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CAREER
abound as toxicity creeps in. Values’ statements workforce. Give them a chance to ask questions
need consistent decisions to affirm them. about the business, and share their challenges.
With best intentions, it’s hard to eradicate a
POOR COMMUNICATIONS rotten culture:
Leaders build trust by action. Merriam-Webster DISENGAGED EMPLOYEES
Dictionary defines trust, the foundation of good According to Gallup, the number one reason
communications, as “assured reliance on the people change jobs today is for career
character, ability, strength or truth of someone growth opportunities. Yet, most firms do not
or something.” Telling an employee eleven engage employees.
months later about poor performance doesn’t
help. Regular feedback shows care and a desire Worldwide, 85% of employees are disengaged
to listen, learn, and help the employee succeed. versus 65% in the U.S.. Disengaged employees
Employees need positive and negative feedback; gossip, spread rumors, which breed toxicity,
positive feedback alone is as bad as none. lowers productivity and increases turnover. Any
wonder the average length of service of U.S.
Practice the TAP Principle: employees is 4.2 years; 2.8 years for a millennials,
the largest generation in the workforce!
Be transparent: what you see is who I am, which
fits with core values. To engage employees and eliminate toxicity,
hire people of character, train, develop, and
Be approachable: effective managers and leaders empower them. And appoint leaders who live the
listen, ask questions, and encourage. entity’s values.
Be predictable: apply core values always. If you HOW SHOULD EMPLOYEES RESPOND
see an error which lowered costs by $100,000. TO A TOXIC BOSS
Fix it because that’s right. One size doesn’t fit all. Dealing with a boss
with a toxic attitude (toxic boss) depends on
When the workforce see core values applied the situation. Is she a micromanager, a bully,
consistently, they know who you are and what an ignorant and arrogant talker? Let’s look at
you believe in practice. micromanagers:
Leaders must respond to employees’ legitimate Stay one step ahead: feed them with project
issues. Share company performance with the updates. Don’t wait for requests.
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