Politics is a divisive issue but, occasionally, everyone, regardless of the ideology they support, unanimously agrees.
It seems the British public and even her own party members are in agreement about the fate of our current Prime Minister. A snap survey of 1,500 members of the Conservative Party on Friday found that 60% wanted Theresa May to resign and 37% wanted her to stay.
This happens in the workplace too. Many leadership qualities can bring this to a head. Being inauthentic, for example, is a label that could be attributed to May. It is equally damaging for a line manager too.
How HR handles a manager who has lost the support of their workforce is key to proving their worth. A leader that staff don’t believe in can adversely affect retention and lead to a low-morale culture. However, HR must consider the cost of that manager leaving too.
This is where L&D steps in. L&D – and HR, in fact – still struggle to highlight their worth to corporate-minded CEOs, according to a study from the Human Capital Institute (HCI) and Oxygen Learning. By implementing a programme of continuous improvement HR can validate themselves - and L&D – while also driving the business forward.
When applied to the situation of a manager who has lost the faith of their workforce, this means retaining and improving them. Taking the increasing political uncertainty into account, and how that’s affecting the business world, it’s best to not go the assumed way of the Conservatives and find a workable solution that sees no one resigning.
Brexit has already led to an expectation for the competition for well-qualified talent to increase, with further difficulty recruiting senior and skilled employees on the horizon, according to the CIPD and Hays’ Resourcing and Talent Planning Survey. Furthermore, 56% don’t work out the cost of people leaving the business.
Companies are already stacked with talent that HR can cultivate. Looking inwards can help solve the problems being caused outwards.