In any business endeavor, one must be vigilantly cognizant of employee satisfaction, happiness, and confidence. Comaford (2013) proposes six pitfalls that leaders fall into that make their employees feel as if they matter less. No good manager intentionally belittles their teams, but nevertheless, they still must examine their own work to determine if they are inadvertently guilty of neglecting the emotional well being of their staff. In the following pages, we will examine each pitfall in turn using a relevant demonstration from this author’s own life.
Demonstrations of Comaford’s (2013) Six Pitfalls
Firstly, I had the unfortunate experience of serving under a volunteer organizer for a youth organization in high school. This leader excelled …show more content…
After beginning work at a non-profit two years ago, I soon learned that the staff turnover was absurdly high and talented individuals were bleeding from the institution left and right. I gathered after speaking with my boss on many occasions that he was asked to preform herculean feats with a relatively small budget. Executive leadership wanted specific and sizable results without being willing to commit the necessary time and resources into my department. Within six months, the entire department had turned over. This kind of environment leads to significant costs from the hiring and training process and sustains a tumultuous atmosphere within any company. The leadership of this organization would be wise to consider how reasonable their demands and expectations on staff. Rather than requiring unsustainable work hours and lofty goals, they must value employee wellness and attitude. Correcting “burn-out” behavior means making sustainable, sober minded, and considerate leadership …show more content…
At the core of addressing these pitfalls is one simple thing – being a mindful leader. The mindful leader understands that communication must be prompt, feedback valued, successes celebrated. The mindful leader knows that people respond to encouragement, support, and celebration. The mindful leader knows that employee satisfaction translates into customer satisfaction. One cannot simply care about the bottom line without first caring about the bottom rung of employees. When they get that right, leadership aligns and organizations
Demonstrations of Comaford’s (2013) Six Pitfalls
Firstly, I had the unfortunate experience of serving under a volunteer organizer for a youth organization in high school. This leader excelled …show more content…
After beginning work at a non-profit two years ago, I soon learned that the staff turnover was absurdly high and talented individuals were bleeding from the institution left and right. I gathered after speaking with my boss on many occasions that he was asked to preform herculean feats with a relatively small budget. Executive leadership wanted specific and sizable results without being willing to commit the necessary time and resources into my department. Within six months, the entire department had turned over. This kind of environment leads to significant costs from the hiring and training process and sustains a tumultuous atmosphere within any company. The leadership of this organization would be wise to consider how reasonable their demands and expectations on staff. Rather than requiring unsustainable work hours and lofty goals, they must value employee wellness and attitude. Correcting “burn-out” behavior means making sustainable, sober minded, and considerate leadership …show more content…
At the core of addressing these pitfalls is one simple thing – being a mindful leader. The mindful leader understands that communication must be prompt, feedback valued, successes celebrated. The mindful leader knows that people respond to encouragement, support, and celebration. The mindful leader knows that employee satisfaction translates into customer satisfaction. One cannot simply care about the bottom line without first caring about the bottom rung of employees. When they get that right, leadership aligns and organizations