A Hitch in the Hierarchy

 

 

Back in 2014, I conducted training entitled: Our Three Audiences.

The goal was to workshop the avenues in which human resources is the one true conduit to all organizational functions: employees, managers & executives.

As #SHRM18 grows near the focus on bridging workforce gaps remains an ever-pressing HR-related topic.

The New Rules of Engagement were conceptualized six years ago, yet they remain relevant. To paraphrase the first New Rule of Engagement:

People Don't Leave Companies, They Leave Managers

We revisit the SCARF methodology. Employees are individually motivated in one of five ways:
Status - I want to climb the ladder
Certainty - If I'm succeeding, recognize me! If I'm failing, help!
Autonomy - Leave me alone
Relatedness - I want to party with my Co-Workers
Fairness - I need to be reassured that the playing field is level

SCARF has been dismissed as a buzz word. This is because organizations overemphasize its importance to performance management.

All it takes is a ten-minute meeting for a manager to have his or her employee stack rank the five motivational objectives above from most to least important. This will give a manager a guiding light as to how to motivate individual performance.

An exit interview as an Introduction
People don't leave managers... they leave micro-managers who prohibit people from reaching beyond their silo to seek holistic motivation.

A manager’s primary objective should be to get every one of their employees promoted!

Three things happen when managers embrace servant leadership:
1. Employees find people in the organization who possess the leadership skills that their manager doesn't
2. The manager is not stressed to fill time adapting outside of their skill set
3. Everybody wins

Managers who seek to keep their employees under their thumb hinder everyone's opportunity for success! 

Do Something About It
HR Professionals need to be dangerously honest when reflecting upon the past:

If an employee complains about a manager:
- Do you use this as a format for dialogue?
- .... A means to red flag an employee?
- .... An alert to protect said manager?

Two of the three above options defeat the purpose of being a human resource and have been the grounds for workplace abuse for years.

At the very least, an employee should never feel that going to HR means the end of their tenure at your company.

Reality check: this stigma still exists!     

In simple terms: HR's commitment to organizational advancement (or at least survival) starts with:

  • Providing managers with a format for relationship building
  • Advocating open dialogue

The great Karlyn Borysenko will certainly have her fair share of strategic insight. Attend her session at #SHRM18 and you’ll learn Everything You Need to Know About Managing People.

Be Proactive…. Build Trust….. Bridge The Gap!

See you at #SHRM18

 

The SHRM Blog does not accept solicitation for guest posts.
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