Labor Issues & Conflict Management
A manager comes to you with concerns about unusually high turnover in her work unit. You review some of the exit interviews your HR office has conducted with many of her former employees and notice some trends.
First, they have expressed that they don’t really understand why they are doing the tasks that they are doing, and how it fits into the “big picture” of the company and its strategic plan. They claim that she gives a number of orders and demands quick turnaround on assignments, but they don’t really understand the purpose of the work, except that certain tasks have to be accomplished immediately or there will be consequences.
They also express that there is little incentive to do a good job, because they have witnessed many colleagues work incredibly hard without any recognition. And while people know what they are supposed to be doing on a daily basis, they don’t understand why or to what level of performance, and they are confused as to what a high quality, job “well done” really looks like.
1-Based on the information provided in these exit interviews, what feedback can you provide the manager about her leadership styles and the climate she may have created? 2-What recommendations might you make?
