The exit interview should not be where you become aware of an employee’s disenchantment or dissatisfaction. Checking in regularly with employees you directly supervise on a one-to-one basis should be standard practice. Having weekly department staff meetings where you ask status questions in a group setting or asking a generic “How’s it going?” when you’reContinue reading “SORRY IT TOOK THIS EXIT INTERVIEW TO FIND OUT YOU WERE UNHAPPY. HERE, PLEASE TAKE MY PEN.”
Category Archives: Culture
ADVOCATE. IT’S NOT JUST A NAME OF A HOSPITAL.
As a manager, your role is not just making sure your team is meeting deadlines and maximizing strengths. It’s also to offer guidance and be a mentor to help them be recognized which will hopefully lead to retaining them. Among reasons people leave a company/position, “recognition” is almost always on the top of the list.Continue reading “ADVOCATE. IT’S NOT JUST A NAME OF A HOSPITAL.”
DOES YOUR CONSTRUCTIVE FEEDBACK HAVE A DIRECT FLIGHT OR ARE YOU GOING TO KEEP HAVING ALL THESE LAYOVERS?
For some managers, giving constructive feedback or suggesting areas for improvement is challenging. They are weary of possibly hurting the employee’s feelings or don’t want to be on the receiving end of a defensive attitude. Instead of getting to the root of the problem i.e. lack of focus, identify and improve task prioritization, need betterContinue reading “DOES YOUR CONSTRUCTIVE FEEDBACK HAVE A DIRECT FLIGHT OR ARE YOU GOING TO KEEP HAVING ALL THESE LAYOVERS?”
EVERYONE LOOKS LIKE ANTS FROM THIS 30,000 FT. VIEW
We’ve heard the phrase “from a 30,000 ft. view” from time-to-time. Often this is uttered when the company is making some big decision or change. It’s to indicate that things are being looked at from a big picture perspective. But how often have decisions been made from this perspective and they caused financial and personnelContinue reading “EVERYONE LOOKS LIKE ANTS FROM THIS 30,000 FT. VIEW”
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