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What we’ve learnt from our time working with various companies around the globe, is that there are four common problems that come up again and again…
A toxic corporate culture is by far the strongest predictor of industry attrition and
more important than compensation in predicting turnover.
Top predictors of attrition during the Great Resignation
Analysis of the impact of more than 170 cultural topics on employee attrition in Culture 500 companies from April through September 2021.
These five topics were the leading predictors of attrition.
Source: MIT Sloan
Did you know that
of your work force are probably looking for a new role?
More than 40% of all employees were thinking about leaving their jobs at the beginning of 2021, and as the year went on, workers quit in unprecedented numbers.
Between April and September 2021, more than 24 million American employees left their jobs – an all-time record.
As the Great Resignation rolls on, business leaders are struggling to make sense of the factors driving the mass exodus. More importantly, they are looking for ways to hold on to valued employees.
5 Dysfunctions of a Team: Identify them and understand the outcome you are after
Each dysfunction has a direct impact on a team’s performance and hampers overall productivity. The good news is that, as a manager, with excellent leadership skills, you can overcome every single one of these dysfunctions
- Conceal weaknesses and mistakes from each other
- Don’t ask for help or a piece of advice
- Hesitate to offer assistance when it’s outside their own area of responsibility
- Hesitate to offer feedback or compliment one’s skills
- Hate meetings and avoid spending time together
Overcoming this dysfunction, you will get a team that…
- Feels comfortable working together towards a common goal
- Can quickly react to issues that are no longer silenced
- Can prevent mistakes by giving timely feedback and assistance to each other
- Motivate each other appreciating others’ skills and strengths
- Hesitate to voice opinions and concerns
- Ignore controversial topics even if they have potential to determine team’s success
- Have more interpersonal conflicts and personal attacks
- Have backchannel communication and politics
Overcoming the fear of conflict in your team, you will get a team that…
- Leverages diversity and exploits the ideas of everyone on the team
- Quickly solves the problems
- Openly discusses critical topics and concerns
- Minimizes politics
- Lack confidence and are in fear of failure
- Discuss the same topics or decisions over and over again
- Make ambiguity and second-guessing thrive
- Fail to seize opportunity spending too much time on making a decision
When you overcome this dysfunction, your team will…
- Clearly understand work directions and priorities
- Share common goals and objectives
- Be ready to change
- Not let the fear of mistake prevent it from moving forward
- Make high performers discouraged
- Miss deadlines
- Make team leaders overwhelmed as the sole source of discipline
- Remain mediocre
When your team learns to hold each other accountable, they will…
- Quickly identify potential problems questioning each other’s actions and approaches
- Respect their team and the organisation for applying the same standards to everyone
- Avoid excessive management of performance, fines and corrective actions
- Pressure poor performers to improve
- Lose achievement-oriented team members
- Get distracted from collective goals easily
- Fail to develop
- Lose market competition
Once you make your team keep results in their focus, you will…
- Minimize individualistic behavior
- Avoid arising distractions
- Enjoy development and success
Tell us about your organization’s priorities and the cultural or leadership challenges that you are currently facing.