“No the manager was cool, it was just that I could not survive in that culture. I had to get out.”
We have all heard the phrase that people don’t leave companies, they leave managers. Well, hearing that had me thinking.
Yes, this makes sense. I quit Martha Stewart because the culture had changed dramatically. I loved the people, but the toxicity at that time was a bit much. I walked out with a job in sight. Read more…
My youngest started fifth grade last week, and as I was combing through the official forms and literature, making sure he had all his school supplies and such, I happened upon the grading system:
Many people split the world into dualities: You’re either this or that. Positive or negative. On or off. Black or white.
But in reality, human behavior occurs mostly in the shades of gray between any two extremes. So when it comes to leadership, I hate to say, “You’re either part of the problem or part of the solution.”
But it’s easy to see how it could be true. Read more…
More than half of us don’t believe our employers are open and upfront with us.
This disturbing news comes to us from the American Psychological Association’s 2014 Work and Well-Being Survey, which finds nearly 1 in 4 workers don’t trust their employers, 1 in 3 reported their employers aren’t always honest or truthful, and less than half believe employers are open and upfront.
This lack of trust in the workplace is a big deal, and is leading more than a quarter of U.S. employees to say they intend to seek new employment in the next year. Read more…
Approximately 80 million Millennials live in the U.S today.
In my last post on talent acquisition trends, I touched on the fact that this group is the largest generation in history and, while the exact percentages vary depending on the research, is expected to make up more than 50 percent of the workforce by 2020.
We may still think of Millennials as “the next generation,” but the fact is that this group will make up the majority of the workforce in the not too distant future, so research on the values and expectations of this generation is valuable – and actionable. Read more…
Excessive talking can be dangerous to your business and your life.
Tongue-wagging may not send you to the ER with heart-palpitations, blot clots, or cancerous tumors, but it can kill many good ideas before they’re executed.
Take Mike, for example. A colleague of mine and professor at a local university, Mike has been telling me for the past 10-12 years that he’s going to write a book on the fundamental skills of supervision. He even sent me a pitch letter once intended for an agent he’d met at a conference and asked for feedback. Read more…
I see (broadly, for the sake of this discussion) two types of people in their careers.
- People who see their job description as a minimum requirement, and respond with the minimum effort to collect a paycheck.
- People who see their role as a contract with the business to deliver value, and they are always looking for ways to add more value, both to improve the business, and to raise their level of commensurate compensation. Read more…
I used to have a certain image of the kind of workplace that attracts Millennials — a picture, I’ll admit, that was heavily influenced by movies like the Facebook saga The Social Network.
Around the office would be plenty of free food, beer on tap and great piles of pre-IPO stock options. Over the front door would hang a name like Google, Twitter or Uber.
I knew that Americans born between 1980 and 1993 were the most diverse generation in U.S. history, and that they were more educated, confident, goal-oriented and technologically savvy than my generation. But I’d also heard they were demanding, entitled and easily distracted — so-called hummingbirds, flitting from one job to the next as the mood struck. Read more…
Editor’s Note: Readers frequently ask about past TLNT articles. That’s why we republish a Classic TLNT post every Friday.
Are you tired of hearing about all of the ways you can make your company a “win-win?”
Yeah, I know the jargon gets old — but the goal shouldn’t.
As much as I don’t like jargon, business leaders can achieve a win-win in their organizations. It’s not difficult but does require effort and accountability from the rest of management. A splash of empathy always helps, too. Read more…
By David Lee and Jacob Schneid
Despite millions of words written and millions of dollars spent on improving employee engagement, the needle has barely budged over the years.
From Gallup’s State of the American Workplace:
While the state of the U.S. economy has changed substantially since 2000, the state of the American workplace has not. Currently, 30 percent of the U.S. workforce is engaged in their work, and the ratio of engaged to actively disengaged employees is roughly 2- to-1, meaning that the vast majority of U.S. workers (70 percent) are not reaching their full potential — a problem that has significant implications for the economy and the individual performance of American companies. Gallup’s research shows that employee engagement remains flat when left unmanaged.” Read more…