George a friend of mine works for a company where you recently got involved in reinventing their organization. He did share with me some of your philosophies, but I would appreciate you providing me/us with a few salient points that I can share in the process of strengthening with my team.
My mantra hardly changes much from company to company. I say this because I have always contended that in most any company, it is PRIMARILY about people. All of the people, customers included. So here is the short version of this concept:
1. ACCOUNTABILITY; Every employee must take ownership and accountability of their actions. No excuses, YOU MUST BE ACCOUNTABLE FOR YOUR ACTIONS. I don’t accept finger pointing and my method of resolving issues is simple. I get both or all parties of conflict in the room immediately upon being aware and then it starts something like this…..”….He said that you said XXX. Is that true?” Then I turn it around. Believe me once the word gets spread that people can’t pass the buck, the buck passing stops.
2. PROPRIETARY SPACE: We have to be very careful here as people who are insecure seem to take invasion of their space, very personal. But on the other hand there are employees who just want to have their nose stuck in everybody else’s business. The later reminds me of the great big arm at the waste treatment plant…..continuingly stirring the matter! Spend your concentration and effort in YOU doing a good job and if one of your fellow employees is in some difficulty, offer to help don’t just impose yourself upon them. You can get more bees with honey than you can with vinegar.
3. YOUR REPLACEMENT; I am a firm believer that we should always be training our replacement. And when I state that, I inevitably hear, “well if I train her to do my job then they won’t need me here.” This of course is ridiculous and counterproductive to any professional team. What happens if someone experiences a catastrophic event in their lives and can’t work? Why not have the replacement trained and ready. Or what if a promotion comes along and you don’t get it because there is no one to take your place? In this day and age, it is very common and pretty much expected that loyal employees are willing and able to function in multiple roles. The more you know and the more you contribute, the more valuable you become.
4. COMMUNICATION; In most companies, communication is at an all time low. One almost has to pry or extract in some way, needed information. Communicate via Email, written notes, telephonically or in person, but communicate with each other. Don’t believe that just because you’ve been employed at your company for a long period of time, you can come and go as you please. Communicate with each other. Learn about each other. Have healthy open discussions to help each other understand the goals, paths and/or expectations. And did I mention, “communicate with each other?”
There are 3½ months left in 2009 and this is arguably, the most important 100 days of the year. This is the time people and companies make decisions to spend before the year comes to an end or what they are going to buy in the first quarter. Be sure to set yourself in position to get your piece of the sales pie as well.
Have a tremendous week. I know those are my plans as well. Call or write if I can assist you in any way.
Regards,
George F. Mancuso, CPC
Nationally recognized Retained Executive Search and Employee Retention Specialist.
9/12/09
9/6/09
Follow Up To Last Week's Newsletter
September 6, 2009
Last week I presented 7 not so nice Emails and asked you to vote on the worst one. Email #5
was the winner with #3 being a close second. I did receive 57 responses with comments and
decided to share two of those as they seemed to echo what most of the Emails to me were saying.
Next week we will get on to another subject, but I do hope you have enjoyed the last couple of weeks of this newsletter.
George,
“I think my favorite one is number 5 for two reasons. First of all, it starts with the classic “It has come to my attention…”, secondly it assumes that communication with customers and suppliers is bad and not even worthy of qualifying as a “daily task.”
I can see the point that needed to be made behind most of the messages though, and each one strikes at the same general failure – addressing the entire population when one or two people might really need direction or assistance. I’ve seen this over the years in managers who are conflict averse – it’s easier for them to address the entire population and hope peer pressure or anonymous embarrassment will take care of the issue instead of having to speak to anyone directly”.
Good stuff
Allen
“Hi George, I find most of these, offensive because in our work place, our employees are all of the caliber of top notch, work ethic driven people with good minds and trust-worthy work habits. We treat our people like adult, responsible and caring persons.
When I hear about managers or business owners who treat their employees like children or slaves, (which I thought most of these notices did) I think that they have only the profit motive in mind and forget that people all have minds and desires that aren't all that different from themselves. So I rely heavily on the Golden Rule, and I don't mean the rule which says, “He who has the gold rules"! Thanks for your sharing”.
Galen
Have a safe and enjoyable Labor Day, not to mention a tremendous week!
Regards,
George F. Mancuso, CPC
Gman Business Resources
Last week I presented 7 not so nice Emails and asked you to vote on the worst one. Email #5
was the winner with #3 being a close second. I did receive 57 responses with comments and
decided to share two of those as they seemed to echo what most of the Emails to me were saying.
Next week we will get on to another subject, but I do hope you have enjoyed the last couple of weeks of this newsletter.
George,
“I think my favorite one is number 5 for two reasons. First of all, it starts with the classic “It has come to my attention…”, secondly it assumes that communication with customers and suppliers is bad and not even worthy of qualifying as a “daily task.”
