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talent
retention
team building
newsletter
(please see Request Form
at the end for permission to copy content)
Issue #7
(please see Request Form
at the end for
permission to copy
content)
During our team building work with client
organizations, we've compiled a collection of barriers that we see creating
enormous stress for individuals, blocking performance in teams, and robbing
organizations of productivity.
Each issue, one of these barriers will be addressed in
our newsletter.
We'll include some suggestions for breakthrough
thinking to give you ideas for
how you might begin busting through these
barriers.
This place wants cookie-cutter
people doing dull jobs.
“Somebody is always taking the credit for my best ideas.”
“I saved this place $200,000 last year and I didn’t get so much as a thank you.”
“They prefer us sullen and chained to our desks.”
Organizations are proud to
have high achievers on their staff.
If you’re very good at what you do, you
already know it. Of course, it’s nice to receive an occasional stroke from
management, but don’t expect the business world to operate like a schoolroom
where you could always count on gold stars for your performance.
When you come up with a breakthrough
idea that saves the organization time or money, the credit is yours. You make
sure that the credit is all yours by documenting details about how you
discovered the solution to the problem. Good managers know that when you look
good, they look good.
The truth is, organizations love to have
widely recognized star performers on their staff. It tells the rest of the
world, and their competitors: “Hey look! This is a great place to work! It’s
where some of the industry’s best brains have chosen to work.”
No two people have the same needs for
recognition. Some are content to get their work done and dazzle others
quietly. Others, more extroverted types, desire being needed by their
organizations — and openly recognized for their achievements. Still others
don’t care about any recognition … increasing their salaries is sufficient.
Managers are not trained to be mind
readers and psychologists. As you can see, you’ve got to let the organization
know how you would like to be recognized for your achievements. It’s a
challenge to find the right way to articulate this, but if you won’t, how can
you expect your managers to do it for you?
Remember: Speak Up! Don't expect anyone to care
as much about your career as you do.
Information Request Form
For more
detail or permission to copy, let us know how to contact you.
Your contact information will never be released to any organization,
for any reason.
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