An Employee Performance Root Cause Analysis.
The goal is to make the employee feel good about tackling a habit that's going to take time and effort to change.
How would you feel if...?
I had spent hours walking among the graves, reading the names, and wondering about their stories. At the time I thought it might be cool to be able to compare the family and see how different people’s lives were. I also thought about how interesting it would be to see how all the different genetics combined and who most resembled whom. There were so many things that could be learned.
Promises, Promises….
Close to the year mark I knew I wouldn't get the banquet planned after so many months and my manager was on leave again, so I attempted to sell back my PTO and have it added to the department’s paychecks. HR informed me there would be tax issues and the request was impossible. In the end I spent less personal money to buy everyone in my department a pizza and a beer.
The Fight for Snacks
Production managers were discouraged from drinking alcohol, within policy, at lunch, where low level people in corporate would have bottles at their desks. The excuses were all about privilege. There's never a reason to drink at work.
The Dangers of Transparency
Manager Privilege: Sometimes it’s the little pains.
In a larger space we were never able to hear customers properly during or for a few minutes after any kind of alarm test. I made the case to my manager and was told the alarms would be around 30 seconds, and there was no danger. I asked why they wanted to evacuate corporate beforehand, and was told they didn't need to be on the phone.
Corporate Transparency: Why is it hard?
Many times it's easier to make decisions and announce them, rather than take the time to explain and educate others on their reasoning. Most leaders are willing to take questions, but they also want action.
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-Alex D. Reiki Client
“You are a true healer.”
-Isaac M. Financial Services