Changes in organizational leadership create a new normal. Those that were ‘favored’ or considered themselves to be ‘special’ must now come back into the pack, and must now toe the line like everyone else. I take full responsibility for this leadership failure, and must proactively fix the problem — immediately.
A disgruntled employee is like a cancer that compromises the values and health of the company. Turning a blind eye is not the solution. Time to have some necessary, but difficult conversations. As Simon Sinek eloquently recommended, I want people who want to be part OF my dream, not just have a part IN my dream!
Time to get rid of the cancer. The doctor is in the house!
About Hemant Rustogi
As a Paralegal/Mediator/Human Resources professional specializing in workplace conflict resolution, communication and organizational process improvement and engagement, I’ve seen first-hand the impact of letting things fester. It never resolves itself, only gets worse and leads to many things, among them a disgruntled person as pointed out above (or worse, more than one!). However, worst of all outcomes is dealing with unfounded legal claims. Loved the last line stated above: “Time to get rid of the cancer. The doctor is in the house!” That’s the attitude people need to have in order to have those difficult but necessary conversations.
In the corporate world this is happening all the time. And time is of the essence. Longer it continues, more people get impacted and productivity drops. Keeping ears to the ground is an essential function for leaders. Thanks for raising a great point.