Why resign? It depends on what matters to you. Many people join the company but leave their boss. How much does your manager matter?
There are loads of books, presentations, articles, websites and standards on building and maintaining a continually improving organisation, culture and environment.
But what comes first? The culture or the people? It’s one of those chicken and egg problems. In this case, you MUST have a leader, manager or executive who cares enough about improving things to change the way the business operates.
Many executives generally don’t want to change too much for fear of kicking away the step ladder that put them there in the first place. Even though there is overwhelming evidence to show significant change can lead to significant improvements, they often only want to chip around the edges.
If you don’t have such an enlightened manager, what can you do? Well, for starters it takes a LONG time to help them see the light. So long in fact, that it’s almost always easier to leave the company and find one that is already on it’s way.
When you’re interviewing for a new role, look at the company for promising signs:
- Newsletter at reception
- Good communications e.g. KPIs, reports, etc posted in prominent locations
- Good feedback from staff in online discussion forums. Use linkedin.com for a list of who’s who
- A clear vision from your potential manager-to-be on where the company is heading
- A simple response to what their biggest problems and concerns are – if you hear “everything” or lots of fluffy statements, you know you’ll be in for the long haul
- Well described job description including measures of success
- Ask for an org chart – is it clear and up to date
- Ask for a description of the top 5 projects in place
- Ask them what improvements have been made in the last 3 months
- Ask which customers are critical
If you get positive answers to the majority of these questions, it’s a reasonable chance that it’ll be a good company AND a good manager to work with.