Unconscious choices… – Part 1

Unconscious choices… – Part 1

I could write a whole book about them… but for now, here’s just one example:

I recently caught up with someone I know who’s about to take a new, exciting professional step.

In addition to the challenge of:

“Now what,”

“Where,” and

“How” (more on that tomorrow),

we also went over their current job again.

That’s when something came up that can be dangerous in any workplace:

❌ “My current employer does nothing to improve the work atmosphere.” ❌

I asked for more explanation, and these points emerged:

➡️ If you’re not actively contributing to the work atmosphere, the staff perceives it not as stagnation but as a decline.

➡️ If the employer doesn’t invest energy in this, it shows up in all sorts of other areas, such as:

🔹 Having attention for the staff

🔹 Caring about the staff

🔹 Standing up for the staff

➡️ When the staff isn’t asked for input on this, it can…

The “problem” here is…

This perception can be justified ✅ or unjustified 🛑!!

Because sometimes things are just fine.

Or at least moving along, to avoid using the phrase “daily grind", as that might not even be the case.

It can easily be weeks or months between check-in or morale-boosting moments if you’re caught up in daily tasks and responsibilities.

As a people leader, you are at the midst of employee engagement

🧠 “Pff, another thing have to remember to do…”

Yes, you do, and it can be so important!

Because your “employee engagement", to use the formal term, can take a big hit otherwise. 👎

So doing nothing is not an option… ❎

I’m curious: what do you, as a manager, do to keep the work atmosphere fresh?