Sometimes, people move on. It’s a fact of life, but when an integral and well-liked member of the team moves on, it can create a lot of conflicting emotions. In this Harvard Business Review article, Liane Davey discusses how to handle this situation in a way that helps both you and your team members, as well as making the transition process easier for your departing employee.
One of the best articles about leadership I’ve read in a long time.
The authors state, “To truly engage other human beings and create meaningful connections, we need to silence our inner voices and be fully present — and being more mindful can help.” This requires discipline to stay on task and skill.
There’s very little more soul-crushing than when you don’t feel respected and valued at work. I’d venture to say that over the portfolio of our career, we all will experience, at a minimum, pockets of lack of respect.
University of Michigan Professor Jane Dutton says that an astounding 90 percent of workers polled say lack of basic respect in the workplace is a big issue.
Replacing an employee is incredibly expensive: on average, the cost of replacing a worker is, at minimum, 30% of that employee’s annual salary. This number increases depending on the type, level, or tenure of the employee in question.
Do you believe or disbelieve in the theory that “everyone is replaceable?”
This is an excellent article! As those of you who have worked with me as a coach know, this article mirrors things I work on bringing to the forefront all the time for developing leaders. I especially like the comments about feedback. To be the most useful feedback needs to be “early and often”, focusing on when the individual is hitting the target or moving in the direction of the target.
Project Aristotle is a recent Google study that was undertaken to understand why certain teams in their workplace thrived while others seemed to struggle. After studying hundreds of Google’s teams and analyzing years of data, here’s what they found: