Feeds:
Posts
Comments

Archive for the ‘Employee Relations’ Category


Did you ever work in a place where your workmates felt like family? It’s a great feeling, isn’t it? That’s when you really love going to work because you know that whatever happens, there will be harmony. Everyone will be in sync and tasks will be accomplished.

Did you ever work in a place where you felt like prey? You never knew what to expect once you arrived. Everyone was looking out for himself and shifting blame elsewhere whenever possible. The very thought of having to go to work felt like a kick in the gut. You knew that at any time there could be conflict and you would have to be on the defensive. You always had to be on the lookout because no one had your back but someone would surely have a piece of it in their mouth.

It’s amazing how one person can throw off the entire balance of a team. Whether it’s a manager or a co-worker, a single self centred individual can ruin the dynamic of your work environment. These people suck the life out of organizations every day. How do they get in there, anyway?

They get in because it’s hard to know what someone is made of when you interview them. People put their best face forward and they are not necessarily hired for fit, but rather experience or skill. Mind you, experience and skill are both very important, but hiring people who fit into your corporate culture (and hopefully you are trying to create a positive one), is extremely important.

Before you decide to hire someone, make sure they are interviewed by both managers and peers. If the candidate’s personality has a certain edge to it, or if their mentality is simply not compatible with everyone else’s, someone will likely pick up on it. Some people are very astute that way. If you are lucky, you will have at least one person on your hiring team who is a highly intuitive judge of character.

As your new hire settles in, listen to what co-workers have to say about that person. Typically, if everyone has a problem with someone, then that person is the problem. If you do hire someone who turns out to be someone who is hard to get along with, then offer training if appropriate. If that doesn’t work, then get rid of them. Don’t waste your resources on a bad hire and don’t ruin everyone else’s productivity level and your corporate culture because the toxic person you hired happens to produce certain favourable results. Attitude is everything. Your business will thrive the most when all of your employees are acting in the best interest of the team’s objectives for the company. One person putting his or her personal needs first (financial, promotional, etc) destroys the dynamic of the team and the greater results of the company. Even if they are producing, the team as a whole would do much better without the toxic member’s input.

Showing your employees that you have zero tolerance for abusive or difficult people will strengthen their commitment to your company and increase their overall level of engagement. Also, when your company gains a reputation for being a great place to work, you’ll find your hiring pool to be loaded with excellent candidates. After all, who wouldn’t love to work for a company that prides itself on maintaining respect and dignity in the workplace?

Advertisements

Read Full Post »


It’s really been such a long time since I’ve posted anything to my blog. In order to regenerate readership and interest in what I do, I would like to offer Canadian residents a free copy of my book, Engaged for Growth. All you need to do is email me a request with your business mailing info, company name and position/title. I’d be very happy to cover the cost of postage provided there is only one book per person/company. Please send your request to: renee@powerconferences.ca

Read Full Post »


A number of months ago I had my kitchen renovated and a couple of weeks into the project, the designer, “went on leave”. I later found out she would certainly not be coming back. The same company lost its receptionist recently and when I called to follow up on a problem I requested be fixed, I was told she “retired”. Sure! Judging from the dealings we had with this company I am pretty sure that is simply a euphemism for, “she quit”. In fact, I’m surprised she lasted as long as she did!

Geeze! It reminds me of a company I used to work for. Whenever someone got fired an obscure email would circulate saying that person was no longer with the company. It always felt a little weird. Now, I know they can’t very well divulge the details of an employee’s departure, but there is always something a little curious/ominous about the use of euphemisms. Who do they think they are fooling, anyway?

Read Full Post »


An employee hands his resignation into his manager. The boss is surprised and disappointed. This guy was his best worker. He thought he was really engaged and had high hopes for him. When he asks his departing employee why he is leaving the company, the employee simply states he received a better opportunity from someone else.

What really happened? Do engaged employees really quit their jobs to pursue better opportunities? No they don’t. Being an engaged employee means being very committed to what you are doing with your current employer. It means your work is challenging enough, you are comfortable with the corporate culture, you feel like you are a part of the greater vision and you are making a measurable difference. Engaged employees do not quit. Not ever. It is only when they become disillusioned, frustrated, fearful, or experience some other negative emotion that they become disengaged and then quit “for a better opportunity”. That phrase, “a better opportunity” is really a euphemism for, “you suck”.

So what were the game changing moves that caused your precious employee to become disengaged? It is really important to ask yourself what went wrong. When you lose employees, you need to take it personally, because it is personal. They may not hate you as a person, but you somehow failed them from a management perspective and you will continue to lose employees if you do not reflect on the real circumstances of their departure.

Reflecting on the circumstances will allow you to get to the real issue. Don’t blow off the excuses. Drill down and find the truth you need to see. The employee will never tell you the whole truth, so you need to put your thinking cap on and drop your ego into the garbage bin. If they tell you they need more money, for example, they are more likely telling you they feel taken advantage of (money is rarely, if ever an issue for engaged employees). You need to then ask yourself why they would feel taken advantage of. What did you do to make them feel that way?

