| I've left because of managers.
I've left because of the company. When a company cuts my salary by 30% while jacking up my benefits payments by 300%, it's usually time to leave. But, on to the article at hand. As a manager now, those statistics at the end really kind of tick me off. It feels very one-sided and the following text is just me rambling on... somewhat trolling. 39%: Their supervisor failed to keep promises How many of these employees fail to keep theirs? How many of these broken promises were based on things promised to the manager? How much of it was in their control? When kept at this simplistic level, this one seems like a third-grade problem. 37%: Their supervisor failed to give credit when due This perception of credit and recognition is one sticking point in our team right now, especially with the people born after 1980. They want credit and recognition for every single thing they do. If they manage to successfully eat a meal without choking on a bone, they want public recognition for it. The older guys on the team, we sit down and do the work because it is our job. That's what we're here to do. The old guys can sit around and come up with ideas and realize that together as a team we designed something. The team gets credit. No one person gets the credit. The kids, if they have one key idea at any point in a process, they want to be held up high. Oh and damn if their idea comes early in the discussion and is never used directly but expanded upon and changed, hell they think they were the sole party responsible for all ideas and all further ideas were stolen. 31%: Their supervisor gave them the “silent treatment” in the past year. Yes, I do this. I usually do this when I am trying to decide what to do with spoiled or "entitled" employees. If I have asked somebody to quit looking at StupidVideos.com for 3 hours a day and they persist while their projects back up, I'm going to be silent for a while while I try and come up with a plan. I'm not going to sit and try to motivate them. Motivating geeks is a pain-in-the-ass. I'm not allowed to fire anybody or put them on disciplinary action w/out months of paperwork, especially when they know how to talk to HR and convince them that they are doing the best that they can. 27%: Their supervisor made negative comments about them to other employees or managers. Agreed, this one is bad no matter how you slice it. 24%: Their supervisor invaded their privacy. Again, if you're looking at Facebook and not getting your work done, you need to get over it. 23%: Their supervisor blames others to cover up mistakes or minimize embarrassment. Yeah, this happens. Sucks. Lucky for my team, when I lie my eye twitches so there is a built-in lie detector. :-) |