Actually...it is a popularity contest!

 

There’s a well-known adage that says ‘…people join companies and leave managers…’

Like most sayings, there is more than a little bit of truth in it as these statements are a compilation of experiences gathered over time.

As the leader, what type of attitude are you projecting; what kind of environment are you creating; are you someone that you would want to work for?

It is not a matter of being everyone’s BFF.  In fact, it is more often not being anyone’s friend at all.  But if your employees fall into one of three categories you have a serious problem.

·        Some are former employees who left because of the workplace that you have allowed to develop.

·        Some are people who have given up on you and have disconnected to the point where you no longer get their best and they are actively looking to leave.

·        Some are just unhappy and unproductive but willing to fly under the radar and collect a cheque.

Regardless of which group they are in, they all have something in common.  They don’t like you as their boss…they just have different ways of expressing it.

The most common complaints that these people would express about you include:

1.     You do not show proper respect for the contributions people make.

2.     You fail to provide clear expectations and objectives.

3.     You fail to invest in the training and equipping of individuals.

4.     You are short of encouragement and long on criticism.

5.     You are complacent and self-serving.

6.     You have built a toxic workplace.

7.     You cannot be trusted.

8.     You fail to lead.

No person in leadership can survive these comments.  Today’s employees are smart and they have transportable skills.  They are less likely to go to HR to express their frustrations because it is easier to just leave and find another job. 

You really only get one shot at attracting and retaining top talent.  Unless you can truly project a personality and character that gives a damn, you have no likelihood of success. Being ‘popular’ means that others respect you and want to work for you towards shard success.  Being that person who projects ‘my way or the highway’ will result in your best staff choosing the latter more times than not.  And those that don’t make that decision are probably not the ones you had hoped to keep.

Would you work for you…?

How do your decisions define you?

 

 

As a leader there is a simple truth.  You are praised for your best decisions but remembered for your worst.  This may seem unfair but it is a reality. Why, because we expect your best as a function of your responsibilities.  After all, isn’t that why you hold the position? 

Your decisions, your best decisions, advance the enterprise. That’s a reasonable expectation. But your bad decisions stall progress and your worst decisions may be catastrophic… both personally and professionally.

The first two legs of the stool are authority and responsibility.  But it is accountability that allows that stool to stand.

Here are some examples that speak to the point.

Dennis Muilenburg was the CEO at Boeing and was praised for promoting the development of the company’s 737 Max aircraft.  This plane was going to revolutionize the industry and help the environment at the same time.  The problem was that Boeing rushed the plane into production and subsequently two of these aircraft crashed within months killing hundreds.  Muilenburg was fired for both his oversight errors and for the undistinguished manner in which he handled the PR fallout.

He is not remembered for his career and accomplishments.  He wears the hair shirt for the consequences of his actions regarding the 737 Max.

Steve Easterbrook was appointed CEO at McDonald’s in 2015 at a time of company turmoil.  He instituted a number of changes to operations, menus and franchises that brought about significant financial improvements to the company.  But in 2019 it was revealed that he had repeatedly ignored company policy with respect to personal conduct and he was fired.  His $105 million termination package was subsequently clawed back by the company when the full extent of his misconduct became known.

Who remembers what operational improvements he instituted?  Most just remember that his Big Mac was in places not on the menu.

Travis Kalanick started Uber as the first ride sharing company and built it into a dominant player in that space. But he was fired because he created a toxic and sexist workplace and left in disgrace.

There is a common thread to all of these examples.  The dismissals were not predicated on incompetence. They were a result of failures in their character; moral, ethical or legal.  Thus they were personal choices that each person made and sadly these are the things that we remember. Pride and arrogance were at the root of their actions.  Their accomplishments are things of the past but their failures will follow them for a long time. 

As leaders you make decisions every day.  Not all will work out as you hoped. But as long as you have done your best to ensure that you have been morally, ethically and legally proper you can recover because your character is intact.

Lead with your words and your actions.  Others will take note and follow!