How You Speak About Your Employees Says A Lot!

Things Not To Do if You Want to Succeed

When we are building a company, there are many thing that happen (both good and bad) through out the day. Our behavior sends a tone through out the whole organization. When behaviors are bad and unless you eliminate them completely, they can set poor standards, establish values contrary to the interests of the company, and create a toxic culture that can be hard to clean up.

“Lead by example.” 

Speaking Negatively About Employees

If you or others in your organization speak negatively about employees, it sends the message that the company does not value people and is only in the business of advancing people when it serves the company’s needs. There will be times when the skill level of your employees is deficient or part of your team is underperforming. There will also be day-to-day frustrations that come with managing employees. Finally, there will be times when employees leave the company—either by their choice or because they are let go. Speaking ill of individuals who are underperforming or leave the organization (e.g., “It’s good that “Steve” is leaving. He was not that good anyways”) sends the message that employees are not valued and that the organization lacks respect for those supporting it. Regardless of how your employees leave, take the high road.

Wish them well and hope that they had a positive experience and that you contributed to their personal and professional goals. You want every employee who works for the company to feel that they are better off than they were before. Speaking poorly of current or past employees causes mistrust and tension for your existing employees who are probably wondering, “Is this what they’ll say about me?” It also prevents you from taking the opportunity to see areas where you can improve your company culture and build dialogue, trust and loyalty with your employees.

Think twice next time you want to say something negative. 

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By | 2019-02-10T14:29:11-04:00 February 11th, 2019|Daily Perspective|0 Comments

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