Five Behaviors to Drive Employees away!
Consider these stats on the return-to-work versus work-from-home debate from a survey of 1,500 workers that was recently commissioned by Harvard Business School. Turns out 81% of us don’t want to return to the office or would prefer a hybrid home/workplace schedule. 27% of us hope to work remotely full-time and only 18% of workers want to return to the office full-time.
Regardless of WHERE one works, a manager still can influence how engaged and “present” employees are. Being present at an office or a remote location means nothing if employees have left their spirit, imagination, creativity, and enthusiasm behind.
Here are five mistakes that have employees leaving the door—either figuratively or actually.
1. Be a know-it-all and discount the input of others.
A new senior level manager was brought into an organization. When department heads met with him, he proclaimed “lower cost, higher quality, more sales”. He asked for their input and then immediately dismissed whatever they said. The fact that he had never worked in this particular industry had already prompted skepticism. The department heads, whose support and knowledge are critical for a turnaround, have departed in droves while those who are staying just shrug their shoulders and say they’ll hunker down until they find something else.
2. Never admit mistakes.
The worn phrase from the old movie Love Story proclaimed, “Loves means never having to say you’re sorry.” As wrong as that advice is for intimate relationships, it is just as stupid in business. When ego and arrogance replace the realities of a decision, employees watch in dismay. The operating plan becomes mired in finding ways to justify action rather than admitting error and looking for a new, more promising direction. The cost overruns on building a large golf course were huge because the senior manager refused the input of his department heads and then spent thousands trying to cover up design flaws.
3. Act first and think later.
The ready, fire, aim approach of shoot-from-the-hip-and-think-later is all too common in our 24/7, do-it-now world. The results can be disastrous - particularly if the vehicle for action is e-mail. E-mail now stands for escalation and error. The person who blasts off a response without carefully considering the tone and the names on the distribution list can find himself spending time and energy undoing collateral damage. The more critical the relationship and/or the outcome of the action, the greater wisdom is in carefully measured actions and more likely than not, face-to-face, or at least ear-to-ear conversation.
4. Create an inner circle that thinks alike.
Howell Raines, executive editor of the NY TIMES, was the subject of a 17,000-word article that appeared in the NEW YORKER. It was a brutal expose, painting a documented story of him as an arrogant bully who played favorites, listened only to a few people, and pummeled far too many. When folks outside of his inner circle tried to tell him their concerns regarding Jayson Blair, the now infamous fabricator of new stories, Raines ignored them.
5. Say one thing and do another.
A high-tech manufacturing company in Southern California announced significant layoffs because of poor performance. Every budget item was to be scrutinized. The following weekend, the CEO took the top management team away to the Ritz Carlton in Monarch Beach so they could ponder these new realities. Care to guess how fast the employees got wind of this “cost-saving” move? Or how about the professional services firm that proclaimed mandatory attendance and then repeatedly ignored a senior consultant who only showed up when he “felt like it”. BOTTOM LINE: If you want to model truth and trust, ask the people around you how often you engage in these behaviors. And if you are not happy with the answers, DO something different. You might also need to bring in an external coach to help you with the process. It’s a task I have performed on a number of occasions. The results: you win and the organization wins.