Companies make a lot of promises to lure the best candidates.  They tout flexibility and personal development policies that, in practice, are only as good as the company’s managers.  Here are three questions Gallup says leaders should be asking themselves to determine if their new employee could experience buyer’s remorse.

Does flexibility depend on the team manager?  You may have a problem if a team’s culture does not reflect the intent of the written policy or is not practiced consistently.  

Are remote workers treated as equals?  Mangers should seek out ways to build relationships and show remote employees that they are cared about, too. 

Are development programs personalized in meaningful ways? Rather than rely on generic corporate programs, ideally, a manager should get to know employees’ dreams, career and personal growth goals.  Only then can they offer opportunities that are tailored to each individual.

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