I can see the point that needed to be made behind most of the messages though, and each one strikes at the same general failure – addressing the entire population when one or two people might really need direction or assistance. I’ve seen this over the years in managers who are conflict averse – it’s easier for them to address the entire population and hope peer pressure or anonymous embarrassment will take care of the issue instead of having to speak to anyone directly”.
Good stuff
Allen
“Hi George, I find most of these, offensive because in our work place, our employees are all of the caliber of top notch, work ethic driven people with good minds and trust-worthy work habits. We treat our people like adult, responsible and caring persons.
When I hear about managers or business owners who treat their employees like children or slaves, (which I thought most of these notices did) I think that they have only the profit motive in mind and forget that people all have minds and desires that aren't all that different from themselves. So I rely heavily on the Golden Rule, and I don't mean the rule which says, “He who has the gold rules"! Thanks for your sharing”.
Galen
Have a safe and enjoyable Labor Day, not to mention a tremendous week!
Regards,
George F. Mancuso, CPC
Gman Business Resources
8/29/09
Condesending Emails
August 30, 2009
Q: As I promised in last week’s newsletter, here are only a few of the condescending ACTUAL Emails and/or posted notices that have been sent by upper management to their employees. Some are laughable, some are sad but most all are demeaning, uncalled for and ridiculous. The mannerisms, the wording and the intended content could have been more professionally stated, but because these folks think they are omnipotent leaders, they get away with this. And they wonder why employees resign.
1. A: "Just a reminder to take care of all personal matters before you punch in. This includes personal hygiene, morning beverages or food, or any other personal task that is not directly work related. You should not be attending to any of these matters once you have punched in to start your work day."
2. "I RESPECTFULLY ASK THAT EACH OF YOU PAY ATTENTION TO YOUR WORK AND IF YOU SHOULD HEAR SOMEONE ELSE'S PERSONAL BUSINESS, THAT YOU IGNORE WHAT YOU HAVE HEARD."
3. "DRESS CODE - THE DRESS CODE IS FOR EVERYONE TO FOLLOW… IF YOU ARE UNSURE WHETHER OR NOT YOUR OUTFIT MEETS THE REQUIREMENTS, IT PROBABLY DOESN'T… WE ARE BUSINESS CASUAL… IF EVEN ONE PERSON CANNOT FOLLOW THE GUIDELINES, THEN EVERYONE WILL DRESS BUSINESS."
4. “I want all the folks here to prioritize their time when responding to emails. Write them out when you have quite time and your thoughts are focused other than during the responsibilities of the day.”
5. “It has come to my attention that most of you are receiving lots of Emails from customers and vendors. Please notify those people to keep their Emails to business issues only and I’d appreciate it if you’d respond to them during breaks or after hours so it doesn’t take away from your daily tasks.”
6. “Clear your desktop of all distractions when you plan to respond to Emails. If you don’t have time right now, send the person and Email and let them know when they can expect to hear back from you. Then wait to respond to the Email when you are free of distractions.”
7. NOTICE: Office will be cleaned on Saturday. Each employee is responsible for dusting, cleaning their own desk and surrounding furniture as is written in each office employees’ job description. Also each employee is responsible for picking up around his or her area if they want their floor vacuumed. The shelves on unit by water cooler where coffee pot and supplies are located are to be cleaned by office employees who use the coffee area.
Let’s take a vote…..Which one above is your favorite. I will post results in next week’s newsletter.
September is here, I hope it turns out to be a great one for you both personally and in your business life. Call or write if I can assist in anyway.
Q: As I promised in last week’s newsletter, here are only a few of the condescending ACTUAL Emails and/or posted notices that have been sent by upper management to their employees. Some are laughable, some are sad but most all are demeaning, uncalled for and ridiculous. The mannerisms, the wording and the intended content could have been more professionally stated, but because these folks think they are omnipotent leaders, they get away with this. And they wonder why employees resign.
1. A: "Just a reminder to take care of all personal matters before you punch in. This includes personal hygiene, morning beverages or food, or any other personal task that is not directly work related. You should not be attending to any of these matters once you have punched in to start your work day."
2. "I RESPECTFULLY ASK THAT EACH OF YOU PAY ATTENTION TO YOUR WORK AND IF YOU SHOULD HEAR SOMEONE ELSE'S PERSONAL BUSINESS, THAT YOU IGNORE WHAT YOU HAVE HEARD."
3. "DRESS CODE - THE DRESS CODE IS FOR EVERYONE TO FOLLOW… IF YOU ARE UNSURE WHETHER OR NOT YOUR OUTFIT MEETS THE REQUIREMENTS, IT PROBABLY DOESN'T… WE ARE BUSINESS CASUAL… IF EVEN ONE PERSON CANNOT FOLLOW THE GUIDELINES, THEN EVERYONE WILL DRESS BUSINESS."
