In too many organizations, accountability only starts with a problem. If someone isn’t pulling their weight, then they should be held accountable.
The statistics are shocking! 69% of U.S. employees say they would work harder if their manager recognized their efforts and 78% say that recognition motivates them in their job . In short, employees crave feedback.
As the pace of change accelerates in the business world, companies that manage change effectively have a competitive advantage. Leaders know they must help their organization change, but most of them vastly underestimate the work and time it takes to successfully implement a change initiative.
It is easy to recognize a toxic work environment: interpersonal hostility, unreasonable expectations, office politics and broken relationships. These lead to high stress and high employee turnover. Yet many organizations tolerate (or even promote) these conditions as a price to be paid for high performance.
Competing demands, unexpected obstacles and interesting side projects can get us off track from our annual goals and vision. Just as New Year’s resolutions too often lead to unused gym memberships and forgotten diets, annual goals get lost in the hustle and bustle of business.
Working with your opposite can be frustrating. You say “yes”, they say “no.” You go “right”, they go “left.” However, great leaders and high-performance teams see differences as an asset, not a liability.