Taking the time to reflect on your failings as a leader will allow you to improve your skills. Asking yourself what you could have done differently and remodelling your style, so to speak, will give you better results as you endeavour to keep employee engagement at a high level.

Here are some of the real reasons people become disengaged and quit their jobs:
1. Something damaged the relationship between the manager and the employee
2. Doesn’t fit in with co-workers
3. Feels their job may be in jeopardy
4. Feels taken advantage of
5. Feels unsupported
6. Feels unappreciated
7. Confused about expectations
8. Embarrassed by performance of co-workers/company (lots of mistakes and angry customers)
9. Lack of equipment needed to perform quality work
10. No future opportunities for advancement or improvement
11. Negative corporate culture
12. Bored with tasks (work feels meaningless and unchallenging)
13. Personal values conflict with corporate values or scope of job
14. Life changes (spouse gets transfer, illness, etc)
Except for number 14, all of the above mentioned reasons can be dealt with before employees decide to quit. Communication is the key. Building rapport with your employees and fostering an environment of trust, excellence, respect and integrity will help you a lot.

Read Full Post »


It may seem shallow, but we all judge books by their covers and we all create impressions of people based on what we see.  When people look at your appearance, they pass judgement about your income level, your education, your morality, your social status, your degree of sophistication, how successful you are and your trustworthiness.

How your employees perceive you will affect the degree to which they can take you seriously and that will affect the results you get from them.  If you come to work looking like you picked your clothes out of a pile at the bottom of your closet, that screams incompetence, and no one wants to follow someone who is incompetent.

Anyone who has had to hire people can tell you about the number of candidates that come through the door dressed like they’re going to a ball game or the grocery store. Managers sometimes think that because they are the boss, they can wear what they want, so they come to work with torn jeans, wrinkled shirts or stains on their clothes.

Never go to work looking unkempt or really out of style. It affects your credibility. A bad dye job or hair showing 3 inches of dark roots looks horrible. Not getting your hair cut, neglecting to shave or keep a neat beard says that you are a slob. Men with long nails and ladies who don’t wear any makeup to work create the wrong impression. Take the time to look after your appearance. Your employees will be much more receptive to whatever you have to say if you are not visually offensive.

I have seen bosses who regularly came to work smelling of booze from the night before. It’s hard to respect someone who shows no self-control in their life and doesn’t respect the work environment enough to come to work ready for the job at hand. Sorry, but no one is at their best when they are hung over.

If you don’t look right for the job, then you won’t be taken seriously, and you will have difficulty developing rapport with your employees and other co-workers.

Read Full Post »


I had a book signing event at a prominent book store on the weekend. Since I am an author and an employee engagement specialist, I asked one of the store’s managers if he was interested in business leadership books. His response to me was that he was not interested in developing his leadership skills and that he just punches the clock and does what he is told. Later, when I was leaving, I stopped by his office to say good bye and he was chewing out one of his staff for goofing off while someone was on break.

So there he is; another disengaged manager trying to engage his employees by yelling at them for being disengaged. Good grief! Here’s a news flash: You cannot engage employees if you are not engaged yourself! Your attitude is contagious. If you are enthusiastic and interested in what you are doing, then your people will be more likely to embrace your enthusiasm as you try to connect with them on a human level. If you are barely interested in your work and “punch the clock” then don’t expect much more from your employees. Your disinterest is the model of behaviour they are following!

When I left the store, I couldn’t help but wonder what kind of company would even want a guy like that on their payroll. Are they so desperate for managers that they have to resort to hiring people who have no drive, or is that hiring manager just as disengaged as he is? Hmm. Something to ponder…

Read Full Post »


I regularly play a training game with my clients, which demonstrates the power of positive feedback. I divide the workshop participants into three groups and assign three leaders. The object of the game is to toss a penny against the wall and have it land on a strip of masking tape placed about two feet from the wall. The leader of each team is given a separate set of instructions which must be kept secret. One leader is to give only positive feedback to their team mates, and should continually offer encouragement by saying things like. “Good try.” “Nice technique”, etc. The second team leader is to say nothing at all. He must allow the players to just toss away pennies and make no comments of any kind. The third leader is instructed to give only negative feedback. He must make comments like, “That’s terrible!” “What are you doing?” “You suck,” etc.

I have to say that every time I play this game, the results are always the same. The team who gets positive feedback always manages to get the most pennies on the tape. The team who gets no feedback does much worse, and the team that receives only negative feedback gets the worst score of all. Interestingly, that team tries really hard to win. They support each other and offer encouragement to each other. They shut out the team leader completely, physically blocking his view of their performance. They do this every single time! It’s fascinating, and people do this at work all the time.

Think about your experiences with negative managers. How did you and your co-workers cope? Did you all gang up and complain about him/her whenever you had the chance? Were there things you tried to keep your boss from seeing? How can you use what you know about motivation to build the power of your team?

Read Full Post »

Older Posts »