Elevating individuals who are not deserving can result in the departure of your high-performing staff.
When promotions lack a foundation in merit or the capacity to fulfill the requirements of more advanced positions, it breeds discontent and frustration among the proficient and seasoned team members.
This discontent can lead to a decline in morale, diminished motivation, and, in some cases, voluntary departures. To sustain a high-performance team and foster a positive work atmosphere, it is imperative to grant promotions to those who exhibit the requisite skills and qualities for the elevated role.
#humanresources#promotion#leadership
Clarity in leadership, well-defined expectations, and consistent follow-through are non-negotiables in both our personal and professional lives. Their absence can sever familial ties, end relationships, or push us to seek new employment opportunities. Similarly, these principles should guide our decisions when considering the performance of team members.
The parallel between personal standards and professional conduct is unmistakable. As we navigate through life, the reasons we might choose to part ways in one area often reflect our choices in another. This alignment between our expectations and actions not only shapes our life’s trajectory but also influences who we decide to keep in our circle—be it personally or professionally.
Remember, the qualities we admire and insist upon in our relationships are the same ones that should inspire our leadership and team choices.
#EffectiveLeadership#ClearExpectations#ConsistentFollowThrough#ProfessionalStandards#LifeDecisions#PersonalAndProfessionalGrowth#NavigatingChange#TeamManagement#LeadershipDecisions#ValueAlignment
started working with Classic Fashion Jordan as Factory Head, overall vast expereince +20 years in garment industry.
Merchandising Manager and Factory Head at Alpine Creations
What happen when you work in 1 company for many years.
If you work at the same job for too long, prospective employers may assume that you are not motivated or driven to achieve. Other employers might think that you are most comfortable with the familiar and would have difficulty adapting to a new job, leadership style, or corporate culture.
#corporate#leadership#motivated#employers
or Director 🙂 or toxic biased colleagues or racist colleagues or incapacitated colleagues or incapacitated manager or incapacitated micromanager or incapacitated apathetic micromanager and the list goes on....
Take My FREE Personality Assessment 👇 | Founder of Loomenti | Sharer of Thoughts 💭
Many people quit their jobs because they don't feel connected to their managers. They might feel that their hard work isn't valued, their abilities aren't fully used, or their happiness at work isn't important to their company.
It's usually not the amount of work, office problems, or the pay that makes them leave. It's because they feel poorly managed and not supported.
Leaders who focus on helping and supporting their team not only prevent these issues but also inspire their team to achieve greater success.
Gary Travis#garytravis#careers#culture#productivity#leadership
Through the implementation of our Quit Losing Talent Framework, we help organizations add millions to their bottom line by developing their leaders and fostering company cultures that WIN, KEEP, and INSPIRE employees
I hear many leaders complain about team members (who they hired) not performing as well as they hoped for.
Many companies experience this because they hire WHAT they are looking for, such as title, experience, certifications, etc.
I challenge you to shift your approach and evaluate candidates through the lens of WHO you are looking for, using company and personal values.
When you hire people based on WHO they are, you are guaranteed to fill your workplace with like-minded people who will be more engaged in the mission of your company AND are easier to retain long-term.
#hiring#retention#leadership#leadershipdevelopment
Many people quit their jobs because they don't feel connected to their managers. They might feel that their hard work isn't valued, their abilities aren't fully used, or their happiness at work isn't important to their company.
It's usually not the amount of work, office problems, or the pay that makes them leave. It's because they feel poorly managed and not supported.
Leaders who focus on helping and supporting their team not only prevent these issues but also inspire their team to achieve greater success.
Gary Travis#garytravis#careers#culture#productivity#leadership
I can completely relate to this post. I have had the unfortunate experience of working under a toxic manager in the past, and it was incredibly draining and demoralizing. This manager was constantly negative, micromanaged every aspect of our work, and never acknowledged or appreciated our efforts.
It felt like no matter how hard I worked or how much I accomplished, it was never enough for this manager. I constantly felt undervalued and unimportant. The toxic environment created by this manager took a toll on my mental and emotional well-being.
