Employee & Company Growth Are Often at Different Paces

You were hired for your dream job at company XYZ.  For the first few years you were in the zone – you meshed with the company culture and were a great fit in terms of your attitude and behaviour.  Suddenly or maybe gradually you began to feel less aligned overall with the company.  You wanted more freedom, or creativity or different challenges.  The fit does not feel quite right.  There is a chaffing going on.

As an employer and leader you notice that one of your star employees is indifferent.  The person maybe quieter, or appear to be less involved.  Quality of work may be a little inconsistent.  Attitude while still good has changed.  An underlying tension or apprehension is evident.  The company or the employee may have grown by leaps and bounds.  What started off as a great fit is no longer.

When facing a situation with an employee who is no longer a good fit there are some steps you as the employer can take to mitigate the situation.  First you can meet with the employee and develop a transitioning out plan.  Working with other businesses to find a home for the employee is a win-win scenario.  Another option is to look internally to determine if there is a role that will use put the talents and skills of the employee to good use.

What have you tried to ensure both you and an employee come out s winners when the fit is gone?

Business Transition Specialist, Marie-Helene Sakowski at info@effectiveplacement.com

Process versus Goals

A recent article by Ozan Varol advocates focusing on the process and not the goal. After reading the article and thinking about process versus goals – I had to agree with him. Check the link for the article –http://sumo.ly/3Qpy  via @heleoworld.

I too have become trapped in doing what I love and having it be about page views or social media shares.  Writing is something I truly enjoy and when doing it for the joy of it – it is fulfilling. Doing it to increase my presence in social media it becomes a task that is laced with frustration.

It makes sense to find pleasure and satisfaction in the activity not the outcome.  Searching for shortcuts has not worked for me and has actually resulted in some of my most profound failures.

Open to new ways of addressing life along with the challenges and opportunities it holds – I am choosing to put my focus on and attention on the process and see where it leads me.

Are you willing to a different methodology as well?

Business Transition Specialist, Marie-Helene Sakowski at info@effectiveplacement.com

Action at Work is Determined by Hidden Factors

A deeper dive into the aspects that actually shape behaviour and therefore action points to areas that operate below the surface. The “iceberg” analogy is useful here in that it describes processes operating beneath the surface that shape everyday action at work. What truly determines your actions in a work setting has little to do with the words on a wall or the quarterly goals set before you.

Behaviour at work is shaped by perception yours and your coworkers as to what is safe to do and what is deemed dangerous or not safe. The role of the unwritten rules plays a significant part in forming the actions taken.  Shared assumptions produce a realm for action as well. Tradition exemplified in the phrase “we have always done it this way” has a significant role where behaviour is concerned.

To shape or influence an organizational culture requires that the areas that are hidden and which are in play in manipulating behaviour do need to be brought up and fearlessly addressed.  The question that arises is the method for doing just that.

What have you found that works to bring about cultural change taking into account the above areas?

Business Transition Specialist, Marie-Helene Sakowski at info@effectiveplacement.com