How Workplaces Are Like Romantic Relationships |

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The similarities between workplaces and romantic relationships. Can't be a one-sided dance. If it ain't good, you don't owe anyone to stay in it - which goes both ways. Real talk on this week's #culturedrop.
Get this full written article with more tips on my blog here: bit.ly/GE_WorkplacesRelations...
This video was created by Galen Emanuele for the #culturedrop. 5 minute leadership and team culture content delivered to your inbox every Tuesday morning. Check out the rest of our content and subscribe (it's free): bit.ly/culture_drop
Through conference keynotes and (in-person or virtual) team workshops, Galen transforms how teams and leaders approach and establish culture, and the way people communicate and treat each other at work. He has an impressive portfolio of clients including Microsoft, Safeway/Albertsons, and NASA.
Galen’s captivating content teaches how to establish an intentional team culture of high-level engagement and performance, skyrocket leadership ability, skillfully give & receive feedback, and apply the improv concept of “Yes, And” to improve communication and EQ.
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#workplaces #relationships #retention #quit #effort

Опубликовано:

22 апр 2024

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Комментарии : 3

@katexxx3205 2 месяца назад

First of all, thank you! I’ve really enjoyed your videos and have got a lot from them. Secondly, the company I work for aren’t great with toxic staff. My question is I don’t know what to do! I am a care worker and I adore the guys I support. In the 2 years I have been with them I have developed great relationships and trust from them and their families. Should I stay for them?

@tonyawemhoff8388 2 месяца назад

How do you get rid of a toxic worker if they haven't done anything wrong?

@GalenEmanueleShiftYes 2 месяца назад

Hmm, probably slightly tough to answer quickly without more context, but if you can label them as toxic then they are doing something on some level that is 'wrong.' Whatever behavior that they're exhibiting that is problematic is something that should be addressed directly and specifically. I could go into detail but want to avoid writing 10 paragraphs. To begin the process of removing someone from the team, the first step is a very direct convo with them outlining explicitly what you're seeing from them, what it needs to look like instead, and the exact consequences will be if things don't change. And everything has to be clearly documented. Depending on the severity of the situation, after 2 or 3 of those documented convos then they lose their job. There are many resources to help with this, RU-vid is a great resource for advice, take a partner in HR to ensure you're doing everything right and get their advice. A great resource for having these convos effectively is Fierce Conversations by Susan Scott. Love that book. Whew, I wrote a lot, hope that's helpful :)