What is the GDPR?

The General Data Protection Regulation (GDPR) is a legal framework that sets guidelines for the collection and processing of personal information of individuals within the European Union (EU).

GDPR is a piece of legislation that was approved in April 2016. European authorities have given companies two years to comply and it came into force Friday 25th May 2018.

It replaces a previous law called the Data Protection Directive and is aimed at harmonizing rules across the 28-nation EU bloc.

The aim is to give consumers control of their personal data collected by companies. Not only will it affect organizations located within the EU, but it will also apply to companies outside of the region if they offer goods or services to, or monitor the behavior of, people in the bloc.

What is considered to be personal data?

"personal data" shall mean any information relating to an identified or identifiable natural person ('Data Subject'); an identifiable person is one who can be identified, directly or indirectly, in particular by reference to an identification number or to one or more factors specific to his physical, physiological, mental, economic, cultural or social identity.

What types of privacy data does the GDPR protect?

·                  Basic identity information such as name, address and ID numbers

·                  Web data such as location, IP address, cookie data and RFID tags

·                  Health and genetic data

·                  Biometric data

·                  Racial or ethnic data

·                  Political opinions

·                  Sexual orientation

Which companies does the GDPR affect?

Any company that stores or processes personal information about EU citizens within EU states must comply with the GDPR, even if they do not have a business presence within the EU. Specific criteria for companies required to comply are:

·                  A presence in an EU country.

·                  No presence in the EU, but it processes personal data of European residents.

·                  More than 250 employees.

·                  Fewer than 250 employees but its data-processing impacts the rights and freedoms of data subjects, is not occasional, or includes certain types of sensitive personal data. That effectively means almost all companies. A PwC survey showed that 92 percent of U.S. companies consider GDPR a top data protection priority.

How does the GDPR affect third-party and customer contracts?

The GDPR places equal liability on data controllers (the organization that owns the data) and data processors (outside organizations that help manage that data). A third-party processor not in compliance means your organization is not in compliance. The new regulation also has strict rules for reporting breaches that everyone in the chain must be able to comply with. Organizations must also inform customers of their rights under GDPR.

What this means is that all existing contracts with processors (e.g., cloud providers, SaaS vendors, or payroll service providers) and customers need to spell out responsibilities. The revised contracts also need to define consistent processes for how data is managed and protected, and how breaches are reported.

“The largest exercise is on the procurement side of the house—your third-party vendors, your sourcing relationships that are processing data on your behalf,” says Mathew Lewis, global head of banking and regulatory practice at legal service provider Axiom. “There’s a whole grouping of vendors that have access to this personal data and GDPR lays out very clearly that you need to ensure that all of those third parties are adhering to GDPR and processing the data accordingly.”

Client contracts also need to reflect the regulatory changes, says Lewis. “Client contracts take a number of different forms, whether they are online click-throughs or formal agreements where you make commitments to how you view, access, and process data.”

Are there punishments for breaking the rules?

Yes, and potentially big ones. An organization in breach of GDPR laws will be fined up to 4 percent of annual global turnover or 20 million euros ($24.6 million), whichever is bigger.

Some of the biggest technology companies are making billions in turnover every year so this could be a big hit if they were to breach any rules.

The Importance of Working For A Boss Who Supports You

Employers seek loyalty and dedication from their employees but sometimes fail to return their half of the equation, leaving millennial workers feeling left behind and unsupported. Professional relationships are built on trust and commitment, and working for a boss that supports you is vital to professional and company success.

Employees who believe their company cares for them perform better. What value does an employer place on you as an employee? Are you there to get the job done and go home? Are you paid fairly, well-trained and confident in your job security? Do you work under good job conditions? Do you receive constructive feedback, or do you feel demeaned or invisible?

When millennial employees feel supported by their boss, their happiness on the job soars — and so does company success. Building a healthy relationship involves the efforts of both parties — boss and employee — and the result not only improves company success, but also the quality of policies, feedback and work culture.

Investing In A Relationship With Your Boss

When you’re first hired, you should get to know your company’s culture and closely watch your boss as you learn the ropes. It’s best to clarify any questions you have instead of going rogue on a project and ending up with a failed proposal for a valuable client.

Regardless of your boss’s communication style, speaking up on timely matters before consequences are out of your control builds trust and establishes healthy communication. Getting to know your boss begins with knowing how they move through the business day, including their moods, how they prefer to communicate and their style of leadership:

·       Mood: Perhaps your boss needs their cup of coffee to start the day. If you see other employees scurry away before the boss drains that cup of coffee, bide your time, too.

·    Communication: The boss’s communication style is also influenced by their mood. Don’t wait too late to break important news. In-depth topics may be scheduled for a meeting through a phone call or email to check in and show you respect your boss’s time. In return, your time will be respected, too. Some professionals are more emotionally reinforcing that others. Some might appear cold, but in reality, prefer to use hard data to solidify the endpoint as an analytical style. If you’re more focused on interpersonal relationships, that’s your strength, but you must also learn and respect your boss’s communication style.

