June 27, 2011 at 5:55 pm #133982
This weeks question was regarding a Washington, DC news story:
In a surprise move, Jim Riggleman resigned as manager of the Washington Nationals on Thursday. The resignation came immediately after the Nationals completed a sweep against the Seattle Mariners. For more on this event please read the full article: Jim Riggleman’s Shocking Resignation
The question: “What can we learn from Jim Riggleman’s resignation that have implications for organizational development?” Please take a moment to read Ken’s answer below and share any additional insights or questions you may have.
A Few Lessons Learned
Very few people in Washington, DC resign over principle and many would say it is very difficult to fire people. While I don’t know the intricacies of what actually happened, I think there are some lessons from Jim Riggleman’s resignation that we can all learn.
Whether we are managers or frontline professionals, what follows is a list of specific lessons I think we can learn from this event, including:
- Management needs to take employee concerns seriously
- People don’t leave jobs they leave managers. Therefore it is one of the most important jobs of the manager to make his/her employees feel wanted and valued
- While sometimes uncomfortable, managers do need to engage employees in conversations about their current performance and their long term career plans
- Managers need to recognize accomplishments and progress that employees have made
- It is important not to underestimate coaches on the performance of any team
- Backing your boss into a corner is never a good idea
- Every manager needs to think about the impact of people leaving, not only for the individual leaving but also on those who remain with the organization
- Every employee needs to carefully weigh the appropriate time to have important conversations with his/her manager
- First, we all need to do our job well and provide value to our organizations by delivering results. Then, appropriate contract negotiations can be sought.
- We all need to examine why we work and what are the values that are most important to us. If there is a misalignment of values, the job is not a right fit
- How do you show your employees you value them?
- In what ways do you contribute to the value of your organization?
Next Week’s Question
Questions are a powerful way to facilitate learning
What questions do you have for next week on how to more effectively?
- Engage and retain top talent
- Develop leaders
- Manage organization change
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