Viral on TikTok – A Call to Action for Company Leaders

I saw this article on CNN about a CEO who denied an employee a work-from-home model while her twenty-two-week-old baby was in the NICU.

Now, before we bring out our pitchforks, while I won’t condone this decision, I want us as business leaders to assess this situation pragmatically, and then determine a path forward. 

A path forward that does not include stripping humanity from the workplace.

Shameless plug, I wrote ALL IN because the workplace needs a revolution. Business owners and leaders must respond to the needs of employees as the world evolves, or you risk not only losing employees to greener pastures but your customers too. How you respond to your employees is how your customers will respond to you. Cancel culture is no joke. 

In this case, the CEO posted two apologies, one canned, one more on the level. In her second, she apologizes, and then banks on the statement that since her company serves mothers, she hopes these mothers can forgive a mistake. Basically – she panders to her customers, making the self-serving request to remain customers. And, she tries to justify her parental leave policies – and we all know that parental leave in the US is a joke as it is. Can’t companies make some adjustments?

Here’s the thing. It’s great to apologize, especially when you mean it. We make mistakes, we’re human. At the same time, if you’re the CEO of a company, these knee-jerk reactions of denying parents’ requests, especially in sensitive situations, are indicative of overall decision-making at that company.

Ok Mike, how do you walk the walk?

With my head up and alongside my team. One of our immutable laws in my organization is embracing the whole human. Here’s how leadership and I at my companies support our team of employees:

1. Hybrid virtual and in-person work models
2. Four weeks of paid vacation
3. Flexible schedules – including family leave options that allow employees to be the parents of their dreams
4. Role alignment that fulfills the company goals as well as personal and developmental goals
5. One-on-one weekly meetings to support employees with work and life goals
6. Quick daily morning meetings with personal updates at the end

Note: There’s not a pool table in sight. The purpose of corporate “culture” has been marred by little crumbs of onsite gym memberships, food, and a ton of lip service. If that worked, we wouldn’t see the Great Resignation or Quiet Quitting – which by the way, is historically cyclical and renamed each time it occurs. Translation: These phenomena will occur again and again until leadership leads better.

So do better! Especially today, you have the opportunity to be a genuine human, leading humans. You can be the boss you always wanted. One that empowers through ownership, autonomy, flexibility, and authentic care for others. Like kindness, that will create a ripple effect and your team will treat each other, you, your business, and your bottom line.

Voila.

Wishing you health and wealth always.

-Mike

PS – Shake things up in your company – for the better. For strategies to create an unstoppable team through a more human, heart-centered approach, get ALL IN here. 

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