Most people are reluctant to address problems they are having with an employee, co-worker or even their boss. Yet, pretending everything is fine certainly won’t improve the situation. Here is just one example of why this isn’t in the best interest of the employee or yourself.
Just today, I spoke with a client who was describing an employee who wasn’t quite working out like he had hoped. He shared with me how this employee was refusing to take on projects that were well within the scope of her job description and how unpleasant she was making life for everyone. Yet, instead of confronting this employee, he is going to wait for her to find another position within the company so he can be rid of her.
I suggested a different approach. Why not simply tell this employee that she has gone as far as she is going to go in his workgroup and that it is time for her to move on? This is certainly in her best interest as well as his, and more than likely will take less time than waiting for her to bid adieu. He thought my idea was brilliant!
Whenever we think about conflict, we tend to think of it in a negative connotation. Yet conflict can be good. Here’s why. Conflict fuels innovation. It helps take good ideas and makes them great. Here is an example of what I mean by this. Have you ever noticed that the best ideas seem to come from other ideas? Think about what would happen if everyone went along with whatever was suggested and stopped there? Do you think such innovative products like smart phones would exist if no one in the room challenged the idea that a phone could be used for more than just making and receiving calls? You can close your eyes and imagine the sparks flying in the room as each participant defended their position.
I got to experience this first hand in the early days of mobile phones when I worked closely with an executive at NYNEX, which is now owned by Verizon. I could see this executive’s counterparts didn’t quite know what to make of her. She was bold and forward thinking, uncommon in companies like that back in the early nineties. She had a way of confronting the naysayers, and turning them into her advocates. I noticed that when she was in situations that appeared to be contentious, she would win the other people over by telling them what was in it for them. Worked like a charm.
The executive that I spoke with today could have learned a lot from this woman. He knows his problem employee is very interested in being promoted. He also knows this certainly isn’t going to happen on his dime. He needs to be honest with her and let her know that she has gone as far as she is going to go within his workgroup. Most likely this conversation will not come as a shock to this employee. In fact, more than likely she will be relieved, as deep down inside she knows this as well.
This is a conversation that may feel uncomfortable to him, but in the end if he plays his cards right, she’ll walk out the door thanking him for giving her permission to seek a workplace where she will be an asset. And he will be a much stronger manager as a result of this experience. Now that’s what I call a win-win situation.
Visit our newly updated web site http://www.yourhrexperts.com/generation/ to learn how your organization can leverage generational workforce challenges into opportunities.
I'm tired of hearing people complain about the Millennials, the latest generation to enter the workplace. Here's what they are saying about this generation: radicals, environmentalists, they want to change the world, and what's up with that hair? Oh wait a minute...that's exactly how we Baby Boomers were described in the sixties and we didn't turn out so bad!
I know I'm not going to change your mind overnight about the way you view this generation of workers, so instead I thought I would introduce you to one of the many inspiring young people I have interviewed while researching my forthcoming book, Tossed into Management!: The New Manager's Guide to Managing Up and Down. Perhaps this story and others, which I will share with you along the way, will provide some insight and understanding about this generation.
I first became aware of Michael Alston, Jr. when he posted a response to a question on LinkedIn regarding the Millennials in the workplace. I immediately contacted him after reading his impressive response. Michael is an emerging young leader who is a 24-year old Manufacturing Supervisor for Merck Pharmaceuticals, although between you and me, I think he's lying about his age! His perspective and level of maturity reminds me of a 40-year old. He told me that he gets that a lot!
Michael offered some wonderful insight as to why we have generational conflict in the workplace. Here are a few of his gems. If you want to read the rest, you'll have to buy the book!
"Due to the change in times, our generation works differently," states Michael. "Many of us are working for large corporations, where the systems are already established. Our role is to improve the systems." Michael notes that this type of work doesn't require the type of hours that those who have built the systems needed to spend in order to design and implement these processes. Michael also gives us insight into employee loyalty (or lack of it) as he reminds us that his generation is no longer is working for a pension. In fact, if they are lucky, they'll receive the opportunity to participate in a 401(k) plan and if they are really lucky, this plan will have a match.
Michael says that his parent's and grandparent's generation have taught him that nothing is forever, especially your job. Like many his age, he's all too familiar with the world of corporate lay-offs that his parent's generation has experienced.
I thought I would share one more secret that Michael told me. Many Millennials are building side-businesses because they know that in the long run, companies will not take care of them.
