Linked – Why Great Employees Leave “Great Cultures”
I suppose, at this point in my life, that it should never surprise me that organizations that espouse their “great culture”, often fall short of those claims in the day-to-day operations. I’ve seen this, and many, many more examples.
“These gaps can take many forms. A company might espouse “work-life balance” but not offer paid parental leave or expect people to stay late consistently every night (a behaviors-system gap). You might espouse being a learning organization that develops people, but then not give people the time to actually take classes or learn on the job (system-behaviors gap). Maybe your company tells people to be consensus-builders, but promotes people who are solely authoritative decision makers (behavior-practices gap).”
For me, one of the worst cases I’ve heard was the company that pushed the idea of diversity in their messaging, that also had a department head show an org-chart of his all male department and talk about how they had a few openings to hire “more techie guys”. Clearly, the diversity message was not getting through. 😉
What’s your example of the day to day not living up to the “great culture” that was promised?
Also, go read the article to find out how to avoid just this kind of situation in your organization.
https://hbr.org/2018/05/why-great-employees-leave-great-cultures
