Situation:
A particular office had a history of repeatedly hiring poor performing administrative assistants. We did a DISC behavior team report on the entire administrative staff; ownership, management, administrative assistant, and a few other staff. We also looked at the individual DISC of past administrative assistants who also performed poorly.
The biggest misunderstanding of why people leave is that money will solve the problem. It’s a myth that paying people more is THE answer to retaining staff. It is true that certain people are driven by the need for money and the security money brings. They will leave for more money. If their primary and only motive is money, it won’t take much for them to leave and they will eventually leave no matter how much more money they receive from you. My advice is “let them go.” It’s just a matter of time before they will leave anyway. By meeting their demands for more money you risk causing compensation inequity related to others within your organization and significant negative impacts on profitability.
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Everywhere we look, in the media and at work, we hear “teams.” Microsoft has even developed an entire teams platform and has an intense advertising campaign telling us the importance of teams. So, why are teams the rage? Why is everyone talking about and interested in having a team? There is one primary reason and five secondary reasons why teams work.
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The COVID-19 pandemic accelerated the adoption of remote work. People started to realize teams could operate successfully without being confined to a single geographic location.
Because of this, the issue becomes, what are the key factors that determine whether team members should be in the same physical space or be remote. We share below five key factors you can use to make that determination.
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