Tone Deaf CEO Alienates 50,000 Employees – Well Done, Charles Scharf!

How about we talk about how out of touch a CEO can be?!!! It’s being reported all over the internet today that the CEO of BNY Mellon has scrapped the decision to ban staff from working at home.

Charles Scharf, CEO of BNYM, had told his 50,000 staff members that they were expected to be at their desks full-time! So, let’s see… here’s a guy who started his career using family connections to get a job with the infamous Jamie Dimon who made this guy his assistant and has had a silver spoon in his mouth the entire time and throughout his entire career. He makes like he made it on his own but anyone with family connections to Jamie Dimon comes from money, is privileged and entitled, lacks for nothing, has everything handed to him and thinks he has actually made it in the world.

No, sorry, Chuckie, you haven’t made it at all! What you’ve made is a big mess in your organization where you’ve alienated 50,000 employees who now have no reason to do anything for you, no reason to work harder than they already are, no reason to be invested in anything you want them to do or want the company to do, no reason to care about anything that involves your organization. And for what?!!! The need to micromanage 50,000 people? The need to send a message to working single mothers that it’s too bad that they have children because they need to be at their desk, on time, on point, doing their jobs, doing your bidding, kissing your ass and that of your minions and to put a smile on their faces while they do it? The need to assert your power over all those people to let them know that you don’t trust them and the only way you can be assured that they’re doing their work is to show up in an office where you aren’t even present? The need to communicate to all of those people that the only measure of someone’s performance, productivity, dedication and commitment, not to mention success, is for them to be chained to their desk? WHAT is wrong with you?!!!

You have demonstrated yourself to be a pathetic excuse of a leader, tone deaf to the reality of the workforce, insensitive to the needs of employees, clueless about the REAL path to profitability. But, all of this is actually pointless because just like you have been quoted before “you’re all business”. Good luck with your reputation pal, it’s all over the internet now and you’re the only one who looks like an idiot! Well done!

#charlesscharf #bnymellon #bnym #ceo #leadership #epicfail #management #employeerelations

Performance Reviews: Go Ahead And Alienate Your Employees

When have you ever experienced a performance review where you didn’t focus on the one negative thing that was referenced in the review?

For managers, we don’t think about the inherently negative aspects of performance reviews because we think we’re supposed to be giving our employees feedback about their performance. Problem is, by virtue of the fact that reviewing anyone is by its very nature negative, there is no way to create a review environment that doesn’t go south for everyone involved.

Every employee experiences anxiety when faced with a performance review and they will always be disappointed with the results. Think about it… from the moment it’s announced to employees that reviews are going to be performed, everyone moves into a place of anxiety because it triggers feelings of insecurity about whether they did a good enough job, whether they will be getting a pay increase, whether they will be getting a bonus, whether they will be demoted, whether they will be fired.

The next level of anxiety comes when you do the actual performance review with the employee and you don’t cover their entire performance because you haven’t actually been paying attention or you’ve been too busy to notice what they’ve been doing or you’re only doing the review because your own managers are making you do it. The feedback you give the employee will always be inadequate, won’t be based on fact, won’t be based on anything measurable, will contain way too much subjective information in it and the employee will feel that you don’t even know them, don’t recognize their contribution, have no clue what they’re doing and that you don’t actually care about them and what do you get in return? Your employees think you’re an asshole!

So now, where are we? We have employees who are alienated, they think their managers don’t care about them, the managers have no clue why their employees start behaving differently following the performance review (that is, if they actually even notice their employees’ behavior) and overall performance in the weeks and months following the review suffer. If anyone were to do a study of employee performance following performance reviews, it’s probably a safe bet that they’d see a direct relationship between the two and unfortunately, the inherent negative nature of performance reviews sets up the employees and the organization for a decline in performance and, by extension, profitability.

So here is the question for all of us as managers… WHY are we even doing performance reviews? If we were actually paying close attention to what’s going on with our employees and providing them with feedback along the way, why would we need to do this annual ritual flogging of our employees just because we have an HR policy that says we do performance reviews OR we feel we must because it’s part of what we need for a disciplinary process. That right there makes clear that performance reviews are inherently negative because we use them primarily for the purpose of improving employee performance of punishing employees if they aren’t performing.

Did it ever occur to us that if we were vigilant about paying attention to what’s going on with our employees, we wouldn’t have performance “issues” that would need to be “reviewed”, that we wouldn’t have declining productivity and engagement in our organizations, that we wouldn’t have employees “acting out” in the workplace and we’d have a happier and more productive workforce overall?

Whomever it was that decided performance reviews were a good idea clearly never managed people in a way that was about making sure they were acknowledged, recognized, given feedback in the moment it was warranted and encouraged to be part of the bigger picture. A performance review is nothing more than an uninformed commentary on the part of management that is a box to be checked off each year so they can say they’ve done their managerial duty. The net result is the alienation of the workforce who has no recourse but to react and retaliate against the organization.

