Break the Routine and See What Happens

Occasionally, I come across an article that speaks to my management philosophy and compelled to share on my blog. The article below is from the Smashing Magazine Editor, Vitaly, and can be found here.

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Daily routine is wonderful — predictable, efficient and comfortable. But when we need to find that one spark of a genius idea, breaking out of the regular schedule can do wonders. In a way, that’s also because we’re used to following patterns in our lives. It’s perfectly reasonable to go to a cinema on a Friday night, but it seems to be a bit off to go on a Monday morning. It may seem fine to be burning the midnight oil, just to realize the next morning how terrible the output of the work was. Last but surely not least, it often feels strange to take off early on a Tuesday, as it’s the beginning of the work week. It doesn’t have to be.

Some of the most profound ideas that I have discovered for my work and life stem took place whenever I broke my daily routine and got away from the hustle bustle of everyday life. I often felt that I have to beat the entire world by working more and working harder, and sometimes even felt awkward when I took a few more days off. However, every now and again we need to step away to see the big picture, so that we can recharge when diving into fine details and keep ourselves going. It’s outside of the comfortable day-work-time when wonderful ideas emerge.

So, what about a little experiment? What if you asked your team members to do something that makes them happy on a Thursday morning? What if you gave them a few extra vacation days, or asked them to work outside of the office on Wednesdays? Or perhaps consider introducing ‘no-meetings-on-Fridays’ or ‘do-what-you-love-Wednesdays’?

But most importantly, perhaps take a bit of time off. You are smart, helpful, and hard-working — so take at least a day or two to step away, and maybe do something kind to yourself and to people around you, or the people you’ve never met. And guess what: the world will keep spinning, and you might finally catch that idea you’ve been chasing in vain all these years.

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Here is a practical application example: During a client challenge, which required very long days for the team and accompanying stress, I bought a case of silly string. I literally "forced" the team out of the building, into the parking lot, and spray away! A great tension break and any pent up energy release.

Now, it's your turn.

People - Part II

People - Part II

As my head spins about all the productivity and measurement programs available to all organizations, listed below, there is one element required in all of them - People.

• Lean
• Kaizen
• Six Sigma
• ISO
• Scrum
• Agile
• Waterfall
• KPI
• Plethora of smaller metric tools

I have worked with startups, small and medium size businesses (SME), and large corporate internal departments and not one of them can exist, improve, or grow without people. Yes, you can use software to measure productivity, output, KPIs, etc., but a person needs to interpret and make business decisions based on the data.

True confession; I love the show The Profit. Marcus Lemonis displays personal strengths and weakness in helping businesses survive, aka humanity. Spoiler Alert: here is the theme prevalent in most episodes - weak and/or change resistant leadership, lack of basic business financial acumen, and most importantly, people skills.

The purpose of this blog post is to repeat my personal business axiom, "If the people grow, the company will grow." Invest in your people, which can be as simple as listening to them. You may not need any of the programs listed above.

Is it real or is it Rhetoric?

Companies love buzzwords. Every industry has them and many are common between them. What is their etymology? Is it generational? What is the purpose?

I’ve been involved with companies where buzzwords we literally comical. In a roundtable meeting with "C" level executives, the CEO would laugh at you, if you used a buzzword in your update. He even created on-the-rock glasses with the current buzzwords printed on them. Other companies have distributed posters to incentivize associates to be "team players" or "innovative."

The real question is "Why do buzzword exist?" In the case of motivation, are the effective? I have an answer, "It depends." I purport the axiom, "Put your money where your mouth is." Take the word "game-changer" or "disruptor" if the company takes an associate’s suggestion and implements it, then it’s real. Take the word "empower". This buzzword has been around for decades. If an associate takes an initiative and gets reprimanded, then it’s rhetoric.

Personally, I prefer quotations over buzzwords. The quote doesn’t need to be from a famous person, and least of all, from an actor. As long as it is positive, truthful, and/or inspires action, I like it. I’ll share two I came across in preparing for this blog.

There are only three measurements that tell you nearly everything you need to know about your organization’s overall performance: employee engagement, customer satisfaction, and cash flow.

Jack Welch

Always treat your employees exactly as you want them to treat your best customers.

Stephen R. Covey

How many companies adhere to these words of wisdom? Only the successful ones!

If you’re up for some more buzzword fun, here are two links I enjoyed researching this subject.

Business buzzwords to watch in 2018

List of Buzzwords from Wikipedia

Fact of Life

While posting a comment on a website, I realized my statements were applicable beyond that articles subject matter. Later the same day, I had several conversations were this "fact of life" was revealed again. Enough waiting.

Fact of Life: No matter how old you are, what job you have, where you are in life, there will always be good and bad people. How you react defines you.

