How you Treat your Employees will determine the FATE of your company!

Two in five CEOs fail within their first 18 months of leading an organization, according to a study published in the Harvard Business Review. One-third of chief executives from Fortune 500 companies don't make it past three years.

Achieving goals requires your teams’ support and commitment. If your team is not on board, this could lead to you being unsuccessful in your leadership role. Here are four of the most common pitfalls that can cast you in a negative light and “turn off” your employees thereby rendering your leadership ineffective.

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Never Push Loyal Employees to the Point they no longer Care!

Employees don't leave organizations, They leave bad bosses. The worst place an employee can be, is stuck in an organization with a micro-manager that doesn't care about their development and there are no opportunities for growth and advancement.

Employees want meaningful work, and they want autonomy in how they work. No matter how great a company’s products and/or services may be, if management is dysfunctional, that company will have serious problems. The typical 'bad boss' spends their time directing and monitoring employees rather than empowering them. Micromanaging is oppressive, fosters anxiety and creates a high stress work environment. Eventually, employees will become disenchanted and quit to work for another company.

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The real reason Employees have no loyalty to corporations

People don't leave bad jobs, They leave bad bosses. Most of the time an employee has an issue with a company, it is something relating to their boss.

Here are 7 reasons why employees have no loyalty to corporations:

  1. Not valuing employees or appreciating their contributions.
  2. Inflexibility in breaks, lunch time, work from home, sick days, family leave, and further education.
  3. Trespassing on their personal time. Asking them to leave the office late, work on weekends or interrupting them while on vacation.
  4. Showing no interest in their personal development.
  5. Not caring about them as a person or showing concern especially when they are dealing with illness, bereavement...etc
  6. No Integrity - Always looking to blame others and not standing up for your team.
  7. Lack of trust - Micromanaging them. You monitor their every movement.

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A joint research by MIT and Boston University studied the effects of increased use of industrial robots between 1990 and 2007. Results estimates an extra robot per 1,000 workers could potentially cut 5.6 human jobs. In that period, industrial robots alone have eliminated up to 670,000 American jobs. China is also building fully automated factories. In some cases, 1 robot can do the work of 140 human workers. 

As estimated by Deloitte, around 39% jobs would be replaced in legal services and around 6% jobs are supposed to be replaced in the next 5 years. Similarly accountant jobs have 95% chance of being replaced. Jobs like insurance underwriters and claims representatives, bank tellers and representatives, financial analysts and construction workers, inventory managers and stock listings, taxi drivers, and manufacturing workers jobs are coming into extinction. All of these fields employs a huge headcount.

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Employees are NOT commodities, they don’t depreciate with Age

“He is ‘too old’ for this job.” The HR manager said to me after we interviewed John (not his real name). She continued saying, "he will not fit into our culture." John had been laid off by his previous employer due to restructuring at the age of 53 yrs.

Ageism in the workplace is very real. It is the elephant in the room. I see uproars over every other “ism” (sexism, racism…etc) but everyone turns a blind eye to ageism. It is being swept under the carpet; To the HR manager’s disappointment, I did hire John. John brought a wealth of experience and taught me a lot that I never learned from an MBA.

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