The responsibility to provide solid training and coaching for its people leaders, falls firmly on an organization’s leadership.
As does subsequently holding them accountable. Because the importance of an employee’s direct manager in whether employees are engaged cannot be over-emphasized. In fact, according to Gallup, 50% of Americans have left a job because of their manager, at some point in their career. There are, however, still unfortunately any number of bad behaviors that flourish uncontrollably in many organizations. None of which should be acceptable in a healthy culture. But, according to a Bamboo HR survey of 1,000 US employees, one in particular stood out as the worst, with over 67% in agreement: A manager taking credit for their employees' work. It is not only infuriating, but also trust destroying. In addition to the fact that it can impact an employee’s career, since they potentially miss out on promotions and raises. Because senior leaders are not aware that it is the employee and not the manager, who did the work or had the cost-saving idea. Whatever the reasons for it happening, the fact that it continues means that the culture allows it. Through the existence of a competitive environment, or one where employees do not feel safe speaking-up about the behavior. But make no mistake, it is unconscionable and shameful behavior. Leading to high turnover and other costly problems associated with disengaged employees. So, it’s important to not allow your culture to be a place where it happens.
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AuthorNia is passionate about engaging employees and cultivating compassionate cultures, a win-win for both employers and employees. Archives
January 2023
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