I don't know about you, but I wish I had as much insight at age 24, as Michael has. He's one rising star and if I were you, I'd try to catch him before he is out of reach!
Visit our newly updated web site http://www.yourhrexperts.com/generation/ to learn how your organization can leverage generational workforce challenges into opportunities.
A while back I encountered an interesting phenomenon, while conducting employee focus group meetings. Employees kept talking about “the carpet people” and the “tile people.”At first I thought these terms were industry specific. However, after hearing several sarcastic comments, it became clear to me these terms were being used to differentiate between professional employees, who sat in nicely carpeted offices and cubicles, and manufacturing personnel, who had tile beneath them.
Confused, I probed further. It was then that one of the “tile people” informed me that there was a distinct line (a door) where the tile ended and the carpeting began. In management’s defense, the work space set up for those “tile people” assembling the product seemed in line with other light manufacturing environments that I’ve seen. It seems the real issue wasn’t the carpet or the tile. It was the door that had been put up between the two workspaces to insulate both areas from hall conversations.
Do you have barriers to productivity that you don't even know are there? Here's how you can find out and what you can do about it:
Check the physical layout of your offices-Often times companies don’t give much thought to the physical layout of their offices. That’s too bad because employees generally do. Can you easily identify, with the naked eye, who is important and who is not?
Walk around your offices and see how your workspace is laid out. Have doors been put up that have resulted in people feeling shut out from the rest of the organization?If so, it’s time to open those doors so that communication can flow freely throughout your organization. It may also be time to bring in some design people to help create a space that is less hierarchical.
Focus on being inclusive rather than exclusive-If you’ve worked in the corporate world long enough you’ve probably experienced the following situation. You walk by the conference room and the “executive team” (all four of them) are huddled around a flipchart, which contains strategic questions on an area you are intimately familiar with. After all, you are the manager of the department.
You find it interesting that no one has asked your opinion. You quietly go back to your desk and return the call to the headhunter, who left you a voicemail yesterday. You don’t bother to close your office door since you are confident that no one will be coming by to invite you to the meeting.
Why bother to hire competent managers if the senior team is going to make all the decisions? Most employees want to contribute to the success of the organization. They want to know that their opinion matters. The next time you hold another “executive meeting” think about who else should attend. You might be surprised that the answer is right in front of you.
Communicate, communicate, communicate-Imagine what it must be like working in the dark all day. Actually some people do enjoy working this way, but they are in the minority.
In order for employees to be productive they need to be kept in the loop. Look throughout your organization for ways to improve the flow of communication. The fixes might be as simple as a weekly Monday morning meeting. Ask employees for their suggestions. Not only will you increase communication, but you will also create a more inclusive workforce.
Invest in on going team building-Too many companies approach teambuilding as a flavor of the month. Here is a typical example. The CEO attends some executive conference where he experiences an amazing transformation as a result of a team building exercise. Upon his return, he calls “Outward Bound” and books an event for the entire company. He then gathers the troops and tells them about their upcoming teambuilding off-site. Eyes roll and employees quickly begin to think of five reasons why they can’t attend, before the CEO finishes his speech.
Most likely this is not the first time the CEO has come back from an off-site with another wonderful idea for helping employees bond with one another. Of course that was last year and after the event little else happened.
It takes time to build a team and employers must be prepared to go the distance. If you are serious about this initiative, start by putting together a cross section of employees and charging them with this task. Congratulations, now you’re walking the talk. You’ve just put together your first team!
Uniting employees requires commitment by all involved parties. You know how devastating it can be when you’re organization is split. Now think how powerful your business will be when everyone is on the same side of the door.
I had a conversation yesterday with the former CEO of the company, where the "Tile People" and the "Carpet People" resided. He just signed a lease for his venture and was proud to tell me that the entire office space was tile!
Visit our newly updated web site http://www.yourhrexperts.com/generation/ to learn how your organization can leverage generational workforce challenges into opportunities.
Last week, I was in town visiting my niece who works at Lane Bryant. We decided to surprise her and come by the store to pick her up after her shift ended. Well the surprise was on me when my sister informed me that we could wait outside the store, but we couldn't go in the store or my niece would be penalized. Huh? You see, every time someone walks in the store they get counted. My niece’s performance is measured, based on how much volume is sold as a percentage of each person that walks in the store, even though she has no control over those who come in on the arms of a potential buyer.
