Linked – If You Were Arrested for Being a Leader, Would There Be Enough Evidence to Convict You?
No one wants a boss when they deserve a leader.
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Linked – One on One Meetings Help Employee Engagement and Retention
This, of course, is the rub. The value of a one-on-one meeting is subject to the ability of the manager and the direct report to conduct a quality meeting. While that sounds pretty simple, let me ask you a question.
Have you ever been taught how to have a quality one-on-one meeting with your boss or with a direct report?
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Linked – 6 Problems L&D Can’t “Out-train”
I’ve also spoken to some in-house trainers who see this up close. People come to them because they lack some knowledge and hope the training will help them because their manager hasn’t given them clear direction. They don’t realize that they haven’t been getting a clear direction. They assume there is some skill or knowledge they are missing. Where do you go when there’s a skill you need? To Training and Development!
But the trainer can’t give you that clear direction about your job. That has to come from your manager.
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Shared Links (weekly) Mar. 12, 2023
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Compounded E-Discovery Mistakes Result in Seven Figure Sanctions
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Creating Learning Communities to Increase and Retain Women in Leadership
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More younger employees use workplace mental wellness benefits, say they are “very important”– These young people are smart. They know what’s up.
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Fortinet’s Women: The Path to a Career in Cyber is Different for Everyone
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European Court clarifies conflicts between eDiscovery and GDPR
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Biden’s national cyber strategy wants to redirect responsibility from users to manufacturers
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Why Businesses Should Invest In Employee Learning Opportunities
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Layoffs, Anxiety and Trust
Ultimately this is what will define your culture and your employee engagement. Do your actions match your words? It’s not enough to say you care about mental health, diversity, or developing the people who work for you. You had better put something behind that. If you’ve had layoffs recently, don’t expect anyone to believe that you care about these things on your words alone. Those layoffs told everyone in the organization that they were expendable. They could be next, and the only thing that truly matters is how much they make for you. If you care about their growth, wellbeing and being a diverse company, you had better show up with something other than words.
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Trust is Easily Broken
Consider the message this sends to employees. This decision was made at a level above the person who is left to explain it to you. No one from that level wants to explain it or answer your questions. That’s not a trustworthy organization. That’s a leader hiding from people being impacted by their decisions.
That’s not a leader I’d want to work for. Some might even argue that they aren’t a leader at all.
When you lose that trust, you’ll lose the retention battle.
