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    4. July 02, 2019

      People Don't Leave Their Jobs, They Leave Their Managers

      Lisa Gallucci

      Lisa Gallucci
      Owner * Speaker * Trainer * Consultant/LG Ventures

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      Accountability

      Accountability is a huge thing in every business. People want leadership. They crave it. If their leaders don’t hold themselves accountable to policies and procedures and then don’t hold their Directors accountable to them, the employees not only pay the price but they lose faith in the company, its systems and do one of two things. They stay and just and just collect a paycheck, or they leave for another company.

      What does that do to the rest of the team? They must pick up the slack until another person is hired. When this happens, they still have to work harder until that new person gets trained. In the meantime, another person gets fed up and resigns. It’s a vicious cycle. HR representatives are killing themselves to keep good people but if the powers that be don’t follow the policies as stated, chaos ensues.

      So, at the beginning of this article, I say that people leave their managers right? Yes, and why? Because of the rest of the statements listed above and other things that come into play.

      How does HR help this? Well, speaking truth to power is a difficult thing for most people, but it is imperative that we do. There are ways to get your point across and with good reasons. Precedent is usually one that gets to the core of leadership. They don’t want to have to repeat this one-off decision so if you can show that the thing they want to do is going to set precedent, then sell it that way. Go to policy. Why do we have them if we aren’t going to follow them? Go to the question of “What do we do now in this situation?” This is a big one. If we stray from what we normally do, and it is with policy and procedure, we better have a really good reason to do so. Now I know some of you are reading this and saying, “BS!” lady! I get it. But, I have had to do this on many occasions. Recently. If your organization has an HR legal resource, it is always a good way to begin.

      If you feel like I do and really love your job, then use your brainpower, resources, and passion for HR and do the job you were paid to do. Protect the company from potential lawsuits. You’ve got this!

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