Of the objective of increasing revenue, improving organizational performance, there are many obstacles. One of the more common, but less discussed, managers, small entrepreneurs or C-level executives, allowing the poor performance.
In the last few weeks, I have the opportunity to meet with several people who are all these unspoken challenge to speak. These people want to make a lack of work for the employees to do the ethics of what they must do, not blame. But in manyCases are repeated this behavior on the part of workers. Repetitive behavior suggests poor management and poor executive leadership.
Business leaders believe that they are caught between a rock and a hard place. With the help hard to find, they take unacceptable behaviors and employees will be only a man with this assumption as approval.
People quickly learn the behavior that they see models. Even as employees, they are prisoners (25% of thethose who came only) for payroll holidaymakers (50% of those who are here and just do only what to do myself, unless asked to) and researchers (25% of respondents do their job and ask for more information). Since 75% of employees can quickly view selected due to their existing settings, that this is a problem, the management team does not want to embrace.
Enabling a business point of behavior that not only affect the employees, who activated, but moreimportant for the other employees who will do their work. As the old saying spoil a rotten apple is the barrel is also true with the lazy behavior of an employee to destroy the organizational culture or climate.
Small business owners and C-level executives must remember that primarily they are the bosses. If they abdicate this role, chaos reigns. Then, profitability and productivity suffer dramatic declines. Now it is time to take action to ensure that byYour employees, you are not setting future expectations of less than appropriate behavior.
0 comments:
Post a Comment