However, the moment I made the decision to leave that job and escape the toxic manager, I felt an immense sense of relief. It was like a weight had been lifted off my shoulders. I no longer had to dread going to work or deal with constant criticism and negativity.
Leaving that toxic environment allowed me to find a job where I am supported and appreciated by my manager. I now work in a positive and uplifting atmosphere, where my contributions are recognized and my happiness at work is prioritized. It has made a world of difference in my overall job satisfaction and well-being.
I believe that having a supportive and inspiring manager is crucial for employee success and happiness. It's not just about the work itself, but also about the environment and the relationships within the team. A toxic manager can create a toxic workplace, which can have serious consequences on employee morale and productivity.
If you find yourself working under a toxic manager, I highly encourage you to consider leaving. It may seem daunting at first, but the relief and happiness you will feel once you are free from that toxic environment is truly worth it. Don't settle for a manager who doesn't value and support you. You deserve better.
Take My FREE Personality Assessment 👇 | Founder of Loomenti | Sharer of Thoughts 💭
Many people quit their jobs because they don't feel connected to their managers. They might feel that their hard work isn't valued, their abilities aren't fully used, or their happiness at work isn't important to their company.
It's usually not the amount of work, office problems, or the pay that makes them leave. It's because they feel poorly managed and not supported.
Leaders who focus on helping and supporting their team not only prevent these issues but also inspire their team to achieve greater success.
Gary Travis#garytravis#careers#culture#productivity#leadership
When it comes to promoting individuals within a company, it's important to remember that not everyone is cut out for higher roles. As the saying goes, "When you promote the wrong people, you begin to lose your best people."
What does this mean for your company? It could result in a loss of talent, reduced trust and loyalty, decreased morale and motivation, negative impact on team dynamics, and impaired organizational growth. To prevent these negative consequences, it's crucial to have a fair and transparent promotion process that rewards employees based on their abilities, achievements, and potential.
Don't let politics or cultural defects within the organization hold your company back. Identify and develop individuals who have the skills, expertise, and leadership qualities required for higher positions to ensure your company's long-term success and retain its best talent.
#management#growth#motivation#talent#collaboration#experience#leadership#promotion#dearmanagerseries#success
A great boss/leader is better than any perk.
They will:
•Build you up
•Help you get promotions
•Help you make time for family
•Be a reference if you ever need one
•Recommend you for secondments
•Do proactive career planning with you
I've been lucky to work with a few. What's bizarre is they see you as equal rather than their direct report.
Choose an awesome boss/leader to work with and everything gets easier.
#Leadership
Who is your successor?
It's the million dollar question.
This is one of the worst ideas; to have a successor in your team. I mean with the term "successor" the one who has been selected "without any kind of criteria" to take over a role or position after another person (who will be promoted in higher level".
This will create resentment among the team, because the other team members will feel overlooked or undervalued.
On top of that the employees will lose the trust in the leadership decisions.
As a result of that the organization may lose top performing people, because they feel their contributions and efforts aren't recognized or rewarded fairly.
Give all team members fair chance to grow by establishing clear selection criteria, rotate responsibilities, provide equal opportunities and focus on performance metrics.
#work#leadership#management#professional#PMP#qualifications#environment#employees#team#equality#successor#fairness
In today’s fast-paced work environment, it’s more important than ever to recognize and fairly compensate the high performers who drive our success. Yet, it’s all too common to see hesitation when it comes to giving these individuals the pay bumps they’ve earned through their hard work and dedication.
Reflecting on my own experiences, including my time in the Navy, I’ve come to appreciate the value of fairness and transparency in rewarding those who go above and beyond. I believe that a team’s success is deeply tied to how well its members are recognized—not just with words, but with actions that reflect their true value.
As I consider the next steps in my career, I’m looking for opportunities where I can continue to be technical, lead teams, and ensure that those who contribute significantly are recognized appropriately. If you know of organizations that prioritize fair compensation and leadership opportunities, I’d love to connect and explore how I can contribute to making things better.
#Leadership#FairCompensation#EmployeeRecognition#CareerGrowth
