The way most Human Resources departments work just isn’t working for employees. Our latest study of 993 employees reveals that when they have concerns — whether it’s how they’re being treated by their manager or uncivil behavior from a peer — they would rather reach out to most anyone before turning to someone in HR. First, they turn to their manager; then they go to a trusted colleague. If either of those lifelines fail, they attempt to handle the issue themselves. In fact, employees would even go to another leader in their organization or do nothing at all before turning to HR! READ MORE
by Joseph Grenny and Derek Cullimore
Source: hbr.org
The author refers to the gap between the desire for more empowerment and capability (with confidence) the “decision deficit.” Left unaddressed, employees become frustrated that the promise of greater empowerment and autonomy isn’t followed up with actions and don’t see the opportunity to develop themselves.
The Great Resignation seemed to peak in November 2021, when a record 4.5 million workers quit their jobs in a single month. Desperate to retain employees, companies were scrambling. They offered more flexible work. Now, with layoffs and return-to-office mandates, business leaders are wrenching back power. But it’s not as bad as you might think.
When things are uncertain, it can feel comforting to avoid difficult feedback. But creating stability for your team — and success for your organization — depends on your ability to learn what needs to change. Burying your head in the sand is never the safe thing to do.
