The past few years we've swung wildly between utopian and dystopian visions.
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Resignations. Competitive talent markets. The structure of the org chart. All of these things can feel bigger than you, as an individual leader trying to get things done in your organization. We get that. But be skeptical of any advice that takes them as fixed.
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We're in the midst of a massive renegotiation of the rules of work. And the central focus of that negotiation isn't back to office plans, or international salary parity, or vaccine mandates. It's power.
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We told leaders to be empathetic. We told them to be understanding. And they are doing that. They are phenomenal about understanding the conditions for underperformance in their teams. But it's not working...
They are patient to a fault.
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Now's a bad time to lean on your employee's sense of loyalty, but a good time to lean on their sense of possibility. New opportunity, high-quality networking, exposure to different ideas. That's what people in a liminal space can actually engage with.
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People who are frustrated. Sharp. Daring someone to call them on it and spoiling for a fight. If you're managing a group of people, you see it in slack messages. The passive aggressive ones. But also the aggressive aggressive ones.
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That we're at the one year mark for the first lockdowns and it feels like everyone is quitting, well, we can't say we're surprised. But it's our full time job to pay attention to this stuff. And what we're hearing from a lot of you is: why now?
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