Why do orgs move non-performers, under-performers & toxic managers around rather than firing them?

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I put this question to career coach Ed Samuel, business adviser Stewart Wiggins and IT Professional Atif Agha.

Our conversation came back to one core principle: It’s all about leadership.

Specifically the cultural priorities set by an organization’s leadership. They might retain toxic managers if (1) they make their decisions based on teammate surveys which hinge on the manager being ‘well-liked’; Or (2) they empower managers to drive their employees to the ground as long as they make the company’s bottom line.

How can organizations avoid making decisions that lead them to retain such toxic people? What should they prioritize instead?

Listen in and let us know what you think.

“Some organizations create this crazy dynamic that says being liked as a leader is more important than doing the right thing.” (Ed Samuel)

“It’s indicative of the organization itself. Those companies don’t develop people to prepare them for their role. We have to have the courage to sit down and talk to someone when they aren’t performing in alignment with our core values.” (Stewart Wiggins)

“People matter. That’s the most important thing. That’s how you build a culture where people stay and choose to stay. It comes down to individual leaders building their teams right.” (Atif Agha)

Have you ever been in a situation where someone should have been moved out but they were moved around? What do you think caused it?

Connect with the panelists: Atif Agha: https://www.linkedin.com/in/atifagha/ Stewart Wiggins: https://www.linkedin.com/in/stewart-wiggins/ Ed Samuel: https://www.linkedin.com/in/edsamuel/ Dr Robyn Odegaard: https://www.linkedin.com/in/robynodegaard/

#pinkslip #leadership

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