『Rethinking Two Weeks' Notice』のカバーアート

Rethinking Two Weeks' Notice

Changing the Way Employees Leave Companies for the Better

 プレビューの再生

聴き放題対象外タイトルです。Audibleプレミアムプラン登録で、非会員価格の30％OFFで購入できます。

￥980で会員登録し購入
オーディオブック・ポッドキャスト・オリジナル作品など数十万以上の対象作品が聴き放題。
オーディオブックをお得な会員価格で購入できます。
30日間の無料体験後は月額￥1500で自動更新します。いつでも退会できます。

Rethinking Two Weeks' Notice

著者： Robert Glazer
ナレーター： Robert Glazer
￥980で会員登録し購入

30日間の無料体験後は月額￥1500で自動更新します。いつでも退会できます。

￥1,400 で購入

￥1,400 で購入

このコンテンツについて

 It's a shame to let a bad ending spoil a good relationship - but that's what happens in most companies every day. Employees who are thinking of leaving keep their plans secret until they are confident of their next steps and suddenly put in their two weeks' notice. Companies might retaliate by asking them to leave immediately and not even letting them stay the full two weeks. And on the other hand, companies fire or layoff employees with hardly any warning all the time as well - and those employees don't even get the courtesy of a two weeks' notice. In either scenario, both parties feel blindsided and are left scrambling.

But there is a better way - by creating an open transition program (OTP), companies and employees can be honest when they don't feel a role is working and make a plan together to find a better fit. OTPs are built on four foundational principles:

  • Psychological safety throughout the organization, so that employees feel safe to say when something isn't working
  • Honest communication through feedback
  • Respect
  • A commitment to mutually beneficial outcomes for both parties

With these four principles in place, organizations can create a culture where everyone feels empowered to pursue the best fit role for them. When an ending is the right decision, it happens with transparency, trust, and a solid transition. This book guides managers in creating open transition programs throughout their organizations so that everyone can find the right role. マネジメント・リーダーシップ リーダーシップ 職場・組織行動 職場文化
まだレビューはありません