Your Inspirational Newsletter – July 2017

Dear Everyone,

Hi! And how are you all? It has been a great month of June with the highlight being the working trip to Bhutan. And yes, climbing the Tiger’s Nest Monastery was really awesome. Otherwise, it has been quiet from a working perspective due to the holy month of Ramadhan. This has been good for me as it has given me time to catch up on all the other pieces of work that I have neglected.

This month I want to talk about a perennial problem in organizations i.e. the problem of ‘bad bosses’ and its relationship to the turnover problem.

In a recent poll carried out by Gallup Organization, involving over a million employees and 80,000 managers, it was revealed that “what most employees want, more than anything else is a good boss”.  This was the most influential factor affecting both employee retention and performance. Curt Coffman, lead researcher at Gallup says that “If you have a turnover problem look first to your managers,” he asserts. “People leave managers, not companies.” This was reiterated by Marcus Buckingham when he said “So much money has been thrown at the challenge of keeping good people – in the form of better pay, better perks and better training – when, in the end, turnover is mostly a superior-subordinate relationship issue.” Therefore if you have a turnover problem in your company, look first to your managers.

I would think that of all the factors that create stress at the workplace, the bad boss is probably the worst, because this factor impacts the employee directly on a daily basis.  Employees who are well managed can forgive many of an organization’s shortcomings but when they are badly managed, the result will usually be unhappiness, reduced efficiency and eventually high staff turnover.

Managers must therefore take a cold, hard look at themselves and answer these questions as objectively as possible:

  1. Do I demonstrate care and concern to my staff?
  2. Are my staff clear in my work expectations and objectives?
  3. Do I create a work environment where my staff are able to produce their best?
  4. When was the last time I recognized or appreciated any of my staff?
  5. Am I objective enough to receive honest feedback about my performance and behavior as a manager from my staff?

Thank you for taking the time to read this. I do hope I have contributed a little more to your management knowledge. Hope you all have a great month ahead!!

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