A senior manager I work with is having high turnover because he’s rewarding and promoting those who are busy instead of those who are productive.
He’s concerned when his people aren’t busy. He believes that if they have they aren’t working they must be slacking or are under-utilized in their position and gives no thought to their productivity.
In a comment Jim Gordon said, “In school, people are taught to do WORK and not to be productive (well, they don’t say “don’t be productive,” but rather “stay busy”).  The problem is that of conforming to peoples’ constant need to stay busy.  Often …read more

Post from Leadership Turn Image credit: weirdvis
The best way to guarantee lots of media exposure is to be successful and in some way on the bleeding edge of your market—two feats that Google has managed since its inception.
Although it recently blew away its financial nay-sayers the media seems to grab for anything that looks like a weakness and pundits love nothing better than taking a poke at a high-flyer.
This is expecially true when high-profile employees leave, which they do no matter how great the company—it’s a personal thing—people get restless, annoyed, bored, follow their friends. Then there’s change—change that …read more

Post from Leadership Turn Image credit: kikashi
Turnover is enormously expensive but turnover rarely stems from salary issues; high salaries won’t buy a strong, motivated workforce and money certainly doesn’t buy loyalty.
I’ve yet to see it fail that when people join a company mainly for the money (in whatever form) they will quickly leave for more money.
So why do people stay? What motivates them to higher levels of productivity and turns them from company employees to company evangelists?
The answer is simple.
Most of us humans have the same top four desires—although not necessarily in the same order,

To be treated fairly.
To …read more