Time to clean house?
If your leaders are not on board with your vision of creating a great workplace built on trust and respect, it is time to clean house. Because the qualities of trust and respect are foundational elements of a great workplace, your leaders must also possess these qualities.
The initial reaction for many CEO’s will be to retain leaders with excellent technical skills but poor people skills. This is a very bad idea for positive culture formation. It is good to give these supervisors a chance to change and buy-in to your leadership model. However, a timeline and company assistance should be attached to your people skills expectation.
As the CEO of your organization, you are responsible for leaders treating employees well. Supervisors with high technical/low people skills will either need to be given a chance to adopt the trust and respect model or be moved to a non-supervisory role. If the non-supervisory role does not work, you should kindly and respectfully part ways with the supervisor.
Very Important: Treat the supervisor well during their departure. Employees will be watching to see how departing employees are treated by your company. Roughing-up your departing supervisor should not be part of the company’s values.
Kevin Kennemer, the founder of The People Group, is a great workplace advocate, consultant, speaker and writer who blogs daily on relevant workplace issues regarding company culture, leadership, worklife trends, and how companies can exceed their financial performance expectations by treating employees with dignity, trust and respect.
