Personal Experience in a Company: False Promises

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I have been in a management position for most of my adult life and have experienced a great amount of challenges and opportunity. No company is perfect. What I do know, beyond a shadow of a doubt, is the culture of an organization is extremely important. Companies that do not value and trust employees certainly have more problems than the companies that do. People are one of the greatest commodities an organization has. If the culture of a business is to pay employees as little as possible, hide information, and create a feeling that no person can be trusted; the company should expect poor attitudes and performance in return.
It was three months ago when I was hired as a manager with a large salon and spa chain. I had never heard of the company before so I took some time to familiarize myself with the organization via the Internet. My interviews were highly informative about the processes, procedures, and philosophies of the company. I could not wait to get started. It was on my second and third day of work that I attended a management seminar for every location and assistant manager in the Denver district. It was at this meeting that I heard spokes people from corporate say what had been done in the past was not working and new ideas were needed to revive the business. Those same individuals also sent clear messages that the company knew what it was doing and everyone needed to be on-board with following current protocols. At the end of the seminar I was asked to provide my thoughts and opinions about what I had learned. Obviously I was confused about the direction of the company. I told the vice president of operations and director of human resources that it sounded as though the company was having some kind of i...

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...iteid=cbpr&sc_cmp1=cb_pr495_
Deloitte (2010). Trust in the Workplace. 2010 Ethics and Workplace Survey. Retrieved from: http://www.deloitte.com/assets/Dcom-UnitedStates/Local%20Assets/Documents/us_2010_Ethics_and_Workplace_Survey _report_071910.pdf
Galinsky, E., Bond, J. T., Kim, S. S., Backon, L., Brownfield, E., & Sakai, K. (2005). Overwork in America: When the way we work becomes too much. Families and Work Institute.
Retrieved from: http://familiesandwork.org/site/research/summary/overwork2005summ.pdf
Kaye, B. & Jordan-Evans, S. (2008). Love ’em or Lose 'em: Getting good people to stay (4th ed.). San Francisco, CA: Berrett-Koehler Publishers, Inc.
Saratoga. (2006). Driving the bottom line: improving retention. White paper. Retrieved from: http://www.pwc.com/Extweb/pwcpublications.nsf/docid/011101638AD69DC385 25723400549522/$file/saratoga-improving-retention.pdf

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