I stood outside the store and watched as men strolled in besides their wives and women walked in with baby strollers and kids in tow. A few times my daughter had to hold me back from stopping people (particularly the men) and begging them not to cross the line where the people counter machine was diligently at work.
So I'm thinking that perhaps Lane Bryant should include a scale with their people counter so that those weighing less than 100 pounds, who really have a slim to none chance of making a purchase, don't get counted. And while they are at it, why not include a camera so that men, who are accompanying their wives, don't throw off the system and impact the pay, people like my niece will receive.
Think about your own performance measurements. Are you measuring people on metrics that are within their control? Or are you evaluating their performance based on outcomes that are not in their control? Is it time to take a closer look at how you are evaluating performance?
As for me, I'm taking a position on this whole people counting thing and I suggest you do the same. I suspect Lane Bryant is one of many retailers who use this methodology to evaluate performance. I've decided I'm no longer going to pop into a chain store and "look around." This means that I will no longer be making impulse buys because I happen to be in the store. If enough of us do this, then perhaps retail workers will have their performance evaluated more fairly. Hey, a gal can dream, right?
Visit our newly updated web site http://www.yourhrexperts.com/generation/ to learn how your organization can leverage generational workforce challenges into opportunities.
It’s a new year, which means we get to wipe the slate clean and begin anew. But where do you start when so much needs to be done? Here are my top five picks on how to boost profitability in 2010.
Pick one idea and move forward
If you are like most executives, there are at least 20 ideas on your 2010 ”to-do” list. Picking the perfect place to begin can take weeks or in some cases months. That’s just time wasted. Pick one idea from your list and move forward. Don’t second guess yourself for even a minute or you will be right back where you started.
Put the majority of your resources behind this idea so that you move one thing forward a mile, rather than move ten things a quarter of an inch. At first you may feel uncomfortable abandoning everything else on your list. This discomfort will dissipate as you see how quickly you are able to achieve results by remaining focused on the task at hand.
Drop the dead weight
I’m not talking about the few pounds you might have put on during the holiday season. I’m talking about your non-performers whom you’ve been hanging onto because you didn’t want to fire them at Christmas time. Then, of course, you didn’t want to let them go for a myriad of other reasons throughout the year.
This is the year to be lean and trim. Excess weight slows down the organization and in some cases can be the death of companies. Don’t let this happen to you. Identify the people or positions that must be shed and then make it happen. You will be surprised at how easily you can outrun the competition now that you are in shape.
Increase communication
One of the most common complaints that employee surveys keep bringing to light is the lack of communication between employers and their employees. Employees want to do a good job for their employers, yet they feel like they are operating without a roadmap. They no longer know which direction the company is headed, and are having a difficult time figuring it out on their own.
The price to increase communication has dropped substantially over the years. You no longer need to hire a PR firm to craft messages, nor are company intranets only reserved for Fortune 500 companies. Companies of all sizes are using technology to get their messages out to their employees. Some are using webcasts or weekly teleconferences. Others are using a company blog on their intranet that allows executives to immediately post messages to ensure employees stay connected. Finally, do not discount the importance of face-to-face meetings, which are affordable for organizations of all sizes.
Connect with a trusted resource
It is no secret that 2009 was a tough year for most, and it looks like 2010 will be starting off the same way. As you probably have figured out by now, it can be very stressful trying to work through challenging times without a trusted resource or a peer group with whom you can share your thoughts and ideas. Why go it alone when resources are available?
Find a CEO group, an executive group, or whatever group will have like-minded people in attendance. Ask a trusted colleague for a referral to an executive coach or a mentor. Just do something so that you have access to a trusted resource to help push your thinking to a whole new level.
Be the leader everyone wants to follow
How liberating it must be to be a company like Google or Apple. You are so far ahead of the competition that you don’t even have to look in your rearview mirror before changing lanes. Few companies ever reach this position because they are so busy trying to catch up with the competition. These companies move slowly, analyze everything to death, and kill innovation before it even has a chance to germinate into something big.
Imagine what your organization could accomplish if you charged ahead with little regard for others in your industry, took calculated risks, encouraged innovation, and rewarded employees who joined you on this ride. You might create a product others have only dreamed about or build a brand as strong as Coke. You could accomplish some amazing things, which sounds a lot more exciting than breathing the exhaust fumes from your competitors as they zip by you.
