Stupid Rules Create a Hostile Workplace

Not all company rules and policies make sense to employees and can be frustrating or ignored.

Can you tell which rules in your company your associates may class as being stupid?

When the rules and policies nurture the needs of employees, there is a sense of alignment and, therefore a sense of belonging.

Stupid or unnecessary demands create a rift between the company and its workforce.

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Your Point of View may be a Barrier to Success

How many times do you tell yourself that you do or don’t do certain things?
Leaders sometimes make statements like: I don’t do small talk, or I can get things done better, faster than anyone here, so I do it.
I have seen this point of view hold managers back from making progress in their careers and with their people.
 
What are the most common statements you make about what you like or don’t like?
I hear statements like: I don’t like networking, or I like texting and email more than face-to-face communication.

When you cling to your beliefs based on your points of view, your belief system rules your behavior.
In the most extreme cases, I have seen a strong point of view lead to disaster for a leader’s career.
I have seen a strong point of view create distance between a manager and associates and customers.
 
What strong points of view do you have about the social aspects of your role?
Could these change?
 
Contact me and we can explore how your points of view could change.
 
 We cling to our own
Point of view
As though everything depended on it.
Yet our opinions have no permanence;
Like autumn and winter,
They gradually pass away.

-Chuang Tzu

 

Secrets to Being a Calm, Serene Manager

Managers often complain to me about not getting their work done due to extraneous demands on their time. They keep being interrupted, cannot get their work done during the day, so stay late to get things done when it is quiet around the office. All this does is add guilt and a sense of failure.

Self-regulating is difficult when there are many tasks managers find themselves doing or involved in that are unnecessarily stealing their valuable time from them.

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Do You Understand Employee Loyalty?

Three facts facing managers:

  1. The concept of company loyalty and life-long service is gone.
  2. The comfort equation of loyalty and trust of employees is disappearing.
  3. The pillar of security for companies, based on long service, no longer exists.

Employees do not come into companies with the goals of long service and the gold watch at retirement. They expect to have many jobs in their lifetime.

The discussion on retention as a company survival strategy has become complex.

The goal has shifted from retaining employees to building lifelong affiliations with them.

Here are some truths and insights that may spark ideas on managing with that idea in mind:

  • Any company’s strength lies in the talent of its employees.
  • Employees do not want to commit to a life-long engagement with a single firm
  • Employees are seeking more of an alliance that is not just an exchange of money for time.
  • Agreements on terms of time and engagement expectations are necessary
  • The benefits of the engagement must be specific to each employee on the team and be mutually beneficial
  • Employees want to make a contribution and be valued
  • They expect managers to challenge their creativity and innovation
  • They expect employers to respect their innovative energy but not to trap them in binding contracts of owning all their creative ideas.

Networking within and outside of the company are not a threat when expected and discussed.

Exploring your employees’ next career steps to promote growth within the company and knowing what opportunities may be available outside your company build the strength of respect and trust

When an employee finds a position outside the company for personal career development that cannot be fulfilled within your company:

  • Celebrate accomplishments that lead to other employment
  • Welcome them into your alumni network.

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Bullying in the Workplace Persists!

Recent media reports about bullying in the workplace are serious. In spite of increased awareness about bullying in schools, it appears that the parents of bullied children are experiencing the same behavior at work.

According to Robert I. Sutton PhD, in his book The No Asshole Rule. Building a Civilized Workplace and Surviving One that Isn’t, 80% of individuals have encountered a despicable behavior in the workplace and 100% of people have experienced negativism from people in powerful positions.

If all of us despise the way we are made to feel by these people, why do they continue to do their damage?

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