Your CEO’s top worries are workforce related. The Global Leadership Forecast 2018 from DDI reported that building a leadership pipeline and retaining their top talent are worry #1 and #2. And they are right to worry, because a motivated workforce is truly a competitive advantage that ensures today’s top priorities are achieved and that people are learning, developing and growing in order to successfully address tomorrow’s challenges.
Some workplace conversations are just hard to have.
Like telling two of three applicants for a promotion that they won’t be getting one. Or speaking frankly about how unproductive your company’s meetings are.
Q: I’m at a loss on how to deal with a recent hire. He’s very eager to prove himself and do well, but instead of learning his job –which involves very specific functions, procedures and deadlines– he spends time trying to find efficiencies in other areas and coming up with improvement ideas unrelated to the job. Consequently, he’s not up to speed.
A brick tossed through the window with the note “I quit” sent a pretty clear message.
So did the sugar-coated message from another employee—a cake with a resignation letter written in icing on top.
Then there was the worker who couldn’t be bothered with composing an entire letter and left a sticky note to announce he was quitting.
I recently had someone ask me this question: If an employee gets a bad performance review and doesn't agree with it, is there value in going to HR to complain?
First off, let me say that I’m a firm believer than an employee’s performance appraisal should not be a shock to them. I don’t know if, in this case, the employee expected a poor performance review or if this was a surprise. However, in my experience, when an employee came to human resources to complain about their performance review, it was usually because their review was a surprise to them. Enough said.