Multi-level marketing (MLM) companies have been around for decades, promising a path to financial independence and success to those willing to invest time and money into their products and recruitment systems. However, the corporate structure of these MLMs are often inherently problematic. These flawed structures are just part MLM corporate culture, but not everyone is aware of how toxic they can be.
Multi-level marketing companies can be very diverse in their industry and product type, but they typically do share one crucial characteristic: One of the biggest issues with MLM corporate culture is the pressure to recruit and build a downline. MLM companies rely heavily on recruiting new members and encouraging them to recruit others in turn, creating a pyramid-like structure. The pressure to constantly recruit and build a larger downline can be overwhelming, with distributors often feeling like they are letting down their team or missing out on potential income if they aren’t actively recruiting. This pressure can lead to a culture of manipulation and exploitation, where distributors are encouraged to prioritize recruiting over actually selling products. In fact, some MLM companies have been accused of being pyramid schemes because their compensation plans heavily favor recruitment over product sales.
Another issue with MLM corporate culture is the emphasis on personal development and self-improvement. While personal growth can be a positive thing, MLM companies often use it as a way to control and manipulate their distributors. Distributors are told that if they just work harder, believe in themselves more, and attend more company events, they will be successful. This can lead to a culture of victim-blaming, where distributors who aren’t successful are seen as not working hard enough or not believing in themselves enough, rather than acknowledging the systemic issues within the MLM industry.
Furthermore, MLM corporate culture can be isolating and all-consuming. Distributors are often encouraged to distance themselves from friends and family members who are skeptical of the MLM model, and to spend all of their free time attending company events, making sales calls, and recruiting new members. This can lead to a loss of social support outside of the MLM community and a dependence on the company for validation and social interaction.
Finally, MLM corporate culture can be financially devastating for many distributors. The pressure to constantly buy products to maintain their status within the company and the expectation that they will invest significant amounts of money into attending company events can lead to significant financial strain. In addition, many distributors are paid only on commission and are not provided with any benefits or job security, making it difficult to plan for their future or support themselves and their families.
The corporate culture within multi-level marketing companies can be incredibly toxic, with a heavy emphasis on recruitment, manipulation, isolation, and financial strain. While MLM companies may promise a path to financial independence and success, the reality for many distributors is quite different. It is important for individuals to educate themselves about the risks associated with MLMs and to seek out alternative ways to achieve their goals.
Workplace culture is crucial to a company’s success. The culture is what determines how employees within the organization behave. When executed correctly, company culture aligns the company’s mission, vision, values, and goals. It is no longer a secret that when employees are happy, they become more productive, and the workplace will likely achieve outstanding success.
Most employees consider a positive company culture highly instrumental to business success. According to Deloitte’s research, an estimated 94% of executives and 88% of employees think a positive and distinct company culture is essential for business success. This is probably because a positive company culture has a way of increasing employee engagement. In addition, a positive corporate culture attracts and retains talented employees committed to working hard to help it achieve its short and long-term objectives.
Many managers and business owners may already know the importance of a great corporate culture. But the big question is; Do they know how to create a work environment where employees want to stay? A great way to start as a manager is by implementing fantastic benefits that improve workplace culture. Here are some of the benefits that can help turn your workplace into a positive and thriving environment;
1. Encourage physical activity
You can help improve your workplace culture by encouraging your employees to be more physically active. Nowadays, the importance of a healthy lifestyle can never be overemphasized. It prevents diseases and keeps people fit, improving their moods and self-esteem. In addition, regular physical activity can improve energy levels and concentration, making your employees excel according to their full potential. Physical activity can also reduce stress, anxiety, and depression among your employees. A healthier workforce can lead to lower healthcare costs and lower absenteeism rates.
There are, however, several ways of encouraging your employees to be physically active. For example, you could provide a well-equipped on-site gym for them, allowing them to exercise after working hours or on weekends. Alternatively, you could subsidize gym membership to encourage them to register at off-site gyms. Also, as a manager, you could start a company’s sports team or encourage your employees to participate in group fitness classes. Whatever you do, make sure there are options for everyone to find an activity that works for them.
2. Offer flexible work hours.
A company that offers flexible work hours has a way of motivating its employees to be highly productive. The significant advantage of providing your employees flexible work hours is that it gives them the freedom to work when they are most effective. For example, with flexible work hours, employees who are more productive in the mornings can work morning shifts, while those more productive later in the day can work afternoon shifts. As a result, flexible work hours improve work/life balance and increase job satisfaction. It can also help attract and retain top talent.
If you need help implementing flexible work hours, you can always start by surveying your employees to see what would work best for them. In addition, you could also offer a trial period to see how it works before making any permanent changes.
