I watched #WhyIDidntReport trend on twitter on the weekend. My heart hurt. What’s the barrier to understanding and acknowledgment? It struck me we approach it as a zero-sum game.
So what if my workplace experience is kind of ordinary and I wanted to try something different. Where could we start? Well pack your bags. We’re going on an employee experience journey.
Year after year Gallup tells us the majority of employees are not engaged at work. Solutions are yelled from the sidelines. More surveys! Well-being! Recognition! Recruitment! Anyone else feel like we’re being a sold an array of magical cure-all diet pills that has a lot of disclaimers in the fine print?
I’ve had a lot of difficult discussions over my career. I’ve taken people’s employment away. I’ve sent them to the doctor because the medical we asked them to undertake identified a serious condition. I’ve had a lot of discussions where an individual’s perception of their performance was quite different to their manager’s.
In every story there’s a hero or heroine and a villain. The support cast help the protagonists win the day. Good battles over evil. We see the story repeated time and time again in cinema, on television, in books, in theatre.
Having a conversation when things aren’t going well is one of the most difficult things a manager has to do. It’s not the conversation itself that is necessarily difficult. It’s everything that surrounds that conversation.
I’ve worked in HR for 20 years now. I’m a HR Director these days. The best HR career advice I can give you? Don’t start in HR. You’ll be a better HR practitioner for it.