 Running a business is never easy. As an employer, I’ve come to realize that employees are truly one of the most important resources of any company. Their talents, dedication, and day-to-day contributions are vital to our shared success. But let’s be honest—being at the helm also means facing moments of disappointment and frustration.
There’s a fine line between being a caring employer and being taken advantage of. I’ve always believed in treating my team with empathy and respect. I care about their well-being, their growth, and their families. But sometimes, that care is misunderstood. When an employer is too lenient or too soft, some employees may mistake kindness for weakness. They begin to expect more and more, forgetting that employment is a partnership, not a one-way street. Employees are hired because they are expected to help the company grow, to be part of the mission, and to create value. Yes, companies have a responsibility to provide fair compensation and a safe, supportive workplace. But employees also have a responsibility: to give their best, to be accountable, and to understand that salaries are not gifts—they are earned. Shifting the Mindset: “What Can I Do for the Company?” Imagine if every employee, instead of asking what more the company can do for them, started each day by asking, “What can I do to help my company succeed today?” This simple shift in mindset can transform not just a business, but a person’s entire career. Great employees don’t wait to be motivated by higher pay or better benefits—they find meaning in their work, take pride in their contributions, and see themselves as partners in the company’s journey. They understand that when the company grows, everyone benefits. They know that loyalty, initiative, and a strong work ethic are the keys to long-term success. Employers should continue to lead with compassion, but don’t be afraid to set boundaries. Care for your people, but also challenge them to rise to their potential. Employees on the other hand must reflect on their role and their attitude at work. I encourage employees to ask yourself, “How can I add value today?” Be proactive, be responsible, and be grateful for the opportunity you have. When you give your best, you’ll find that recognition, growth, and rewards tend to follow. Thrive to create workplaces where both employers and employees are inspired—not just by what they receive, but by what they contribute.
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 In every workplace, office politics, rumors, and intrigue are almost inevitable. In the Philippine work setting, these issues are often amplified by cultural nuances, such as the deep sense of pakikisama (camaraderie), hiya (shame), and the tendency to avoid direct confrontation. While these traits foster a sense of community, they can also create a fertile ground for misunderstandings, gossip, and power struggles if not managed properly. Possible Causes of Office Politics, Rumors, and Intrigue
 Effects on Employees and the CompanyOn Employees:
On the Company:
 Preventing and Solving Office Politics, Rumors, and Intrigue
Prevention Strategies:
Office politics, rumors, and intrigue are inevitable challenges in any workplace, but they can be managed effectively with the right strategies. In the Philippine setting, understanding cultural nuances and fostering a supportive, transparent environment are key to preventing these issues. By addressing conflicts head-on, promoting open communication, and cultivating a culture of trust and respect, companies can create a harmonious workplace where employees thrive and the organization prospers. Addressing these challenges is not just about solving problems—it’s about building a workplace that values collaboration over competition and integrity over intrigue. With proactive leadership and a commitment to fostering a positive work environment, companies can turn potential conflicts into opportunities for growth and unity.  In the fast-paced world of business, success is often celebrated with fervor. Achieving sales quotas, receiving recognition from management, or excelling in a particular task are milestones that deserve acknowledgment. However, these achievements can sometimes lead to a detrimental mindset among employees, particularly in sales roles, where past success becomes a ticket to complacency. The Arrogance of Success It's a common scenario: an employee hits their sales targets or receives accolades for their outstanding performance. The initial euphoria of success can quickly transform into arrogance. This attitude can manifest as a sense of entitlement, where the employee believes their past achievements exempt them from maintaining high performance levels. This mindset is not only detrimental to personal growth but can also affect team morale and overall productivity. Complacency Across Roles While this issue is prevalent among sales employees, it is not exclusive to them. Employees in non-sales positions can also fall into the trap of resting on their laurels. The comfort of past success can lead to a lax attitude, where the drive for innovation and improvement diminishes. This complacency can hinder an organization's progress, as employees become resistant to change and new challenges. At OneNetworx, we have observed similar patterns. Employees who once thrived on the thrill of achievement began to falter when they allowed their past successes to overshadow their current responsibilities. This behavior was not limited to any specific department; it was a cultural challenge that we needed to address. Success should be a stepping stone, not a stumbling block. From a point of view of an employer, we should strive to create an environment where past achievements are celebrated, but not at the expense of future growth. By addressing the pitfalls of complacency, we can ensure that our teams remain dynamic, innovative, and ready to tackle new challenges. |
Angelo "Jojo" Villamejor
President/CEO of OneNetworx AuthorMy journey with Onenetworx has been nothing short of transformative, and I'm excited to share my insights and experiences with you through this blog. Archives
November 2025
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