·     Leadership: What kind of leader is the boss? Various communication styles best fit an organization depending on its goals and culture, but provide both advantages and disadvantages. Autocratic leaders assume total authority on decision-making without input or challenge from others. Participative leaders value the democratic input of team members, but final decisions remain with the boss.

Autocratic leaders may be best equipped to handle emergency decisions over participative leaders, depending on the situation and information received.

While the boss wields a position of power over employees, it’s important that leaders don’t hold that over their employees’ heads. In the case of dissatisfaction at work, millennial employees don’t carry the sole blame. Respect is mutually earned, and ultimately a healthy relationship between leaders and employees betters the company and the budding careers of millennials.

A Healthy Relationship With Leaders Betters The Company

A Gallup report reveals that millennial career happiness is down while disengagement at work climbs — 71% of millennials aren’t engaged on the job and half of all employed plan on leaving within a year. What is the cause? Bosses carry the responsibility for 70% of employee engagement variances. Meanwhile, engaged bosses are 59% more prone to having and retaining engaged employees.

The supportive behaviors of these managers to engage their employees included being accessible for discussion, motivating by strengths over weaknesses and helping to set goals. According to the Gallup report, the primary determiner of employee retention and engagement are those in leadership positions. The boss is poised to affect employee happiness, satisfaction, productivity and performance directly.

The same report reveals that only 21% of millennial employees meet weekly with their boss and 17% receive meaningful feedback. The most positive engagement booster was in managers who focused on employee strengths. In the end, one out of every two employees will leave a job to get away from their boss when unsupported.

Millennials are taking the workforce by storm — one-third of those employed are millennials, and soon those numbers will take the lead. Millennials are important to companies as technology continues to shift and grow, and they are passionate about offering their talents to their employers. It’s vital that millennials have access to bosses who offer support and engage their staff through meaningful feedback, accessibility and help with goal-setting.

In return, millennial happiness and job satisfaction soar, positively impacting productivity, performance, policy and work culture. A healthy relationship between boss and employee is vital to company success and the growth of millennial careers as the workforce continues to age. Bosses shouldn’t be the reason that millennial employees leave. They should be the reason millennials stay and thrive in the workplace, pushing it toward greater success.

10 Things Bad Bosses Say

Here are 10 of the most common phrases you'll hear from bad managers - and why they're wrong.

1. "You're lucky to even have a job." This is a favorite refrain of bad managers who really mean: "You should be grateful that you're employed during this bad job market and therefore shouldn't complain about any conditions of your employment, no matter how bad." These are generally managers who don't know how to deal with problems or staff feedback constructively. If your manager says this, take it as a sign that you're dealing with someone inept.

2. "Just figure it out." Sure, there are times when employees really should be able to find solutions themselves, but in general, managers who say this are abdicating their responsibility to guide and coach. Even if the question is one that a reasonable employee should be able to solve on her own, a good manager would more clearly say, "This is something that I'd like you to handle yourself, using resources X, Y and Z." "Just figure it out" is both lazy and unkind.

3. "I received an anonymous report?" Good managers will do everything they can to avoid citing anonymous reports when talking to employees. Sometimes managers do need to address problems that they were told about in confidence, but when that happens, a skillful manager won't put the focus on the anonymous reporter, but rather on the problematic behavior that needs to be addressed.

4. "I don't have time to do your performance evaluation, but you're doing fine." Part of managing well is supplying thorough, nuanced feedback. It doesn't have to be through a formal performance evaluation, but "you're doing fine" doesn't come close to cutting it. Employees deserve to know what they're doing well, how they could be doing better and where they should focus on developing.

5. "That's a dumb idea." Let's face it, not every idea is a brilliant one. But good managers know that you won't hear great ideas if their staff is afraid of being insulted and shot down when brainstorming. Great ideas usually come from environments where it's safe to think out loud and toss ideas around, good or bad.

6. "That dress really flatters your figure." Commenting on employees' physical appearance - particularly their bodies - is a good way to make people uncomfortable (few people want to feel that their boss is assessing their attractiveness), as well as invite harassment complaints down the road.

7. "You don't need to know what this is for - just do what I tell you to do." Sure, it could be faster to simply bark out orders without providing any context or rationale. But that's how you end up with a staff of employees who don't think beyond what's required and don't feel any ownership for their work - and the good ones will move on to a company where they're allowed to feel a personal stake in their work.

8. "What's wrong with you?" Feedback should never be personal. Good managers keep the focus on behavior that needs to change - writing skills, attention to detail, judgment or so forth. They don't make it personal and attack someone's intelligence or worth.

9. "Your job is what I say it is." This is of course true; your job is what your manager says it is. But bad managers generally say this when an employee is resisting doing work outside her core role. By contrast, a good manager will explain the circumstances when a role needs to broaden or change, rather than simply falling back on "I control what you do."

10. "You're so much better at this than Bob is." Putting down another staff member, even when it's supposed to be a compliment to another, signals to the employee being "complimented" that it might be her you're putting down someday. Employees want to trust their managers to give them feedback in private, not make unflattering comments about them to their co-workers.