Why Choose A Boss, Not A Job?

Do employees leave often at your workplace?

Do you have a meaning full work environment?

Are you working in a company that’s in survival mode?

If the answer is “Yes” to either one of these questions you might find insight in this article.

Good VALUES, ATTITUDES, BELIEFS are the hallmarks of a great company.

The best people managers are those who invest in their employees’ talent and potential through mentoring. In a rapidly changing workplace that is increasingly being impacted by technology and global markets, positioning oneself for the future is critical for the success of the company and the team. In an environment as this, faster thinking can enhance skills critical to success such as planning, goal setting, problem-solving, and the ability to stay focused on tasks.

Here are a few points that will help you understand the culture of a company on survival mode.

  1. Lack of leadership
  2. No clear vision and mission
  3. No clear roles and responsibility
  4. Compromised values, attitudes and beliefs

Without a thriving culture, companies are susceptible to disruptive innovations such as AI. When you are joining a new team you need to make sure you are with people that you are healthy together. People are hardwired to connect and our brains will never fully realize if we are not with the right people. When you have high performers with the average performers, the research shows that it drags the high performers down. So having the right team is essential to success.

Good bosses understand how employees are motivated.

Are they motivated by pain or are they motivated by pleasure? They approach every employee according to motivation type. Some go all out and others want to protect what they have and know. Approach to these 2 types are unique and good bosses know how to reach out to them.

For employers: Hire for motivational fit than just hiring for your preference based on the CV. Just because someone can do the job doesn’t mean they will actually do it.

Research shows that low performers score higher in interviews. So make sure you get the right people in a team not risking the overall performance of the team.

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