3. Provide free or discounted meals.
Free or discounted meals are a great way to show your employees that you appreciate and care about their wellbeing. Besides, providing your employees with free or discounted meals will also help them save money and time. For example, if you offer them free meals during lunch, they may not have any reason to commute to other parts of the city to have lunch during breaks. Also, they get to save money they would have otherwise used to buy their meals.
Nevertheless, one of the best ways to provide free or discounted meals to your employees is to partner with a local restaurant or a catering company. You could also set up a lunchroom in the office with equipment such as a fridge, microwave, and coffee maker. Whatever you do, ensure that the options guarantee healthy eating habits for your employees.
4. Offer paid time off for volunteering.
As a manager, you could also improve your workplace culture by encouraging employees to give back to their communities. The best way to achieve this is by offering them paid time off for volunteering. Paid time off for volunteering shows employees that you value their time and commitment to making a difference in their communities. Moreover, it’s also a great way to build team morale and camaraderie.
However, to offer paid time off for volunteering, start by partnering with a nonprofit. You could also encourage employees to volunteer for company-sponsored events. Whatever you do, give your employees notice so they can plan their time off accordingly.
When it comes to your workplace culture, the costs associated with offering employees a better quality of life while on your team can be far less than the costs associated with turnover. Employee retention goes up and happy employees yield a higher level of output than employees who are dissatisfied with their work-life balance.
Workplace investigationsshould be conducted periodically to ensure that crimes are not going unnoticed within organizations. A thorough workplace investigation can help uncover many types of crimes, from harassment, discrimination, and forgery to theft. A workplace investigation is a process through which an organization uncovers and discovers facts about complaints related to misconduct, violence, harassment, theft, and other issues. Although the procedures and policies for workplace investigations vary from one organization to another, there are certain standard practices.
1.Ensure confidentiality during investigations.
You and your human resource team conducting workplace investigations must ensure the complete confidentiality of all the parties involved, including the complainant, suspect, and witnesses. When you assure these people that you won’t be sharing their side of the story with anyone except when necessary, they will be encouraged to reveal all they know about the case without fearing retribution or being judged. And, of course, this will be the perfect opportunity for you and your investigators to get the right story and evidence needed to make a final decision.
2.Review documentation
As an employer, you and your HR investigators will make a huge mistake in corporate investigations if you rely strictly on stories the parties involved recount. While it is a good idea to grant interviews to all involved to hear their sides of the story, it will be irrational of you to focus on just their words. Instead, you need to review all documented evidence, such as recordings, messages, pictures, or emails, for clarity.
3.Get an experienced investigator.
For a workplace investigation to be effective, you must work with an experienced investigator with a vast understanding of all the applicable laws associated with an internal inquiry. It’s up to you to choose an internal or private investigator for corporate investigations to help with the case. Whatever you decide, your goal should be to get someone who will use his comprehensive knowledge of laws and regulations to conduct thorough investigations while avoiding possible legal complications along the way. Rest assured that with an expert investigator on your team, you will be more confident in resolving the issue efficiently while adhering to your organization’s protocols and cultures.
There are, however, several ways through which you and your investigation team can determine if your employees have committed previous crimes;
1.Conduct interviews
During a workplace investigation, it is possible to discover the past criminal records of your employees through information obtained from interviews. This is why conducting as many interviews as possible with as many witnesses as possible, or people you believe can give you more details on the issue is crucial. Of course, you must ask follow-up questions during interviews to get more background information about the employees involved. However, remember to schedule interviews at the right times to maintain the day-to-day activities of your employees. In addition, ensure that all interviews are conducted privately, without bias.
2.Investigate previous criminal history.
It would also help if you and the investigation team investigated the previous criminal history of the suspect. To successfully do this, you must understand and familiarize yourself with the applicable laws of your state. Some of the best ways of carrying out previous investigations on criminal history involve searching online public records or requesting background information through court clerks. Nevertheless, to be safe, it is better to do all criminal checks even before hiring your employees. This will help you avoid recruiting people with criminal histories.
3.Collect the relevant documents.
It is of the utmost importance to collect documents and evidence that can help you point out the wrongdoings of your employees during a corporate investigation. Documents, including emails, text messages, and social media messages, can help you uncover many things. Similarly, pieces of evidence, including footage from security cameras, videos, photos, and other expense reports, can help you uncover other previous criminal activities of your employees. It will help if you collect all such evidence, even if you aren’t sure they will be helpful. You can always pass them to a private investigator who will use them with other materials at hand to create a complete picture of the situation.
If yours is one of the countless businesses across the United States who wasn’t prepared to deal with workplace violence and got caught out, you’re sadly—but certainly—not alone. Statistics reveal that as many as 90% of organizations do not comply with federal OSHA reporting regulations and record-keeping in this area. Meanwhile, 55% of American employees report being unaware or unsure of their employer’s emergency preparedness plans.