Work and Fun

A poor company culture can not be solved by the HR department planning and executing a bowling day or an Office Olympics picnic. Creating fun is relative to the associate’s perception of the company, and more importantly, to their job. I’m not stating these actives are not fun, but they can have little influence on associate motivation. The concept is great, as it shows the company, on a global scale, they appreciate and reward those who contribute to their success.

This blog post is about drilling down to the individual associate. I see too many times where upper and middle management are oblivious to their direct reports feelings. Yes, I used the word “feelings”. Associates are human beings and possess emotions. The greatest of these at work is appreciation and appreciation is displayed by recognition and recognition leads to motivation and motivation leads to productivity. You get the picture.

My question to today’s managers, many of whom are young and/or first time managers, is “Are you in touch with your reports feelings about their job?” This leads to further review:

• How do you communicate? If you believe knowledge is power, do you share information or believe you need to use it to protect your own position?
• Do you disseminate timely performance factors, positive or negative?
• How often do you meet with your reports, individually and collectively?
• Do you know their significant other’s name?
• Do you know their birthday, without HR reminding you? Studies show that a person’s birthday is one of their most valued days.
• Are you consistently learning to be a better manager?
• If you manage managers, are you equipping them to improve their people skills?

HR should augment a positive company culture. Managers must be tuned to individual associate motivation, which varies person-to-person. If your feel your job is not fun, then no corporate event will change it.

There are managers out there that should not be managers. Just because you are skilled at your given vocation, doesn’t mean you can manage people with or without these same skill sets. Do management schools still teach the Peter Principle? I have seen managers with only one report. Where this exists in my company structure influence, I eliminate this arrangement. Supervising one person is a poor situation. This creates a conundrum for the manager-associate relationship to either be friends or enemies. A worse case is when it’s a “working” manager scenario. You both have the same function, but one is privileged and only associate animosity can result. Unfortunately, this is more common than you may realize.

One last thought. Corporate sponsored events should take place during the workday. People have their work life and their personal life. Making an evening or weekend event, will impose “force company socialization.” It devalues the company’s goal to show appreciation. People may, and do have, work friends, but let them decide when to socialize outside the workplace. This is not the company’s role.

What are your motivation techniques?

Candidate Assessment

There are a number of tools to help HR and hiring managers assess candidates. It seems the lower the level position, the more complex the assessment. I have frequently seen IQ type tests used for minimum wage jobs. I relate these test to many student's comments about math, "Where will I ever determine the area of a trapezoid? "

Take two cities 87 miles apart. A train is traveling at 42 mph towards one town and a car is traveling at 55 mph back towards the train's origin town. At one point do they intersect. Who cares as long as the car isn't on the train tracks?

An elevator holds 2500 pounds. Susie, Paul, Mary and Bill take up 60% of the capacity. Paul weighs 155 pounds, Mary 108 and Bill's been eating twinkies. How much does Susie weight? Well, every time I'm in an elevator, this really concerns me. NOT.

This is not to say math has no purpose, because it does. This is not to say all assessments are bad, because I've seen and used many excellent ones. This is to ask, are the right assessments used for the right purpose? Back in the 80's there was a major move from IQ, Intellectual Quotient, to EQ, Emotional Quotient, to assess candidates. There were many good books written about this alternative to evaluating candidates. Why do we still see IQ on minimum wage jobs? Because some companies just don't change.

As I said earlier, there are a lot of good assessments out there. The good ones emulate the work environment, are dialogue based and reveal the candidates experiences and/or thought processes, without determining Susie's weight. Also sad, these test are all online, as are most application processes.

A question you may ask, "A minimum wage job candidate may be fresh out of High School or College, with no previous work experience. How do I assess them?" Talk to them! The best assessment is face-to-face. Character can be revealed in presentation, speech, vocabulary, appearance, etc. What they did for extracurricular activities, classes they studied or part-time jobs can also reveal character. (Side note - unless your hiring for an academic based position, GPA is irrelevant. GPA just indicates the candidate can absorb and regurgitate information. Think EQ, not IQ).

"But I don't have time to personally interview candidates, in a high turnover, minimum wage based, industry." One fact about minimum wage jobs, there will always be high turnover. Hopefully, this is because people want to grow.

What about mid and higher level positions? The same rule applies. Talk to them! The best assessments are live and the same qualities are revealed, as for minimum wage positions. There is a big advantage in this environment, you can use the infamous HR statement, "tell me a time when ... " It works. Pre-qualification can come from the résumé.

Candidates, you can assess the company by their hiring practices and once you gain a live interview, assess the interviewer on the same characteristics as mentioned above. After all, matching candidates and companies is a two-way street (and not the street with a train and car headed for a collision). See my previous post discussing culture.