4. “I want all the folks here to prioritize their time when responding to emails. Write them out when you have quite time and your thoughts are focused other than during the responsibilities of the day.”
5. “It has come to my attention that most of you are receiving lots of Emails from customers and vendors. Please notify those people to keep their Emails to business issues only and I’d appreciate it if you’d respond to them during breaks or after hours so it doesn’t take away from your daily tasks.”
6. “Clear your desktop of all distractions when you plan to respond to Emails. If you don’t have time right now, send the person and Email and let them know when they can expect to hear back from you. Then wait to respond to the Email when you are free of distractions.”
7. NOTICE: Office will be cleaned on Saturday. Each employee is responsible for dusting, cleaning their own desk and surrounding furniture as is written in each office employees’ job description. Also each employee is responsible for picking up around his or her area if they want their floor vacuumed. The shelves on unit by water cooler where coffee pot and supplies are located are to be cleaned by office employees who use the coffee area.
Let’s take a vote…..Which one above is your favorite. I will post results in next week’s newsletter.
September is here, I hope it turns out to be a great one for you both personally and in your business life. Call or write if I can assist in anyway.
8/16/09
Do You Have Stinking Thinking?
August 16, 2009
Q: Do you have Stinking Thinking?
A: A few months ago I read a report where two different groups of students were given a problem to solve. One group was told, “This problem may not be solvable.” The other group was told that this problem is solvable and a solution does exist, if they would just work together and find it.
To no surprise the second group did better and in fact identified the solution. They had a “can do” mindset and worked through the obstacles until they reached an intended result.
Negativity has destroyed more than one project and I suggest to you that negativty is a process that you need to use very sparingly. To exemplify this, I have always used the term, “SURE ‘NUF” in my everyday life. And SURE ‘NUF rides in tandem with, “my thoughts of today are programming my tomorrow”.
You wake up in the morning, put your feet over the side of the bed and say to yourself, “oh my, this is going to be a terrible day.” SURE ‘NUF!!! OR “I’ll never get this project done in time.” SURE ‘NUF!!
I believe that you need to always maintain an optimistic attitude and maintain the belief that any problem can and will be solved; OR that you can and will make the sale; OR that you can help one of your fellow employees grow; OR that you can and will reach your defined goals. This holds true no matter what your status within your organization may be. And think beyond the company and relate this to your personal life as well.
Your optimism will splash into the lives of the people around you including your clients, employees, peers, subordinates, your kids and even your spouse. What have you got to lose except an aura of Stinking Thinking? Who knows, it might even lower your blood pressure, the stress in your life and improve your health. You’d have to agree me with, the benefits outweigh the negatives. SURE ‘NUF!!
As always please accept my wish for an outstanding week three of August 2009! Your comments are always welcomed and remember, call or write and I will respond immediately with any assistance you may need.
Regards,
George F. Mancuso, CPC
Gman Business Resources
Grinnell, Iowa
Q: Do you have Stinking Thinking?
A: A few months ago I read a report where two different groups of students were given a problem to solve. One group was told, “This problem may not be solvable.” The other group was told that this problem is solvable and a solution does exist, if they would just work together and find it.
To no surprise the second group did better and in fact identified the solution. They had a “can do” mindset and worked through the obstacles until they reached an intended result.
Negativity has destroyed more than one project and I suggest to you that negativty is a process that you need to use very sparingly. To exemplify this, I have always used the term, “SURE ‘NUF” in my everyday life. And SURE ‘NUF rides in tandem with, “my thoughts of today are programming my tomorrow”.
You wake up in the morning, put your feet over the side of the bed and say to yourself, “oh my, this is going to be a terrible day.” SURE ‘NUF!!! OR “I’ll never get this project done in time.” SURE ‘NUF!!
I believe that you need to always maintain an optimistic attitude and maintain the belief that any problem can and will be solved; OR that you can and will make the sale; OR that you can help one of your fellow employees grow; OR that you can and will reach your defined goals. This holds true no matter what your status within your organization may be. And think beyond the company and relate this to your personal life as well.
Your optimism will splash into the lives of the people around you including your clients, employees, peers, subordinates, your kids and even your spouse. What have you got to lose except an aura of Stinking Thinking? Who knows, it might even lower your blood pressure, the stress in your life and improve your health. You’d have to agree me with, the benefits outweigh the negatives. SURE ‘NUF!!
As always please accept my wish for an outstanding week three of August 2009! Your comments are always welcomed and remember, call or write and I will respond immediately with any assistance you may need.
Regards,
George F. Mancuso, CPC
Gman Business Resources
Grinnell, Iowa
8/9/09
How Can I Help One of My Team Leaders?
