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Maybe you got downsized and your coworkers got to keep their jobs or got passed over for a promotion that you deserve because you worked hard to get it, but it was given to the boss&#;s nephew who doesn&#;t work as hard and not as good as you are. Maybe you show up for a boss who discriminates, disdain or just blatantly disrespects you because they&#;re dealing with their own toxicity that they bring into the workplace.

It starts very small. It starts as a little bit of stress, fear and then it moves to distrust, resentment, isolation, separation and then resignation. I call those things the eight stages of alienation. Alienation starts at the core of injustice. You become alienated when you experience injustice. Look at anywhere in our society. People have become alienated from so many different things that lead to so many more challenges and that&#;s at the core of what&#;s happening in workplaces presently.

Thank you for sharing those stages because that lifts up some red flags or some things that leaders can look for in employee behavior daily beyond like, “Let&#;s do an engagement survey.” What can we do to actively get involved with people that are feeling like you did when you get your grassroots organizer? How can we have CEOs, HR Departments and chief people officers take a more grassroots approach to the employee experience?

I think you&#;re right, whether you&#;re a chief people officer, chief of HR or manage your own department because I don&#;t think we do a good enough job of helping prepare the manager and supervisor for engaging around and building a good culture. We leave it all on the shoulders of the HR team and the HR team is already overworked, overburdened, don&#;t have enough staff, don&#;t have enough resources, but yet they get blamed for every problem when it comes to culture.

Many of these problems are manifested right at the unit level that person who you report up to. People don&#;t quit organizations and companies. They quit supervisors and managers. I try to give people a basic framework of thinking about, “As a manager, what you should be looking for before you do an employee engagement survey?” These are the same three questions every employee asks.

They may never verbalize these three questions. You may never see them written down on a piece of paper, but I promise you, when somebody shows up to work, they want to know the answer to the three questions. 1) Do you care about me? 2) Will you help me to be successful? 3) Can I trust you? No matter who you are, when you show up to work, you want to know, “Does the person I report to care about me or my wellbeing? Am I able to do my job? Is everything out of the way for me to be successful? Do you even care?”

The second question is, “If you do care, will you help me be successful by taking these impediments and barriers out of the way? Making sure I got the personal protective equipment and all of the things that I need to be able to do my job?” The third question is, “Can I trust you? When things get tough and times get tight, are you going to have my back? Are you going to throw me under the bus?” Every employee is asking those three questions of every manager. They don&#;t want to know your verbal answer to those questions. They want to see in your actions the answers to those questions.

Day-to-day, as a manager, are you showing the people that you work with that you care? Are you showing the people that you work with that you&#;re there to help them? Are you showing them how you can be trusted as a leader or a manager? I tell people to start with the basics, showing people you care, you&#;re willing to help them and you can be trusted.

That&#;s one of those notions of actions speak louder than words in this case. People are inundated with the words. I think a lot of people are tired of the words, especially as we are looking at the COVID transition back to work and all protective equipment that people have to wear and how organizations have responded. Are you creating this place for me to be safe or are you creating this place to open back up? I&#;ve had that conversation a lot with leaders. Thank you for sharing those three questions because before you said them, I was like, “Definitely. You said it every day.”

The context is that you got to understand people. A big part of the success of great leadership and building great culture is knowing people. I&#;ve done some training and been in a lot of training with John Maxwell, a great mentor, business guru, and business leader. He says very clearly and very simply, “People want to know that you care about them and they want to know that you understand them.” It&#;s not about the hard stuff. It&#;s around how you communicate with people and how do you show people that you care.

A lot of leaders become managers or supervisors, and they put on the lens of leading employees when in reality, the lens should be leading people because it actually doesn&#;t change. People are people.

It&#;s not only the people piece of it. Another thing that John Maxwell said is that when you get into a leadership position, 87% of your job is focused on people and only 13% of your job is focused on the product or the service in which you know. If you were a doctor, your job is % focused on your knowledge of the product, which is the delivery of medicine.

 

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