“It’s not denial. I’m just selective about the reality I accept.” ~ Bill Watterson
Are you turning a blind eye to an issue in your business?
What a leader chooses to see or more importantly, what not to see, can have a devastating impact on their business.
Being aware of an issue and not taking the necessary steps to resolve it, will eventually impact your business in a way that could limit your ability to achieve success or the results you are accountable for.
So how would you know if you were turning a blind eye to a problem?
Here are 10 hidden (and some not so hidden) behaviors that indicate that you are turning a blind eye towards the issues that will eventually take a chunk out of your bottom line.
10 Ways You Could Be Turning A Blind Eye To Your Business:
- Not dealing with poor behaviors of a newly-hired person in the first 90 days, believing they will get better in time.
- Dismissing or negating the impact a high performer has on others when they consistently act in a way that is in-congruent with the values and policies of the company.
- Allowing ineffective employee’s or leaders to stay cocooned in their ineffective old ways of being because you believe they are too old to change.
- Basing your hiring or firing decisions on how much you like an employee and not on their performance.
- Allowing an employee’s personal life and problems to become yours’.
- Failing to address performance issues because you are afraid of conflict or an employees’ negative reactions (yelling, crying, deflecting, denying, blaming, etc.).
- Dismissing consistent talk or rumors about the behavior of an employee. Involving yourself in gossip is one thing, ignoring repeated statements from employees about an issue and not at least investigating is something completely different.
- Allowing the HR department to force you into keeping an employee even when you have properly documented the situation for fear of a lawsuit.
- Allowing the abuse of PTO, FMLA, Attendance, Quiet Quitting, etc. even when you know it is being abused.
- Keeping poorly performing people in positions they are not qualified for or a good fit for simply because you believe it’s better to have a body instead of no-body in the position.
Knowing vs Doing – There’s A Difference
The issue isn’t whether you are or are not aware of these behaviors. The biggest factor is what action you take once you become aware of them.
The Universal Law of Compensation states that you will receive in the same way that you contribute. In other words, you reap what you sow.
Allowing poor behaviors in the short term will always come back and haunt you down the road.
It’s not a matter of IF…it is simply a matter of WHEN!
Sooooo, any issues you need to take action on today?
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