CCS Hall of Fame '21
- Aug 20, 2012
- Liked Posts:
When a subordinate in an organization is singled out publicly for lack of performance, even if they return to form, they will often continue to treat any and all criticisms as immediate possible loss-of-job concerns.
This is due to bad organizational leadership from the top on down wherein you don't effectively communicate to the subordinate what you expect to begin with, provide resources and guidance to assist the subordinate in achieving nominal performance, and finally provide proper (growing) compensation for growing performance/workload.
If you don't define your expectations very clearly, then a subordinate will feel lied to when you suddenly come down on them for performance which the previous days/weeks/months/years was perfectly acceptable.
As an organization, the Bears need to start admitting their failures to their employees and deliver reforms, before they come in swinging a big stick demanding performance and cultural compliance of any sort.
How can any leader expect real self reflection and honesty from a subordinate if they refuse to do it themselves?
Lead by example or don't.
WTF is this word salad about?