Discussion question and 2 responses ( must have it tonight by 12pm Central)

Part 2

Read a selection of your colleagues’ postings. (At least 150 words for each response)

Respond to two or more colleagues’ posts in one or more of the following ways:

Compare your response with a colleague who chose the advice of an expert you did not select.

Share a relevant experience with a colleague regarding how communications within an organization in which you have worked positively or negatively impacted your job performance and commitment.

Share an insight you gained from a colleague’s post regarding effective communication strategies to ensure open communication among individuals who are from other cultures or work remotely from their homes or other offices.

1st person to Respond to:

After reading Edward E. Lawler III’s “Why are we losing all our good people”, it was evident to me that losing good employees is an ongoing issue amongst most companies now more than ever. Times have progressed from when baby boomers were in control of the workforce. Baby boomers goals were to maintain their position, work from the bottom up and stay no matter what because longevity and stability is what they depended on. In today’s world, millennials have a different mindset. Once we are unhappy we know there is another opportunity we can run to. We know that we have degrees to back us up and we also know we are capable of starting our own company. Millennials are not afraid of starting over; we rather be happy than miserable in a company that could replace us at any moment.

Case Commentary by Anna Pringle stuck out to me the most. In Anna’s commentary she speaks on Helen and Mary adopting Microsoft’s “listening tours” concept. As stated by Pringle, the listening tour would consist of visiting every department, gathering direct feedback from supervisors and staff, and taking the organization’s pulse (2008). I absolutely love the idea of them considering not only the supervisors but the staff as well. I believe if you want to know how your business is truly doing, listen to the staff they will certainly let you know one way or another.

If this was my company I would follow Pringles suggestion of holding weekly breakfasts or lunches that consist of key employees while holding open discussions (Lawler, 2008). These open discussions I believe are another way to keep on track with the progression of the company. Although this suggestion is for “key employees”, I think it would be a good idea to get a flux of employee’s. “Key employees” could just as much as supervisors sweep things under the rug to make sure they are still on top; having someone from every angle will give you a better view of what is truly going on.

Employee’s just want to be heard; allowing them that time and opportunity to speak how they truly feel is fine but only when the changes begin to happen is when they really feel heard.

References:

Lawler, E., Pringle, A., Branham, F., Cornelius, J., & Martin, J. (2008). Why are we losing all our good people? Harvard Business Review, 86(6), 41-51. Retrieved from https://hbsp.harvard.edu/tu/3be89f3f

2nd Person to respond to:

The question is why do we lose good people? It is my belief that all talented workers are passionate about what they do. However, when you provide different avenues to explore or different opportunities to pursue this improves their job satisfaction. This also comes when an employee is shown appreciation https:// b2b.kununu.com/blog/why-do-good-employees-quit-leave-their-job states " lack to appreciation can come in many forms including being underpaid, not receiving positive feedback for a job well done or even broken promises."

First, the advice I would choose from the case study " why are we losing all our good people" would be by Anna Pringle. Pringle (2008) notes " listening tours, these involve visiting every department gathering direct feedback from supervisors and staff." This key point stood out to me because has a leader we must involve our staff. They help the company to perform so without them there will be no effective company this is where the term " no one man is an island" comes in. Getting your staff opinions matters because as leaders we are building leaders in our companies.

Secondly, as a leader, I would model Pringle's actions of having meetings if it is not weekly it would be monthly. For example, as a primary teacher, my administrator ensures that we have monthly meetings because sometimes the weekly can be a bit too much because we all live hectic lives when i refer to hectic it means that you have children, or maybe in a relationship, or you may be one who as to take care of your family and etc. These meetings allow for open discussions this is where you can get feedback from your members to help in the advancement of the company and it can even help in getting to learn the person you work with different personalities because believe it or not, not all the time we think someone is being rude means they are rude some persons just take in a certain tone.  For example, I am told that my facial expression comes off as if I am not friendly, but when I speak and persons get to know me it is then a different story of how nice and nurturing I am."

Finally, I must also keep in mind as a leader that I will have staff from different cultures or that may work remotely from different places so I must be aware of how I will accommodate these persons like these can video call and this can be made possible because technology is everywhere and it is updating every second of the day. For example, in the teachers union, we suspended all travels and we made it clear that members can have their monthly meetings via skype or oovoo and these meetings are very successful.

References

https://b2b.kununu.com/blog/why-do-good-employees-quit-leave-their-job

Lawler, E., Pringle, A., Branham, F., Cornelius, J., & Martin, J. (2008). Why are we losing all our good people? Harvard Business Review, 86(6), 41-51. Retrieved from https://hbsp.harvard.edu/tu/3be89f3f