Do You Understand Employee Loyalty?

Three facts facing managers:

  1. The concept of company loyalty and life-long service is gone.
  2. The comfort equation of loyalty and trust of employees is disappearing.
  3. The pillar of security for companies, based on long service, no longer exists.

Employees do not come into companies with the goals of long service and the gold watch at retirement. They expect to have many jobs in their lifetime.

The discussion on retention as a company survival strategy has become complex.

The goal has shifted from retaining employees to building lifelong affiliations with them.

Here are some truths and insights that may spark ideas on managing with that idea in mind:

  • Any company’s strength lies in the talent of its employees.
  • Employees do not want to commit to a life-long engagement with a single firm
  • Employees are seeking more of an alliance that is not just an exchange of money for time.
  • Agreements on terms of time and engagement expectations are necessary
  • The benefits of the engagement must be specific to each employee on the team and be mutually beneficial
  • Employees want to make a contribution and be valued
  • They expect managers to challenge their creativity and innovation
  • They expect employers to respect their innovative energy but not to trap them in binding contracts of owning all their creative ideas.

Networking within and outside of the company are not a threat when expected and discussed.

Exploring your employees’ next career steps to promote growth within the company and knowing what opportunities may be available outside your company build the strength of respect and trust

When an employee finds a position outside the company for personal career development that cannot be fulfilled within your company:

  • Celebrate accomplishments that lead to other employment
  • Welcome them into your alumni network.

Share this with someone you know who needs this information

Bullying in the Workplace Persists!

Recent media reports about bullying in the workplace are serious. In spite of increased awareness about bullying in schools, it appears that the parents of bullied children are experiencing the same behavior at work.

According to Robert I. Sutton PhD, in his book The No Asshole Rule. Building a Civilized Workplace and Surviving One that Isn’t, 80% of individuals have encountered a despicable behavior in the workplace and 100% of people have experienced negativism from people in powerful positions.

If all of us despise the way we are made to feel by these people, why do they continue to do their damage?

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Teams Only Need To Do This One Thing for Success

I have just read a really inspirational book – Beyond Words: A Radically Simple Solution to Unite Communities, Strengthen Businesses and Connect Cultures Through Language by James B. Archer Jr.

It made me think of the reason why, in spite of Apartheid, I grew up believing in the goodness of all people. I grew up playing with children who were different than me, learned their language, sang their songs and ate their food. We were just children playing. There were no barriers of culture and race, just children. We were from Italian, Zulu, Sotho, English and Afrikaans homes, but we played together even when we didn’t always understand everything that was said. We laughed, were helped to understand by our friends and we carried on playing.

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Quiz to Test Leadership Mindset

Take this quick quiz and see if your managers and supervisors have a leadership mindset.

Answer each question with a Yes or No

  1. My managers greet and talk to each of their associates directly every day
  2. My managers know about their people’s aspirations and dreams
  3. They discuss career development with each team member regularly
  4. My managers support creativity and innovation
  5. My managers create a safe learning environment
  6. Mistakes are tolerated as learning experiences
  7. My managers understand their role as developers of others
  8. My managers have time to do their own work
  9. They take responsibility for morale and building it
  10. My managers model transformational leadership

If you answered Yes to fewer than 8 you may need to search for answers about the leadership model that exists in your company.

The mindset of front line leaders all the way up to the top has to fully embrace the role of true leadership in order for the company to successfully deliver to customers. This comes from a mindset of being a leader. Without it, employees will constantly be compared to the expertise of the manager and erode any desire to excel for the customer.

Let me help you get the focus of managers back to becoming true leaders with leadership behaviors that contribute to employee retention.

Do not allow the corrosive influences continue a day longer, contact me now!