How Lufthansa's difficult times highlights the cost of toxic leadership
Lufthansa's ground staff recently staged their second strike in a month, causing havoc and setting off a chain reaction. The Verdi workers union's strikes have stranded more than 100 000 passengers and highlighted a long-standing problem of employee dissatisfaction caused by toxic leadership.
Workers are demanding better working conditions and greater wages, which is driving the strike action. Verdi is requesting a 12.5% salary increase to compensate for inflation. According to the union, Lufthansa's reaction to these demands was "blatantly antisocial," a remark that reflects the severity of the divide between employees and management.
Identifying leadership mistakes
Recently, I wrote an article highlighting the top 10 mistakes leaders make today and this situation serves as a stark example of these common leadership mistakes.
Lufthansa employees feel ignored and undervalued due to the leadership's lack of a compelling vision. The situation is made worse since employees believe that their needs and concerns are not being taken seriously or dealt with because of what they view as a lack of trust and character.
The leadership of Lufthansa has failed to communicate and take accountability, which has caused the negotiations to collapse and trust to erode. Extreme actions like walking off the job have been prompted by a leadership team that lacks humility and flexibility in responding to employee complaints and demands.
Because they believe their opinions don't matter and their work is undervalued, members of the ground crew resorted to extreme measures not once, but twice in one month, highlighting the severe lack of empowerment.
Fixing the problem
To avoid this kind of disengagement and inspire their employees, executives should take a more relational approach. Attentive listening, communicating openly, and showing real concern for employees' well-being are all part of this. A more enjoyable and productive work environment can be achieved by giving employees greater authority by including them in decision-making and recognising their efforts.
Leaders should show humility and adaptability by listening to followers' criticisms and making adjustments when needed. Aligning the workforce and giving them a sense of direction is possible through the establishment of clear, attainable goals and a common vision.
A drastic change in leadership is urgently required in light of the recent strikes at Lufthansa and other industries. Organisations can steer clear of toxic leadership by adopting relational leadership principles, which in turn encourage a more engaged, fulfilled, and resilient workforce.
Workers are demanding better working conditions and greater wages, which is driving the strike action. Verdi is requesting a 12.5% salary increase to compensate for inflation. According to the union, Lufthansa's reaction to these demands was "blatantly antisocial," a remark that reflects the severity of the divide between employees and management.
Identifying leadership mistakes
Recently, I wrote an article highlighting the top 10 mistakes leaders make today and this situation serves as a stark example of these common leadership mistakes.
Lufthansa employees feel ignored and undervalued due to the leadership's lack of a compelling vision. The situation is made worse since employees believe that their needs and concerns are not being taken seriously or dealt with because of what they view as a lack of trust and character.
The leadership of Lufthansa has failed to communicate and take accountability, which has caused the negotiations to collapse and trust to erode. Extreme actions like walking off the job have been prompted by a leadership team that lacks humility and flexibility in responding to employee complaints and demands.
Because they believe their opinions don't matter and their work is undervalued, members of the ground crew resorted to extreme measures not once, but twice in one month, highlighting the severe lack of empowerment.
Fixing the problem
To avoid this kind of disengagement and inspire their employees, executives should take a more relational approach. Attentive listening, communicating openly, and showing real concern for employees' well-being are all part of this. A more enjoyable and productive work environment can be achieved by giving employees greater authority by including them in decision-making and recognising their efforts.
Leaders should show humility and adaptability by listening to followers' criticisms and making adjustments when needed. Aligning the workforce and giving them a sense of direction is possible through the establishment of clear, attainable goals and a common vision.
A drastic change in leadership is urgently required in light of the recent strikes at Lufthansa and other industries. Organisations can steer clear of toxic leadership by adopting relational leadership principles, which in turn encourage a more engaged, fulfilled, and resilient workforce.
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