Why on earth, as a manager and/or organization, would you ever set yourself up to have this happen and yet it happens in organizations every day and is something being recommended by consultants all the time as a response to disgruntled employees who feel alienated. The recommendation is to do performance reviews because employees need to know how they’re doing… yes, of course they need to know how they’re doing but you don’t do it in a way that is inherently negative, you do it by paying attention to what’s going on for them on a daily basis because that is the only way you can get out in front of something that might ultimately come back to haunt you.

www.preemptivestrikeconsulting.com

#management #leadership #employeerelations #humanresources #organizationaldevelopment #hr #ceo

We Don’t Need Better Managers, We Need Managers Who Are More Aware

Here’s the deal…

Just like in every relationship, there is conflict… and in the middle of a conflict, harm is done because we don’t deal with what is really going on for us, only the emotions we have about what the other person is doing… we don’t “cop” to the underlying reason for why we’re feeling the way we’re feeling, we just act out our hurt and anger in ways that are unproductive and often harmful. 

This same dynamic exists in the workplace where employees come in like Trojan Horses, filled with emotional baggage that gets expressed in countless negative ways and causes harm to the organization and to the employees.

The culprits in this scenario are the managers who are unwittingly (and sometimes deliberately) using their power to alienate their employees which in turn “triggers” employees into behaving in ways that lower morale, reduce productivity and engagement and in worst case scenarios, can lead to significant risk for the organization in the form of IT infrastructure sabotage or a “take down” of the organization on the internet.

All of this can be avoided with a pre-emptive strike plan that gets to the heart of the issues before they turn your organization into tomorrow’s headline news! This one solution could eliminate all future consulting fees for HR and organizational development and leave your organization with significantly less risk than ever before and the best part is that it can be done immediately with results just as fast! 

What is a pre-emptive strike plan? Well, it’s what we specialize in and something we’re expert at! We’ve written a best-selling book entitled Pre-Emptive Strike Leadership: Neutralizing Behavioral Threats That Are Infiltrating Your Organization and outline a sample pre-emptive strike plan that you can implement today! Click here to find out more about the book and the plan!

We don’t need better managers, we need managers who are more aware! A pre-emptive strike plan can accomplish exactly that!

#management #leadership #ceo #hr #humanresources #organizationaldevelopment

The Risk That Can Lead to Organization Implosion: Managerial Ineptitude and the Abuse of Power in the Workplace

See the original article at https://bit.ly/2VXxelV

Failure to acknowledge and respond to the emotional needs of employees and the need for highly skilled managers produces staggering risk

'Pre-Emptive Strike Leadership'

TORONTO, January 8, 2019 (Newswire.com) – Inside every organization sits a Trojan Horse, filled with employees waiting to unload their emotional baggage and managers who behave in ways that trigger employees into engaging in “scorched earth” warfare. Pre-Emptive Strike Consulting Inc. has released a new book to address this Trojan Horse in any organization.

Dr. Arlene Battishill and Michael Levitt’s new book, “Pre-Emptive Strike Leadership: Neutralizing Behavioral Threats That Are Infiltrating Your Organization,” identifies how and why employees are exacting revenge on their employers as a means of expressing their outrage at management insensitivity and disregard. Add Millennials into the mix and it’s a powder keg waiting to go off.

Dr. Arlene Battishill and Michael Levitt are veteran management professionals who have spent decades in the trenches observing and correcting managerial misbehavior and ineptitude and minimizing risk by increasing manager capacity and sensitivity.

Both published authors, they have created a book filled with revelations and insight, based on a revolutionary approach to neutralizing risk posed by behavioral threats that are infiltrating organizations and offering a powerful solution. This book will help CEOs put the “human” back into human resources so managers and employees don’t turn their employers into tomorrow’s headline news.

Available today at https://amzn.to/2Vub6iG.

Media Contact:

Arlene Battishill, Ph.D.
Phone: 323-203-7411
Email: arlene@preemptivestrikeconsulting.com

www.preemptivestrikeconsulting.com

Source: Pre-Emptive Strike Consulting Inc.

Employees as Trojan Horses

You go to work everyday, running the organization, thinking everything is okay, business is good, life is good, and then out of nowhere you wake up and your life has just turned to shit! How did it happen?

Consider the following…

It’s 5am and Paul wakes to news that the organization he leads is in crisis. Overnight a couple of disgruntled employees quit by means of dramatically airing their grievances on the internet. Their titillating video went viral. Paul’s cell phone is blowing up with calls from board members demanding to know how the hell this happened and what’s going to be done about it. The Customer Service department is overwhelmed with canceled orders, the media is calling for official comments, while social media is abuzz with everyone’s “unofficial comments” – speculative and grossly uninformed, but oh so juicy! This is all before Paul’s first cup of coffee. 