Sure, many businesses skate along relatively unscathed by this oversight. That is, until an unforeseen sequence of events brings it into shocking focus. If you have recently become aware of workplace violence or threatening behavior going unchecked on your watch, then this article is for you. As an employer, you can’t correct any past lack of readiness, but you can act responsibly today. Read on to discover the steps that you need to take next to prevent further damage, including human resource oversight, diligent investigations, corporate culture importance, and much more.
The Potential Cost of Being Blasé About Workplace Violence
If you’ve always imagined that worrying about things like workplace violence doesn’t need to be on your priority list, think again. Failing to take the issue seriously can result in a hefty price tag for American businesses. In fact, the average out-of-court settlement for workplace violence incidents runs at approximately $500,000, while a jury award settlement can painfully run into the millions. Yes, while you as an employer may not be the perpetrator, you can still be left with a business-sinking bill to settle.
Even on the lesser end of the spectrum, workplace violence on any scale can be a symptom of a toxic workplace culture that serves as a breeding ground for employee theft and even white-collar criminality. With abusive workplace behavior comes decreased productivity, employee absence, and runaway turnover. Business reputations can suffer, and ultimately lawsuits can ensue.
As an employer, you may find yourself held responsible for the actions of others as a respondent superior who failed to step in, under the terms of premises liability, or through negligence in hiring or retention. In immediate strides of damage mitigation, you can not only respond to present reports of threats or violence at work decisively, but you can also take immediate steps to rectify your state of preparedness for the future.
Damage Control for Threatening Behavior and Violence at Work
As someone with corporate or human resource oversight, you have a duty to develop an effective violence prevention policy and program and communicate it effectively to employees. This will include conducting accurate violence and threat assessments, incorporating threat screening into your recruitment policies, providing effective training to your leadership team, and having clear procedural guidelines in place to deal with both dangerous situations and their initiators.
To give an example, although 62% of companies view an active shooter as a top threat, around 79% report feeling unprepared for an incident of this kind. Resolution can be found in an expert threat and violence assessment from Lauth Investigations International.
In another instance, a leader may have allowed a toxic workplace culture to fester, only to see bullying escalate into violence. A swift and efficient corporate culture audit can quickly redress this imbalance, while comprehensive background checks can prevent the arrival of more bad actors in the future. Do you need help with launching impartial workplace investigations following reports of threatening or violent behavior in the workplace? Would you like expert guidance on how to make your place of employment safe, secure, and robust against the threat of nefarious employees moving forwards? If so, the Lauth Investigations team is here and ready to assist. We support businesses across America every day in their quest for strong corporate culture and ultimate prosperity. Don’t let workplace violence derail your progress—instead, reach out to our team today.
Divorce, bankruptcy and death can be some of the most difficult experiences of someone’s life, and evaluation of assets is always part of these experiences. But how can you evaluate something if you cannot verify it even exists? This is where an asset search investigator comes in. An asset search can help discover things about an estate or fortune that may not be visible at first glance. Unfortunately, these are also times when money begins shifting hands, and deceit can worm its way into a delicate situation. New debts, hidden wealth, and ownership of property that’s been long forgotten are all things that a private investigator can uncover in an asset search.
Private investigators are often called upon to conduct financial asset searches for a variety of reasons. Whether it’s for an individual trying to locate assets during a divorce or inheritance dispute, or a business attempting to recover lost funds, private investigators are well-equipped to handle these types of investigations.
Knowledge of the Law
Private investigators have a thorough understanding of the law when it comes to conducting financial asset searches. They are familiar with the legal requirements for obtaining information related to assets and are well-versed in the various databases and resources available for conducting these searches. This knowledge allows private investigators to conduct asset searches legally and ethically, while ensuring that all information gathered is admissible in court.
Access to Resources
Private investigators have access to a wide range of resources that are not available to the general public. They have access to databases and other sources of information that can be used to track down financial assets, such as bank accounts, stocks, and real estate holdings. These resources allow private investigators to locate assets that might otherwise be difficult or impossible to find.
Analytical Skills
Private investigators have excellent analytical skills, which are essential for conducting financial asset searches. They are able to analyze large amounts of data, identify patterns, and connect the dots to uncover hidden assets. This requires a combination of critical thinking, problem-solving, and attention to detail, all of which are skills that private investigators possess.
Discretion
Private investigators understand the importance of discretion when conducting financial asset searches. They know how to conduct investigations without attracting unwanted attention, which is crucial when dealing with sensitive financial information. Private investigators are trained to handle information with the utmost care and to ensure that their clients’ privacy is protected throughout the investigation.
Experience
Private investigators have years of experience conducting financial asset searches. They have honed their skills over time and have developed an intuition for locating assets. This experience allows them to conduct searches quickly and efficiently, while still being thorough and accurate.
If you need help conducting an asset search in your business or personal life, please contact Lauth Investigations International today at 317-951-1100, or visit us online at www.lauthinveststg.wpengine.com for more information.
