Episode #18 - Nora Burns on Bad Managers and Undercover Employees - Permission to Speak - Leadership Podcast - Interview with Kelly Vandever

Permission to Speak Podcast. Hosted by Leadership Communications Expert Kelly Vandever. Episode #18 - Nora Burns. Permission to Speak is the video blog and podcast that loiters at the intersections of leaders who want their people to speak up, technology that facilitates connections, and results that serve an organization’s higher purpose. Topics covered in this episode include: - Building cultures of respect- The Undercover Candidate & Undercover Employee- HR Undercover- The job interviewing process- The onboarding process - Trend #1, Bad Math, not realizing the impact the hours assigned and suddenly changed employees - Trend #2, Getting Paid, specifically communications about payday, when it is, how it works- Trend #3, Lack of Protection of Confidential Information of Our Employees, go through great length to protect client information, but employee information available for everyone to see/access- Not investing in the front line managers, they manage their front line staff poorly, then we promote one of the front line employees and there only example has been poor management; then it continues on up as people are promoted from within but never receiving an example of how to manage well- Great pride of promoting from within, but the challenge of not having good examples of how to manage well- Need training and need good training, interactive, facilitator lead training- Trend #4 – Death by bad Computer Based Training - Need to have a cross-blend of those not promoted from within so you can have a blend of ideas- Need lack a blame game when someone says “I don’t know how to handle this.” Need to be able to get help with not just what to do but why to do it that way.- If your organization doesn’t support you by helping you learn to be a great manager, find examples other places in your community like the rotary, the chamber, through professional associations, other volunteer organization, the scouts, your church, etc. Look for great mentors and managers. And read. So many great books and resources – libraries are free, ask the author to gift you a copy of their book. Expand your thoughts beyond “What is the company doing for me?”- Stay interviews, ask people why they stay, 30 days, 60 days 90 days, 180 days. Ask, “Are we doing what you were expecting we’d be doing with respect to your schedule, in terms of our management, about how we communicate with you about our policies and our guidelines, etc.?”- Take value in your exit interviews- Talk to people you didn’t hire. After going through interview process, ask, “Would you still want to be our customer?”- Use multiple streams of insight. Open door. One-on-one. Surveys. - Barriers to an environment where employees feel they have permission to speak.- Barrier #1, employees talk, the moment we don’t take action when people are discriminated against, we close the door to further information- Barrier # 2, dismissing employee suggestions with ease, rather than exploring the ideas further and be thankful that the frontline employee cares enough about the organization to even make suggestions!- Frontline people want to make a difference, help the organization & provide superior customer service- Take the time, leave some space for you to change and develop