this is an issue that requires all voices to work collectively and committed. As we've stated, there is not one answer that fixes all types of scenarios to any of this. School board member Dan Zielke was exactly right that all parties need to be wary of pointing fingers, "because there are three more pointed back at you." Introducing factors that have little bearing on the issue at hand only invites complication for a matter that is plenty complicated on its own. We believe the district will get through this, one way or another. But how it does it is as important as the final fix itself. Hands have to be shaken in order to find resolution and the motivating factor has got to be the benefit of the students. There is no doubt that this is a charged situation and it will continue to be charged for some time to come. There will have to be some give and take by both sides, but we can go a long way in building confidence if we are willing to understand and accept that this will not be an overnight fix. By working together and openly as one community we can get to a lasting fix that will benefit it all.
The Independent
7 days ago
- Business
- The Independent
VA employees are ‘fearful, paranoid, demoralized' as officials share few specifics to axe 83,000 employees
Employees at the Department of Veterans Affairs are 'fearful, paranoid, and demoralized' as plans loom to downsize the agency by cutting around 83,000 jobs but details remain vague, according to a report. Proposals to shrink the workforce by 15 percent were first reported in March after a department memo set out an objective to cut enough employees to return to 2019 staffing levels of just under 400,000. The move would require terminating tens of thousands of employees. VA Secretary Douglas A. Collins was grilled about the proposed cuts by the Senate Committee on Veterans ' Affairs earlier this month, but claimed the 80,000 target was merely a 'goal to look at our restructuring.' Since then, however, morale has been 'plummeting' at the department as staff anxiously wait to hear more about the plans, The Washington Post reports. 'The veterans now check in and ask us how we are doing,' a social worker at a hospital in the Great Lakes region told the newspaper. 'They see the news and are very aware of the circumstances and fearful of losing VA support that they depend on.' Another contractor at a VA medical center in Palo Alto, California, said employees are currently 'fearful, paranoid, demoralized.' One veteran staffer said in a written submission seen by the outlet that 'Iraq felt safer than being a VA employee currently does.' Around a quarter of employees at the VA are veterans. 'My leadership in Iraq cared about me as a human and didn't just see me as a number,' the VA communications worker said. Doctors, nurses and claims processors would not be targeted in the cuts, VA spokesperson Peter Kasperowicz told The Independent, but said the department would 'reduce administrators, advisors, and middle manager posts to eliminate duplicative, unnecessary layers of management and bureaucracy.' Thousands of jobs at hospitals and clinics would still be under threat from future cuts, according to The Post, which Kasperowicz said was 'inaccurate' because 'no decisions have been made with respect to staff reductions.' Kasperowicz also sought to lay the blame at the door of the previous administration. 'During the Biden Administration, VA failed to address nearly all of its most serious problems, such as benefits backlogs, rising health-care wait times and major issues with survivor benefits,' Kasperowicz said in a statement to The Independent. Kasperowicz disputed claims of low morale and accused the The Post and 'other biased media outlets' of writing 'dishonest hit pieces' about the Trump administration's efforts to 'fix' the VA. Veterans groups are rallying against the cuts in the coming weeks. The Unite For Veterans rally is slated for June 6, the D-Day anniversary, at Washington, D.C.'s National Mall to 'defend the benefits, jobs, healthcare and essential VA services under attack.' The progressive VoteVets group spoke out about the cuts on Memorial Day. 'Gutting VA will result in delayed appointments and substandard care, leading directly to more veteran deaths,' Kayla Williams, Iraq Veteran and senior policy advisor at VoteVets, said. 'In fact, as reports and internal documents now prove, Elon Musk's wrecking ball is causing systems to fail, putting veterans at risk.' Kasperowicz added that the department has 'already made significant progress' in 'fulfilling VA's mission of serving Veterans' by reducing the department's disability claims backlog by 25 percent since Trump entered office, ending DEI at the department, and processing 'record numbers of disability claims' for the fiscal year 2025.
