If you cannot communicate what you want, you will never receive it.
Should loyalty be expected from employees? The average employee tenure has dropped significantly in the last decade. What preempted this? Was it companies stripping benefits or employees growing impatient always looking for greener pastures?
To me it seems it’s a mixture of both. If an employer is to expect loyalty, this should be made clear not only in words but also in action. If employees consistently perform, they should be rewarded without needing to ask.
We spend a lot of money on new items. But what happens when these new things lose their luster? I would guess there’s lots of unused value sitting dormant around the house and in storage units across the country. What about big businesses? How many “old” technology and furniture items sit around Fortune 500 businesses.
I love the idea of Goodwill, antique stores, and consignment shops. Even online alternatives like eBay and Craigslist. These stores provide a place where old items get a second life. How can we further transfer this value to someone? What would it cost? Is there a better business model for this concept?
Often we dive into things with incredible passion. As these projects continue, the day-to-day normalcy wears on. It’s important to periodically reassess the initial passion. Was it well-founded? Was it a true passion?
If we follow the initial passion without reflection, we run the risk of fighting for something we may not believe in. Worse yet, we may end up damaging relationship over unimportant details simply because its how we’re supposed to feel.
At what point is speed better than structure? Both are necessary. Too fast and you may not get accurate results. To structured and you may never finished. The right balance will be different with each project.
Up to this point, I’ve had trouble understanding why managers get upset/mad/angry when something doesn’t work out. Personally, I’ve always kept a level head in most situations making it difficult to relate to an angry outburst or disappointed tone.
I get it now. It’s about ownership. As a leader and owner of results, you feel personally responsible when an employee is lazy and overlooks an important item. This shows a leader that this particular person does not feel ownership of their job. The leader needs to figure out how to help the employee feel ownership. Maybe it’s empowerment, maybe it’s improved instruction, maybe its a kick in the tail. Whatever it is, it’s the leaders job to fix. They own it.
We give consultants our watch, then pay them to tell us the time.