- employer’s mindset vs. employee’s skillset

ShenajZzz
ShenajZzz
Jul 22, 2017 · 3 min read

People tend to work for people, not for businesses. This is in a way becoming the mantra of mine. Such message is so simple, full of truth and direction, yet ignored by human resource departments, supervisors and owners and they wonder why their turnover is so high.

Well, the problem might be with the leading structures and seldom the quality of the workforce. It is not thought that this happens on purpose, majority of managing staff have never been taught the art of developing people. Many rose to the rank of leading positions simply because they outlasted the last one and this lack of people trainingleaves the new manager with the only experience they know — to mimic this old annoying boss -_- This does make perfect sense when you think about it. All that has to be done is mimic the actions of the outgoing boss (or the one above them). It should not come as a surprise when we see supervisors while making promises they won’t keep, or lead by the old axiom “Do what I say and not what I do” failing to set the example or even clearly give expectations.

But, young enthusiastic team members would not like to stay if their job suffocates them in the process. And also this, (I cannot emphasize this one enough) — the employee’s contributions being not recognized over the time while underestimating the power of a pat on the back! This goes mostly for performers who are self motivated. I know, it is easier to take their drive for granted — don’t!

When managers are lucky enough to have young “flying” employees and they fail to develop their skills, it is up to them to keep finding areas in which they can improve and expand their skill set. This is a managerial sin of the worst kind. This development process does not belong with the human resource department; it falls on the shoulders of the managers. They should have a responsibility to continually challenge and grow that person. Failure to do so and your once dexterous employee will become bored/quiet and grow complacent.

This leads us to the next reasons why such types of employees are more affiliated to leave: This dexterous staff seeks to improve just about everything they touch. They take pleasure in what they create. The moment their ability to change and improve things is removed they begin to detest their jobs. You are caging up this innate desire to create and contribute. This limitation not only limits the employees — it limits leaders and companies as well.

In addition to this, most of the time junior staff ain’t challenged intellectually. And while rather than setting mundane, incremental goals, the witty manager should set from time to time lofty goals that will push people out of their comfort zones.

Like is not enough, what’s in common with the various workplaces is that they do not let people pursue their passions. Of all of these, this is the most simple and can mean the most, but it does require that you listen to your employees and observe. This junior staff around you might be some young passionate kid about the work you all do and the vision you pursuit. Find out what those passions are and work towards giving them challenges that fill their passionate needs. It just may surprise you what they can do when you let them out of that little tiny box you have kept them in…

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ShenajZzz

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ShenajZzz

i own nothing, for anything to own me.

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