Hack:
Monkeying Around. Seriously?

By Felicia Simmons

March 20, 2011 at 12:05pm

Moonshots

Focus the work of management on a higher purpose

Increase trust, reduce fear

Take the work out of work

Summary

Finding ways to impact every employee on a personal level. Recognizing the development of your future Leaders does not mean ownership of their life. Learn to take the differences to make something complete within an organization. By allowing everyone to express themselves equally, it creates a bound of trust.

Problem

In smaller organizations as well as the larger ones, not only do employees need guidlines, but their voices need to be heard. Without utilizing the understanding that each of us are not only managers and subordinates, but leaders waiting to use the voices we have, we not only fail the employees, but the company. The problem is, management are not gods on top of a mountain, and ideas flow through everyone. So how do we disconnect from that one idea which without it, could connect us to many?

Solution

Time is an important componenet to have. We often put aside the fifteen minute talk with our employees, because we feel we have so little of it. But, in reality, that fifteen minutes could save you days or weeks of wasted time later. Spend time with each of your employees and listen to what they have to say. Some of them will give you an insight to what they might appreciate. Some employees may try to find a weakness in you, but that is okay we all have them. Never be afraid to give criticism, or receive it. When we are faced with questions concerning expectations, we should always give a valid explanation. Every organization needs to be repected from within, starting from upper management to the last new hire. Make sure each employee expresses enjoyment in what they are doing if not, find out their problem.

Practical Impact

The practical impact of creating an environment of truth, and understanding unfolds into a productive atmosphere. If an employees knows you care about their welfare, not only do they feel comfortable talking to you about why they want to stay with the company, they can express why they choose to leave. Each person has more ownership in their job, when they feel it is a part of who they are that makes it. Just because they know you can do their job, and you should be able too, should not make them feel devalued. In fact they should have the opportunity to do it better than you. Having an abilty to do one of the jobs better than the boss creates a sense of pride not competiveness. It creates a family of willing people working towards the same goal, because they can all feel appreciated.

First Steps

Taking baby steps to transforming an organization requires determination and belief in your employees.
Let's use the example of a retail store and a Store Manager:
There are existing emplyees from a previous failing manager, and the store needs to turn around the sales decline.
First examine they employees behavior for approximately two weeks and review. The side note is that upper management wants you to replace all existing employees. They believe it is much easier to train new employees than to retrain on hand employees. Reviewing employees will take time,but it is worth it. Talk to each and ask what are their expectations and yours. Point out their strong points, what makes them valuable to the company. At this point you might find some challenges, how things might change and they will not be needed anymore. Work with employees and retrain as you hire new ones. Explain why it is neccesary to follow certain guidelines, do not just give the, "Because this is how it is done" or " These are the rules," answer. Be truthful and respectful, and show direction through leadership. You will find that some good employees want to leave. Let them go, they will be better for it and so will you. That is where it starts.

Credits

Felicia Simmons

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