In an ideal world of employment, a new employee would like to think that they are not only welcomed but valued in the organization that they have selected to offer their services to. Aside from one primary purpose of receiving compensation (pay) for services, the employee may envision themselves being a part of an elite group of professionals who work in conjunction of each other for the purpose of succeeding in a series of goals. The employee may not only expect to offer their expertise and perspectives but also look forward to learning from other professionals who may have tenure and can "show them the ropes" in areas they may not have experienced before.
But what happens when an employee enters into an organization that does the polar opposite of what would keep them motivated, and in essence lose all morale. Now if this can happen to one employee, imagine a series of employees entering in to an organization where their talents, gifts and abilities are unappreciated. The end result can very well lead to an organization that is poorly operated, where goals aren't greatly achieved.
Believe it or not, this mishap could be avoided if only the leadership of the organization took the time to learn the fundamentals of preserving a healthy workforce, and by doing so with sincerity.
So how do the leaders of organizations get themselves caught up in a series of mistakes that would brake the morale of its employees? I can tell you, leadership style has a lot to do with it, for an organization is only as good as its leadership.
In an article written by Elizabeth Dexter-Wilson, "8 Bad Leadership Behaviors That Destroy Organizations" she describes how employees don't leave organizations, but rather the leader(s) that supervise them. Wilson identifies 8 poor behaviors leaders exhibit that drive talent out of the organization at the risk of the success of the organization.
"8 Bad Leadership Behaviors"
1. Failing to listen to those you lead.
2. Failing to embrace and utilize the talents of those you lead.
3. Failing to acknowledge the work of those you lead.
4. Withholding information from those you lead.
5. Denying your team of direct information, but rather skimming through the details.
6. Denying your team the privilege of assisting in presenting their ideas and information to higher level management.
7. Holding grudges against those you lead.
8. Bullying those you lead or speaking to them in a condescending tone.
In Wilson's article she states that, "Identifying what you are doing wrong is the first step. You have the power to change..."
While the writer is correct in stating that the leader has the power to change, the challenge just may come when a leader has to face themselves in the mirror, self-reflect, and not only identify their deficiencies but admit to them.
Finally, writer Amy Rees Anderson, contributor of Forbes magazine says it best:
When good leadership is in place in a company, it can be felt throughout the entire organization... Everyone understands the vision and goals of the organization, and everyone has input into how they can be improved. Employees feel that they are an important part of the whole and that every job matters within the company... Employees are encouraged to compete with their own best to get ahead and they understand that helping their coworkers to succeed is the best way to get ahead themselves. The result of good leadership is high morale, good employee retention, and sustainable long-term success.
To the employee: Choose the organization carefully. Any signs of poor leadership, remove yourself quickly. To the employer: Self-reflection is key to overstanding your own need to either appreciate other's talents, or be threatened by them.