Workplace advice: Real data from employees they currently or formerly supervised, using surveys and exit interviews, might hit home with these Type-A leaders.
I’m up against a brick wall. As the HR manager, I report to the COO of our company. Like the CEO and CFO, he’s a type-A, Darth Vader type. All three men are in their late 60s and extremely well-paid because our company is profitable.
I’ve tried everything to hire employees who will stay. I look for applicants who will work well under hierarchical managers; who have thick skin; who are compliant and will put up with a certain level of crap if they’re paid well. Despite this, we regularly lose key employees who walk out the door saying “Life’s too short,” and it’s getting increasingly expensive to replace them.
How would you rate morale at our company, and what leads you to give it that rating or makes it that way?What would fix any of the areas you found problematic?Next, create a spreadsheet showing the real costs of recruiting replacement employees and the productivity loss that occurs when new hires need time to come up to speed.
How does handle leadership and present himself/herself as a role model? Note: You’ll get the most convincing results if you name each leader/manager individually for questions 1 through 5.How does communicate expectations and improvement-oriented information? How does s/he handle conflict?On a scale of 0 to 7, what’s your morale?
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