By the time he arrives at the office, the staff are huddled and whispering. The Human Resources Director looks like a deer caught in the headlights and has turned fifty shades of pale. The former employees’ Manager is cowering in his office. The opening bell for the stock market is less than thirty minutes from ringing, and stock futures are predicting a 25% drop for the organization at market open.

An emergency meeting is called for everyone; the atmosphere in the room is toxic. The management team is visibly shaken and displaying no traces of leadership. Employees sit smugly observing the carnage, momentarily reveling in the power they feel because a couple of their own managed to bring the organization and its leadership to its knees. As Paul surveys the room, his thoughts circle back to the phone calls that started this nightmare of a day and he realizes he doesn’t actually know the answer to the board members’ question. He also wonders how the hell this had happened.

You think this can’t happen to you? If so, you have vastly underestimated the power of your employees. Every aspect of the story above is true, and there are countless other examples to choose from. Why? Because most organizations have failed to come to grips with the growing threat that employees represent, and have carelessly overlooked this very real liability when performing their risk assessments.  

From the book “Pre-Emptive Strike Leadership: Neutralizing Behavioral Threats That Are Infiltrating Your Organization” by Dr. Arlene Battishill and Michael Levitt

#leadership #management #ceo #hr #humanresources #organizationaldevelopment #employees #leadershipdevelopment #emotionalintelligence #behavioranalysis #riskmanagement

Don’t Hate Millennials, They’re Not The Problem, We Are!

Everyone is bitching about Millennials these days, they’re this, they’re that, but do you realize, Millennials aren’t the problem, we are!

No, this doesn’t have anything to do with management! It has everything to do with the fact that we are the parents of these offending creatures called Millennials!

We’ve told them their entire lives that they can be anything they want to be without bothering to tell them they have to work for it, work at it, and work long enough for anyone to take them seriously and there they are in our workplaces acting like the world AND their employer owes them something just for being alive.

We’ve encouraged them to communicate with us and now they want everyone  at work, especially senior management communicating with them and then get indignant and act out when they feel they haven’t been heard or included.

We’ve also told them they can make all the mistakes in the world because that’s how they’ll learn but never bothered to tell them about what happens if they make a mistake in the real world. No one much appreciates someone who doesn’t take responsibility for their actions and don’t believe they should be held accountable for them.

We’ve showered them with so much love that it never occurs to them that someone might not like them especially if they are behaving in a particular way that wouldn’t be tolerated outside the crib they still live in and call home in our basements.

We’ve allowed them to rant about anything that doesn’t sit right with them and commend them for being so expressive and then they feel attacked when someone at work calls them out for their unprofessional behavior and then go crying to anyone that will listen.

It’s not their fault, it’s ours! And make no mistake, they’ll be making sure to tell you that! 

Here’s the cold, hard truth… we raised these employees! They are our children! We sent these children out into the workforce and they are wreaking havoc! So, for every Millennial that comes to work for you, just remember, you unleashed YOUR little entitled wunderkind on someone else and they are hating YOU right about now along with your kid!


Learn more about the risk that Millennials, managers and employees pose to your organization in Pre-Emptive Strike Leadership: Neutralizing Behavioral Threats That Are Infiltrating Your Organization

#millennials #management #ceos #hr #humanresources #organizationaldevelopment

The Risk That Can Lead to Organization Implosion

The risk that can lead to organization implosion is caused by managerial ineptitude and the abuse of power in the workplace.

Failure to acknowledge and respond to the emotional needs of employees and the need for highly skilled managers is producing risk on a scale never before experienced.

Inside every organization sits a Trojan Horse, filled with employees waiting to unload their emotional baggage, and managers who behave in ways that trigger employees into engaging in “scorched earth” warfare.

Dr. Arlene Battishill and Michael Levitt’s new book, Pre-Emptive Strike Leadership: Neutralizing Behavioral Threats That Are Infiltrating Your Organization, identifies how and why employees are exacting revenge on their employers as a means of expressing their outrage at management insensitivity and disregard. Add Millennials into the mix and it’s a powder keg waiting to go off.

Dr. Arlene Battishill and Michael Levitt are veteran management professionals who have spent decades in the trenches observing and correcting managerial misbehavior and ineptitude, and minimizing risk by increasing manager capacity and sensitivity.

Both published authors, they have created a book filled with revelations and insight, based on a revolutionary approach to neutralizing risk posed by behavioral threats that are infiltrating organizations, and offering a powerful solution. This book will help CEOs put the “human” back into human resources so managers and employees don’t turn their employers into tomorrow’s headline news.

Available today at https://amzn.to/2Vub6iG

#ceo #ceos #leadership #management #hr #humanresources #organizationaldevelopment