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1/ HR Professionals are often uniquely placed to see what is really going on in an organisation.
These are some things I've observed throughout my career.
These are some things I've observed throughout my career.
2/ Leaders will sometimes say one thing to employees, one thing to their managers and one thing to HR.
The truth is often somewhere in between.
The truth is often somewhere in between.
3/ Many things in life are a game. Or you can think about life itself, as a game.
@m_ashcroft has an excellent thread on how to play the game of your life. https://twitter.com/m_ashcroft/status/1264499790865408000?s=20
@m_ashcroft has an excellent thread on how to play the game of your life. https://twitter.com/m_ashcroft/status/1264499790865408000?s=20
4/ It's interesting to observe what happens when an employee refuses to "play the game" in terms of their careers.
Leaders struggle to address this.
An example...
Leaders struggle to address this.
An example...
5/ Some organisations have a bonus system in place. Employees are awarded a bonus on how well they play the game, how well they perform.
Poor performance can potentially lead to an exit from the organisation.
Poor performance can potentially lead to an exit from the organisation.
6/ But what happens when an employee doesn't care about the rules of the game?
They don't care about their bonus. They don't care if they are exited?
How do you motivate these employees?
They don't care about their bonus. They don't care if they are exited?
How do you motivate these employees?
7/ A lot of employees want more than just a salary, a bonus.
They want more than security.
They want more than security.
8/ I've seen lots of leaders struggle to motivate their employees because they don't take the time to understand what an employee needs.
What do they truly want?
What do they truly want?
9/ A reliance on command and control leadership,
"Do it because I said so."
...is a quick path to decreased productivity.
"Do it because I said so."
...is a quick path to decreased productivity.
10/ Employees who lack motivation will often do the bare minimum.
In a knowledge worker context, it's often difficult to see where the lost capacity is.
In a knowledge worker context, it's often difficult to see where the lost capacity is.
11/ Another key destructive force for productivity is a lack of autonomy.
Employees who believe that they have a choice are often more engaged.
Employees who believe that they have a choice are often more engaged.
12/ Leaders who tell their own employees that they can make decisions and then change their minds without explanation, are significantly damaging the sense of safety an employee has.
13/ There are a lot of great points in this book about how important safety is.
The brain is constantly trying to determine if the environment is safe. https://amzn.to/2XYRPbB
The brain is constantly trying to determine if the environment is safe. https://amzn.to/2XYRPbB
14/ Feeling safe leads to more sophisticated thinking.
As a leader, how do you make your employees feel safe?
As a leader, how do you make your employees feel safe?
15/ Obviously careers and experiences are highly unique and varied.
These are just a few observations that I have had throughout my career.
These are just a few observations that I have had throughout my career.