A new year is a gift. We have a chance to begin again and to do things differently. How will you proceed? Here’s to a great 2010!
Roberta Chinsky Matuson is the President of Human Resource Solutions (www.yourhrexperts.com) and has been helping companies align their people assets with their business goals. She is considered an expert in generational workforce issues. Roberta publishes a monthly newsletter “HR Matters” http://www.yourhrexperts.com/hrjoin.cgi which is jammed with resources, articles, and tips to help companies navigate through sticky and complicated HR workforce and leadership issues. Roberta also has a blog on Generation Integration http://generationintegration.typepad.com/matuson/. She can be reached at 413-582-1840 or Roberta@yourhrexperts.com.
Usually at this time of the year I am sad to leave another year behind. Not this year. Instead, I'm saying, "Hasta la vista baby!" The younger folks may think that Arnold Schwarzenegger is the one who coined this saying, but I can attest to the fact that this phrase has been used way before Arnold hit the scene. I learned this from my seventh grade Spanish teacher back in the early seventies. In English this means "Good-bye; until we see each other again."
I'm not going to sugar coat things and tell you what an exceptional year it has been because in reality, this was a tough year for many. Nor am I going to tell you that I hope the New Year is as good if not better than this year. My plan is to close the book on 2009 and never open it again.
I'm going to begin 2010 with a clean slate and I suggest you do the same. I am going to take a close look at everything I do and eliminate those items that are not adding any value to my firm. I am also going to invest in my business so that I can continue to grow, while helping my clients achieve their objectives.
Take one more look at 2009 and then kiss it good-bye. Here's to 2010! An exceptional year in the making. Stay tuned..."I'll be back!"
Visit our newly updated web site http://www.yourhrexperts.com/generation/ to learn how your organization can leverage generational workforce challenges into opportunities.
This has been a year that most people won't be sad to see go. Many people received salary cuts while others found themselves in the unemployment lines. In spite of all the doom and gloom surrounding us, it is the holidays and people still expect to give and receive. I suggest you heed my advice and save yourself a trip to the mall. You'll thank me later.
Forget the tchotkes and bring on the cash - What people need most these days is cash. It can take any form you like. Gift cards, checks and even bills are ok with just about everyone. This gift will go a lot further than a can of gourmet popcorn. I guarantee this is one gift that will not be returned!
Give the gift of time - The gift of time is highly valued, particularly during the holiday season. This gift may take different shapes, depending on your organization. For some, an extra few hours off during the work week to make last minute purchases is quite appreciated. For others, an additional day off with pay says it all!
Pay out bonuses - This may seem like a difficult thing to do considering what a tough year it's been, but if your employees have been doing the job of two people and they are continuing to add value, then consider giving out bonuses. I know of many situations where this was not done last year and employees quickly became disengaged. Particularly those employees who worked for firms that still did well in spite of the recession.
Give out well deserved promotions - One of the best gifts you can give an employee is recognition for all the hard work they've done this year. That's why December is the perfect time to give out that promotion that you may have been holding back on. Newly promoted employees will be charged up and ready to go, come January 1st.
Flexibility - Now here's a gift that doesn't have to cost a dime. How about granting requests for flexible starting times or even letting people work from home, if this can be done with minimal impact to the business. And while you are at it, relax the dress code a bit so workers can be more comfortable on days when clients are not expected in the office.
Hand out thank yous - This is something that should be done all year long. However, it is particularly appropriate during the holidays. A simple note of appreciation or a thank you and a handshake will make most people's day.
There is a lot more that can be added to this list but I know that time is running out. Happy gift giving and enjoy the holidays!
Visit our newly updated web site http://www.yourhrexperts.com/generation/ to learn how your organization can leverage generational workforce challenges into opportunities.
My 11-year old son has been waiting patiently to receive his copy of a newly released sequel from the library. I could have bought him the book, but I thought it was important for him to learn what a wonderful resource the library can be. I'm now having second thoughts.
His name has been on the waiting list at our local library since the day the book was released. We knew there would be a wait, but we did not anticipate that we would take over three months to get our hands on this book. Every time we stopped by the library, we would ask the librarian if the book was in. We got very excited yesterday when we saw the book on the shelf that held the reserves. We were then notified that this particular copy belonged to another child. You see, my son's name is attached to a specific book in the system, which was due back on November 18th. It's December 4th and it is now apparent to me that either the kid who has this book is a really slow reader (you can renew it twice which means he's had it for 9 weeks) or he has lost the book in his room. Either way, we lose.
