I’ve talked about this before, but it bears repeating. Change is our reality. The most challenging students I worked with as a trainer weren’t the ones who struggled with a concept or had to overcome a barrier related to language or cultural understanding. It was the ones who didn’t think they needed to change anything they had been doing for years. They didn’t understand why they were being asked to change the way they worked.
When good talent does leave, as the article mentions, they often cite the need to get away from their manager. However, bad managers don’t exist in a vacuum. They are created in a poor culture, which comes straight from the top.
When you don’t provide management training, or have it available but never give the new manager time to attend, what do you think happens to their performance as a manager? Again, you’ve undermined them. You’ve put them in a position to fail.
Why would you do that?
It takes some cojones to talk about the company being a family when you make six hundred times the salary of the average worker. Don’t be surprised that workers aren’t loyal to you and the company. You’re not showing them any loyalty.
They may not be the perfect medium for connecting with other people online or staying informed, but at least we get to choose what we subscribe to and what fills our readers’ and inboxes. As an internet user, I’ve always been a fan of RSS as a way to stay informed and follow my favorite sources. As a creator, I’ve learned to love newsletters as social media has become less effective for sharing my blog posts. As someone with many friends in faraway places, I’ve been a fan of social media as a technology that can keep us connected, but it seems to be doing less and less of that these days.
Making room for both quick and deep thinkers will yield the best ideas and results. Is your workplace a space where deep thinkers can take time and come back to ideas and discussions? If not, there’s some valuable insight that isn’t being shared with you.
That’s a shame.