Entrepreneur
25-05-2025
- Business
- Entrepreneur
6 Ways to Build a High-Performing Team
If your work teams are not performing as expected, it may not be due to laziness or a poor fit. Instead, it could be due to insufficient training, poor communication,... This story originally appeared on Calendar If your work teams are not performing as expected, it may not be due to laziness or a poor fit. Instead, it could be due to insufficient training, poor communication, or low workplace morale. Correcting these problems is crucial if you want to improve output and results. Building the 'dream team' at work doesn't happen by accident. It requires time, effort, and an intentional, strategic approach. Fortunately, all your work will pay off in the form of increased productivity and boosted profits. Here are six strategies you can employ today to build a high-performing team. 1. Encourage Constant Collaboration and Teamwork Collaboration involves individual team members working together toward a shared task or collective goal. Good collaboration is the cornerstone of any high-functioning team. You need effective communication, clear expectations, and mutual respect for others' ideas to achieve constant collaboration. You also need an individual's willingness to take on specific tasks and responsibilities to help the group achieve its primary goal. When you have all of these components, you have a high-functioning team that maximizes its output. To create a collaborative workplace, constant communication between team members and departments must be established. This can be tricky to establish, primarily when some team members work different shifts or work from home. One great way to ensure constant communication is through shared team scheduling tools. Team scheduling tools like Calendar, Google Calendar, and Microsoft Calendar can boost collaboration by keeping everyone on the same page at all times. They streamline how information is shared and reduce confusion caused by poor communication. Besides utilizing shared calendars, you can also enhance collaboration by developing processes for communicating pertinent information. For example, decide what type of information should be communicated through email vs. direct messaging. Your policy might specify that sensitive information should be sent via email and regular team updates through direct messaging or project management apps. 2. Build Trust Between Team Members Have you ever tried to work with someone you didn't trust? If so, you probably expended more energy watching your back than working on shared projects with that person. To achieve high-performing teams, building trust is non-negotiable. The more trust employees have with each other and their leaders, the more willing they are to work hard and increase their output. So, how can you build trust between team members, especially if they come from diverse backgrounds? Fortunately, it may not be as hard as you think. It's best to start at the top and demonstrate honesty, openness, and fairness as a leader. Communicate honestly and openly with your teams and ensure company-wide decisions are transparent and fair. Your team members should follow suit as you implement these ideals and emphasize their importance. You could encourage regular team-building activities to help employees build trust with each other. These naturally enhance trust by assisting individuals in getting to know their co-workers better and developing stronger relationships. Team-building activities can be collaborative games, work parties, or even 10 minutes of casual talk at the beginning of each meeting. As long as the activity encourages employees to interact with each other in an easygoing, enjoyable way, you're doing it right. 3. Establish a Clear Sense of Purpose and Direction Even the most well-meaning employee or team can fall short of their potential if they don't know what's expected. To maximize professional output, you must be a leader with a clear sense of purpose and direction. Ensure employees understand the company's overarching vision and how they're expected to support it. Individual employees should also clearly understand their individual responsibilities and roles within the team. When you hire a new employee, clearly define their role and associated responsibilities so they know how to fulfill them. Otherwise, you'll end up with confused and frustrated employees who have no idea what they're expected to do. For example, imagine your company is implementing a new project management system. To establish a clear sense of purpose and direction, you might demonstrate why the current antiquated system isn't good enough for your needs. This will help give team members the why for the project. Next, work with the team to create a deadline-driven plan for migrating to the new system. Ensure each team member knows their responsibilities for reaching the overall team goal by the deadline. 4. Encourage Accountability Accountability often gets a bad reputation in workplace settings. It's associated with shame and failure, so many employees avoid accountability like the plague. Unfortunately, a lack of accountability destroys productivity because it shifts workplace culture to one of blame and avoidance. If you want to maximize team output, it's time to encourage positive accountability at work. To make accountability a more positive term, you must de-weaponize it. Instead of using it as an excuse to punish underperforming employees, emphasize its ability to drive success and improvement. When someone takes accountability for their mistakes, don't come down too hard on them. Let them know you appreciate their honesty and value their integrity for not placing the blame on someone else. Then, work with them to determine what went wrong and how they can avoid making the same mistake going forward. In addition to encouraging honest accountability for mistakes, you should also stress taking accountability for successes. That way, workers will be less likely to throw up their hands when things get hard and let others deal with the challenge. When they know they're allowed to own and be recognized for their successes, they'll be more inclined to solve problems. They'll also be more willing to expend greater effort toward achieving positive results. 5. Offer Rewards for Good Performance No one wants to sacrifice their time and energy working toward something that doesn't provide any rewards. To boost team productivity, offer adequate incentives for good performance. Otherwise, employees will see no reason to give more than the minimum effort on any given day. Performance incentives are any benefits or rewards employers offer as a reward for certain behaviors or achievements. They're a strategic tool employers use to boost employee output and improve morale. Here are some examples of different types of performance incentives: Monetary Rewards: These could include cash bonuses, gift cards, extra 401K contributions, or profit-sharing opportunities. These could include cash bonuses, gift cards, extra 401K contributions, or profit-sharing opportunities. Non – Monetary Rewards: These might include public or private recognition, extra vacation time, free lunch, a company party, promotion, flexible schedules, etc. – These might include public or private recognition, extra vacation time, free lunch, a company party, promotion, flexible schedules, etc. Career Development: These could include mentorship opportunities, paid training programs, and certifications. Some employees may respond best to monetary rewards, while others may prefer non-monetary incentives. Consider polling your employees to see what type of reward structure they would prefer. 6. Emphasize Continuing Training and Education Continuing training and education can boost team productivity in various ways. It can provide employees with additional tools and skills to become more efficient at doing their jobs. It can also help individual team members fill knowledge gaps so they understand their chosen field of work more deeply. Offering continuing education opportunities can also boost employee morale by allowing them to advance their careers. As every good business owner or manager knows, morale almost always translates to improved productivity and profits. Positive morale in the workplace can also reduce your turnover rate, so you spend less time and money hiring new employees. Consult with your human resources department to determine the best way to offer continuing education and training to your team members. Work together to determine the best industry training programs in your area and how to pay for them. You might also consider offering each employee a continuing education credit that they can use at their discretion each year. Conclusion You can't achieve unprecedented companywide success without a high-performing team. Use these strategies and tools to naturally promote increased productivity, propelling your company to the next level. Featured Image Credit: Photo by fauxels; Pexels The post 6 Ways to Build a High-Performing Team appeared first on Calendar.