Our library is part of a large group of libraries that use the MARS system. I think I now know why it's called this, as I feel like I'm living on another planet. The librarian told me that we could either continue to wait for our book or she could take my son's name off the list and put him back on, which would put him at the back of the line. Neither option will bring us any closer to getting our hands on this book.
This has been such a frustrating process that if I were a paying customer I can assure you that I would take my business elsewhere. Do you have processes like this in your organization that work for everyone, but the customer? If you don't know, then I suggest you survey your customers to ensure you are not driving them nuts.
Speaking of nuts, my son just informed me while I was writing this post that I needed to cancel his library request. You see he checked this book out of the school library today. The place where this book has been all along!
Visit our newly updated web site http://www.yourhrexperts.com/generation/ to learn how your organization can
leverage generational workforce challenges into
opportunities.
The holiday times can be stressful for people, particularly new managers. You need to get work done, yet you don't want to come across as a modern day Scrooge. Here are some tips to help you sail through the holiday season.
Set your expectations early - Let employees know what they can expect from you this holiday season. For example, suppose you work in the type of business where the holiday season is your busiest time of the year. Remind employees that you will need all hands on deck during this period and that you will be unable to approve requests for time off until the holidays are over.
Provide extra time for holiday shopping - Let's face it. Most of us have extended our lunch breaks by at least an hour when we've dashed to the post office to mail holiday gifts during lunch or we are on-line ordering that hard to find toy for our kids. It's going to happen in your office, so why not make it official? Schedule an additional hour or two of lunch time for each employee so that everyone doesn't slip away at the same time.
Take the pressure off your employees - It's been a tough year financially for many people and the last thing they may want to do is spend money on an outfit to wear to the evening holiday party. Keep things simple and instead hold a gathering during lunch time, when things are more informal.
Take time to thank your employees - Set aside time to meet with each of your employees and thank them for their efforts during the past year. And while you are at it, thank your boss for his or her continued support.
Turn your blackberries off when you are celebrating your holiday with your family - Most people forget that there is more than one holiday going on in December. If you are celebrating Chanukah or Kwanza with your family, then you should be able to do so without the interruption of your Smart phone.
What advice would you give first-time managers during the holiday season? Please share your suggestions in the comments section.
Visit our newly updated web site http://www.yourhrexperts.com/generation/ to learn how your organization can
leverage generational workforce challenges into
opportunities.
Ask anyone on the street or in your office the last time they've heard so much as a real thank you from the boss. Oh sure, the boss may have said, "thanks" in passing. That is in passing the employee on the way out to lunch to meet a client. The employee is left wondering if his or her efforts were really worth it. Chances are they won't be raising their hand when the boss asks again for volunteers to stay late.
It's Thanksgiving and your employees know they should be thankful they have a job. Well I'm sure they are, but are they thankful you are their boss? Will a better boss be high up on their wish list this Christmas? I'm wondering if Santa will have enough to go around. Here's why. According to recent research from Delta Road, a Denver-based Career coaching firm, eighty-one percent of 700 employees surveyed classified their immediate supervisor as a "lousy manager."
What Makes Someone a Bad Boss? Delta Road's study found that the following were characteristics displayed by "bad bosses:"
* don't involve employees in decision-making
* don't buy into work-life balance
* flat-out rude to workers
* think intimidation is an effective management tool
* endorse the "my way or the highway" theory
* subscribe to the "churn and burn" management theory
* don't ask employees for their views or ideas
If that were your boss, would you still be thankful for the situation you are in? Don't bother looking for a quick fix. Becoming a good manager takes effort. Sometimes it's difficult to see how poorly you are doing until someone holds up a mirror and shows you what you really look like.
If you are working on your New Year's resolution list this Thanksgiving, be sure to add taking a deep look inside and asking others for feedback. You don't have to be a lousy boss. In fact, your people will be willing to stay with you if they see you are making an effort to improve. According to the survey, Seventy-seven percent of employees surveyed said they would seriously consider staying in their current position if their bad boss made an honest attempt at changing. Begin by thanking your employees for a job well done and don't forget to take them out to lunch every now and again.
Visit our newly updated Web site http://www.yourhrexperts.com/generation/ to learn how your organization can
leverage generational workforce challenges into
opportunities.
