In my previous post, I discussed why mandatory meetings create a bad dynamic for your group or your team. The post centered on the cycle that the people who don’t want to attend – the ones that compelled you to make it mandatory – end up sabotaging your meeting anyway, making it a bad experience for you, the ones who wanted to attend, and the ones who didn’t want to attend.
But there are more reasons you should consider not making any meetings mandatory. And here they are:
Reason number 1: You can’t get everyone to attend anyway
This is an obvious point, but one that seems to be lost on many managers who require attendance at meetings. For any given meeting, there is going to be a group of people who will not or cannot attend. Read more
A common management practice is to make a meeting mandatory. I’ve seen regular team meetings that are called “mandatory”, “all hands” meetings that are called mandatory, special presentations with the group leadership that are mandatory. Lots of mandatory stuff going around! The problem is that if you feel compelled to call a meeting mandatory, it probably isn’t a very good meeting. In fact, if the tag “mandatory” has been added, then it is a sign that it’s going to be a low quality meeting.
When calling a meeting, the goal ought to be that you don’t feel compelled to call it mandatory. If you do feel compelled to get attendance by invoking the mandatory card, you should consider not having the meeting at all. Lack of employee interest a leading indicator that the meeting is going to be a bad meeting for all parties. Read more
Many managers value loyalty in their employees, and even state it up-front as something that they expect. In my previous post, I discussed some of the dangers that asking for loyalty can create. In today’s post, I’d like to focus on what asking for loyalty does to high performers. In this scenario, the new manager declares, “I value loyalty” to their team.
If the manager announces this to the team, here is what the high performers (those who align themselves to the org strategy, create quality work output, and add value to the organization) are likely to interpret this:
Oh brother, this has nothing to do with work quality.
If you are a manager, you may value loyalty in your employees. You may even express this in your presentation to your employees as part of your values. However, if you ask for loyalty, then you are attempting a short cut. Loyalty is a lagging indicator that you can obtain only several years down the road. If you treat it like a leading indicator by asking for it initially, then you probably have lost some loyalty in your employees, defeating the purpose. Here’s how it works: Read more