It's Personal

After 30 years in Supply Chain and Logistics with a major mnc, I received a 2 minute call from the US saying there was nothing for me in the new organisation. I had 3 months to find something else in the company, and then the separation process would start. What do you do? Stick your head in the gas oven? No, you say this is a great opportunity to do something else, and I started my own Supply Chain consultancy. 18 months later I'm busy, and clients seem to appreciate the practical experience. I agree, it's up to you. Paul

Welcome to the blogosphere Michael. Nice article by the way. Eric Joiner AST&L BoD www.freightdawg.com

Companies who do not reward the employees with adequate raises and good benefits cannot expect people to stay. If you have not hired the right managers and those managers do not know how to build relationships the company will suffer. For too long the practice of hiring a person based on if they have a degree or not for management has been overused. The companies need to look from within for leaders and they will see loyalty return. Too many times a friend of a friend has gotten the job. Corporations need to invest in training even for the unspeakable ones without degrees. People are tired of waiting for the good things to happen to them so they jump ship. When the next employee goes out the door you had better take a hard look at inside your office and see if your practices could be the reason turnover is costing you money.

Good article! I think this is one of the significant problems we have in the workforce today. I also know that the cause and effect of the attitude, loyalty, and performance of our business rests in our own organization's culture. We need to mentor and develop talent as leaders in this industry. If you want to develop a world class organization you have to create a mentoring culture. One that include's succession planning, comprehensive leadership training, and a formal mentoring program. The power you can unleash in the workforce happens when your employees are focused on the growth and success of both the individual employee and the business. You invest and impliment this type of program and the grumbling gows away, attendance is no longer an issue, retention improves 3 fold + and individual and company performance gows North. Last, share some of the profits. Happy stakeholders make happy shareholders.

Here, here! I can't tell you how many times every day I hear the complaining about external factors dictating what type of day, much less life, a person is having. It's so sad to see how much power is being complained away. I agree with you. People need to take carge of their own destiny and hold themselves accountable. If things aren't going the way ythey want them to, then they need to take a step back and objectively analyze it. If necessary, get some advice from a mentor or other objective party. Do something constructive and take control. Don't expect everything to be handed to you or that it will all go the way you "want" it to. Once you embrace the concept that quitting or defeat is not an option, there is nothing that will stop you from getting you were you need (or want) to be. Thanks, Mike, I look forward to more!

Mike usually tells it like it is. His comments around career management and personal accountability are right on. To a large extent, it is that sense of accountability that differentiates the successful manager from the rest.

not sure if the first one went through so here it is again- I see so many of the younger workers of today who are not loyal to the company with this attitude that you are talking about (It’s not up to your boss, your company, or your spouse/significant other/family member to make your life better. It’s up to you.)So if they do not get what they want they jump ship, no more is the person that worked for the same comany for 20 years, what is your take on this?

www.internestisseriousbusiness.com

Great thoughtful comments