Norah Medlin, SAFe Agilist on LinkedIn: #techtalent #jobmarket #pivot #servantleadership (2024)

👂 Listen up and respond accordingly. Many HR teams will hear this and say “yes we have that problem here” but get lost in how to address the problem or worse will get caught up in talking about the problem and never get to the solution. There are very simple solutions and streamlined processes to address each of these areas but complaining is not a strategy.

Why is it so difficult for most leaders and managers to understand these basics? Is it their own insecurity, is it professional selfishness, or other self entered reasons? Whatever the reasons may be, the benefits of focusing on helping employees succeed is not so difficult to understand. Managers and Leaders should have their appraisals based on such factors and not just Revenues, Profuts and such like.

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your thoughts..

With a focussed humanistic thinking, compassion and empathy it is possible to alter our thinking to make our workplaces “Human Centric” .Workplaces are more than just Policies & Processes adherence platforms!

Gift of clarity and how to implement and manage some of these points. For fellow employers and employees:First things first, let me remind us of the roles by defining it in my own perspective no Ai shortcut:1. Unless you are running an unregisted sole trader business, or your trading style is not under such a legal entry, then the word employer refers to the company. People run companies, so the final decision-maker for the role hired is the key person of influence that is representing the company at that stage. In partnerships or democratic systems, the employer becomes employers. It's altematly a structure and proprietor thing.2. Managerial role can include supervisory roles. These roles are far more trusted, so equal treatment is not realistic where trust scores and critical importance of roles are very different.3. Employees must understand that unless you are an outsider to the mix, then we are all employees, and that also applies to managers that partly own or fully own the business. 😇Now that I have clarified this, you know that Directors are employees too wether they know it or not. But their settings will determine the level of liability or accountability that those who have less responsibility will most likely skip. 😇Amongst the 7 mentioned by Chris bellow, the one one for my (current and future) fellow employees is feedback:1. Never leave room for your commitment to be questioned or doubted. Managers are trusted because of this, and an uncommitted Director is like an uncommitted customer (high risk).2. Make sure your feedback is fair and accurate. This is relative to timing and circumstances. Even fairer if you brainstorm ways to solve the gap rather than just trash the functional thing that is there serving everyone.3. Finally, get the timing right without wasting time. maximum 2 days, and use fact based gap analysis to present feedback.Do you see the quality assurance process in what I have shared? Can you see how clarity is a great foundation for getting emotions and judgement, right?If you read this far then leave a comment below. if you don't know or have what to say, then you can say, "Understanding has value." That way, I will know you are a person that can be trusted at any level you choose to operate at.Blessing. 🙏🏽❤️🙏🏽

7 Uncomfortabletruths every employer needs to hear.Leaders, CEOs, and managers listen up…When you make your people the priorityThey will make your business theirs.Understand these 7 truths todayFor a strong business tomorrow:1. The worst time to offer a pay rise is after they hand in their notice.↳ If you value your team reward them before they start looking elsewhere.2. You don’t have a work-from-home issue you have a trust problem.↳ If you do not trust your employees to work at home you’re a micromanager.3. Company culture is not bean bags, free beer or other useless benefits.↳ The best culture is an environment where your team feel heard and valued.4. Your team should feel comfortable to say “I don’t know” or “I disagree.”↳ If employees don’t feel safe to share perspectives you have work to do.5. Your entry-level jobs should never require any work experience↳ You’re just trying to hire for a normal job and paying an entry-level salary.6. If your actions do not always align with your values you will destroy trust.↳ It should never be one rule for employees and another rule for managers.7. If an employee is sick or has a family emergency it is not annual leave.↳ It only takes basic human compassion to understand this is not annual leave.What other uncomfortable truths would you add to this list?Let me know in the comments below ⬇️♻️ Repost this to your network.And follow Chris Donnelly for more📌 Want to receive more of my thoughts on workplace culture?I’ll be sharing more details in my free newsletter.Don’t miss out, subscribe here: https://lnkd.in/eXSNaDiu

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To consider

These 7 uncomfortable truths are essential for every leader to understand. Prioritizing people and building trust are the keys to a strong and successful business. 🌟 #Leadership #CompanyCulture #EmployeeEngagement

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This is so very true. If only more companies followed these 7 rules.

These are values that makes most employees either stay longer or resign quickly. if what this man says in this video does manifest in your Organisation,then you have more work to do as the CEO of the company or else your working environment will become Toxic to the end that even your most prolific and goal getter employee will leave your business unceremoniously and unfulfilled in his working relationship with the company. CEOs need to be watchful.

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