August 9, 2009
Q: I own and operate a small Missouri based manufacturing firm with
85 employees +/-. I have a “number 2 guy” who has been with me for
many years and has done some excellent work for us in multiple arenas.
But I’ve come to realize that because of his management style we have lost
many outstanding employees over the years that equate to well over 200
years of experience. I was told recently that the word on the street is; “we are not an employer of choice” and this cut to my inner core. I want to help my organization and this individual without losing him. Can you provide me with a few easy, yet effective suggestions to follow? (Name withheld by request; Columbia, Missouri)
A: If this were “easy” I would have bottled and marketed the solutions years ago. There are many questions that come to mind to help me with logical solutions for you. But without the advantage of those answers, allow me throw out points or ideas, mostly rhetorical in nature to stimulate your thinking process;
1. Have you allowed him to operate unchecked?
2. Is his management style a mirror of yours by him living vicariously through your eyes?
3. Have you counseled with him on a regular basis?
4. Have you requested he set company and personal goals that he shares with you?
5. Do you have a method in place to monitor those goals?
6. Have you personally completed exit interviews with employees who have terminated whether it was voluntary or involuntary, so that you can ascertain just what is going on within your company?
7. Have you taken the time to identify what this executive is doing or saying in your absence that causes these human resource difficulties?
8. Are you confident that you are not a micro-manager and have forced him into his current mode just so he can please you?
9. What is your intrinsic trust level in this individual?
10. Are you blinded by his personal sales/accomplishments and fail to see the big picture?
11. Do you truly believe that running your business is ALL about the people and not just the success of one narcissistic individual?
12. Does this individual know how to “play you” and finger point to keep the real heat off of himself?
13. Do you believe that he is irreplaceable and without him the company would fail?
I would subscribe to you on this beautiful Sunday morning that you soul search your own personality, goals, intended results and growth of your company by the thirteen points above. Be honest with yourself. It’s not easy, but it can be accomplished and if you help this person become aware of the deficits within his management style, your company will see a growth pattern THROUGH and WITH ALL employees.
CAVEAT: He must be sincere in wanting to change as well. Employees see through smoke and mirror talk. Attitudes that are condescending, replete with “I” and not “us” and “we” will typically will work in a negative manner and be extremely counterproductive.
Hopefully these thirteen points will help you get on the right track. Have a tremendous week If I can help, call or write and I will respond immediately!.
Regards,
George Mancuso
Q: I own and operate a small Missouri based manufacturing firm with
85 employees +/-. I have a “number 2 guy” who has been with me for
many years and has done some excellent work for us in multiple arenas.
But I’ve come to realize that because of his management style we have lost
many outstanding employees over the years that equate to well over 200
years of experience. I was told recently that the word on the street is; “we are not an employer of choice” and this cut to my inner core. I want to help my organization and this individual without losing him. Can you provide me with a few easy, yet effective suggestions to follow? (Name withheld by request; Columbia, Missouri)
A: If this were “easy” I would have bottled and marketed the solutions years ago. There are many questions that come to mind to help me with logical solutions for you. But without the advantage of those answers, allow me throw out points or ideas, mostly rhetorical in nature to stimulate your thinking process;
1. Have you allowed him to operate unchecked?
2. Is his management style a mirror of yours by him living vicariously through your eyes?
3. Have you counseled with him on a regular basis?
4. Have you requested he set company and personal goals that he shares with you?
5. Do you have a method in place to monitor those goals?
6. Have you personally completed exit interviews with employees who have terminated whether it was voluntary or involuntary, so that you can ascertain just what is going on within your company?
7. Have you taken the time to identify what this executive is doing or saying in your absence that causes these human resource difficulties?
8. Are you confident that you are not a micro-manager and have forced him into his current mode just so he can please you?
9. What is your intrinsic trust level in this individual?
10. Are you blinded by his personal sales/accomplishments and fail to see the big picture?
11. Do you truly believe that running your business is ALL about the people and not just the success of one narcissistic individual?
12. Does this individual know how to “play you” and finger point to keep the real heat off of himself?
13. Do you believe that he is irreplaceable and without him the company would fail?
I would subscribe to you on this beautiful Sunday morning that you soul search your own personality, goals, intended results and growth of your company by the thirteen points above. Be honest with yourself. It’s not easy, but it can be accomplished and if you help this person become aware of the deficits within his management style, your company will see a growth pattern THROUGH and WITH ALL employees.
CAVEAT: He must be sincere in wanting to change as well. Employees see through smoke and mirror talk. Attitudes that are condescending, replete with “I” and not “us” and “we” will typically will work in a negative manner and be extremely counterproductive.
Hopefully these thirteen points will help you get on the right track. Have a tremendous week If I can help, call or write and I will respond immediately!.
Regards,
George Mancuso
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