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Sage Advice for Managing People

Sage Advice for Managing People. APWA/MPAC April 17, 2013 www.schneiderinvesetigationsplus.com. My Perspective…by the numbers. 300+ workplace investigations conducted 85% : N o violations of policies or laws 99% : Serious workplace issues (the same ones over and over and over…).

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Sage Advice for Managing People

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  1. Sage Advice for Managing People APWA/MPAC April 17, 2013 www.schneiderinvesetigationsplus.com

  2. My Perspective…by the numbers • 300+ workplace investigations conducted • 85%: No violations of policies or laws • 99%: Serious workplace issues (the same ones over and over and over…)

  3. Conclusion??? There are some definite themes here!

  4. What to do? Find the patterns!

  5. 3 BIG Ideas* Reallylook at what’s going on Addressthe challenges ACT! *so you won’t have to hire an investigator!

  6. A Little After-Dinner Quiz (True/False) • Most serious employee problems are the result of the employee’s poor skills. • Many significant workplace problems can be traced to management. • As long as the supervisor is fair to all employees, it doesn’t matter than an individual employee feels mistreated.

  7. When something goes wrong, the most important thing to do is find out who messed up. • Employees know what to do because of what’s written in their job descriptions.

  8. It’s important to have trust between employees and management. • Employees should be told only what they need to know to do their jobs. • To build morale, it’s good for employees and management to regularly go out together after work.

  9. If someone is really great at the job, you should promote them to supervisor. • The single best thing you can do to head off problems is communicate.

  10. So, what causes things to go wrong???

  11. The 4 Themes Challenges in Leadership Organizational Culture Communication Systems Issues

  12. Leadership Challenges Failure to model great behavior Lack of skill or guts Lack of transparency Inconsistency Lack of trust An insatiable desire to be liked

  13. Organizational CultureChallenges No clear vision, mission, values Culture of blame, not problem-solving Culture of negativity Employees who feel unfairly treated Unclear boundaries

  14. Communication Challenges Not communicating the vision, mission, values, initiatives, changes, directions, expectations… Supervisory failures to understand the effects of their own poor communication skills

  15. Systems Challenges Lack of accountability No clear performance expectations Unaddressed employee complaints Repeated issues in same work unit Inherently problematic systems

  16. SO… Look and listen Keep your eyes and ears open Work to understand what’s really going on, and When you find a concern…

  17. Decide on the proper course of action, and

  18. ACT to address the situation before it grows

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