Work can be uplifting, especially if you have good leadership like that of Barack Obama, who knew the importance of such things as play at the office. Such work can be rewarding, not just financially but in spirit.
To have that type of work, you need good management, not just at the highest levels, but all through your organization. Unfortunately, no one wants to work in middle management anymore. At least according to that piece. Indeed, many women in general are giving up on work ambition in general. That’s too bad. Good workplaces need good leaders to be successful.
Perhaps as a result of all, we see dissatisfied employees who are “quiet quitting”. It doesn’t help that they are being forced to return to the office when they don’t want to. It also doesn’t help when you have people like Malcolm Gladwell going on about how working for home is bad (unless you are the hypocrite known as Malcolm Gladwell).
Mind you working from home can also be tough, as companies are dumb enough to think they can make people more productive by using employee monitoring. That’s the worst form of leadership.
If you are suffering at work, then you may want to read this account of how quitting a job changed their Work-Life Balance.
Finally, while it’s not for everyone, if you have considered being an entrepreneur, I recommend the site for Justin Jackson
These nine activities, listed here: swissmiss | The Bosses We Remember are nine things great bosses or leaders do continually. If you had one or more great bosses, then you likely saw that person do many of them. As you become more senior, you should do them too.
(Image via pexels.com)
This article, Radical Candor — The Surprising Secret to Being a Good Boss | First Round Review, is making the rounds and is making my nervous. It makes me nervous because it is a terrible concept and it is very hard to do well. Even the example given – being called stupid – is a bad one. Be wary of any boss or any organization adopting this in your workplace.
My long work experience is that the Challenge Directly part takes little effort and energy, but the Care Personally part takes a lot of effort and energy. The result is a drift towards a demoralizing and toxic work environment with lots of criticism and little encouragement.
There is a rare exception where I have seen radical candor work: an elite athlete with an elite coach. Elite athletes sign up for and encourage radical candor because it is the best way to be the best. If you consider your work role similar to an elite athlete and you consider your boss an elite coach, then radical candor could work for you. Likewise if you are in the role of manager. Otherwise, I would recommend you pass on this approach and look for a better way to work.
The 10 questions are from this article: The only employee engagement questionnaire you’ll ever need and it is the kind of thing a manager would ask employees. But really, they are the kinds of questions you should be asking yourself.
I like the first three:
- Why are you still here?
- What would make you leave?
- Where would you be if you weren’t here? (What company would you really like to work for?)
The other seven are good too.
Anyone working anywhere should ask themselves these questions regularly.