Let’s bring in some fresh blood!
Let’s not.
I’ve been around a few blocks in my working life. If you’re reading the Maximum Customer Experience Blog, I’ll wager you have, too.
My unscientific estimate is that 2/3 of the workforce I’ve seen in my travels is underutilized. If you think that’s a bold charge, walk around your world today—at work, while shopping, while eating, while running errands—with your eyes open for it. 2/3 of the people you see don’t love their company, and they aren’t giving it their all.
Bored, disengaged, clockpunchers.
So many have been doing so much less than their talents for so long, they’re even resentful.
Bored staff=Missed revenue.
It’s a direct equation.
Every darn day. In your company. Bored staff ignore opportunities to improve and innovate, they do their work at the slowest permissible pace, they give minimum Customer Experience to the people who pay your bills, they create an environment of demotivation for each other. And you’re letting it happen, because you don’t care, either.
Don’t bring in new blood. Get the blood you have, pumping.
A new-hire transfusion is a lazy, artificial mask for a problem that will come raging back in a small-business heartbeat—when your new staffers discover that they’re not required to give it their all, either. That giving it their all isn’t encouraged or recognized by you, and sure isn’t appreciated by fellow employees.
Heart and soul from every person on staff, starting today.
Use what you’ve got to the maximum—starting with you.
Or new blood will only make a bigger mess.
Grow and be well-fulfilled,
Kelly Erickson
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6 February 2009, 7:14 am
Before I go onwards, I hereby henceforth banish the word ‘utilize’ from this blog.
(Unless, of course, we’re all getting fancy and wearings tutus and tiaras from now on, in which case the absolutely spectacular and nicely-humble ‘use’ would just never do.
And if I do have to wear a tutu, I will choose blue and flaunt it proudly. So there.
)
That said, you are damned right. People say, “I need a job.” They don’t say, “I’d like a career in…” They take their resume and go looking. I know. I’m watching my teen do it these days. Anywhere’s fine. Oh, look, there’s a ‘help wanted’ ad.
“You want to work in a pizza place?” I blinked.
“I want a job.”
Ah, yes, be damned the fine pizza or serving tables with a smile. Swoosh that away and replace it with a factory that manufacturers chairs, and it would all be the same. Presto-chango and we have a cash register and a counter.
People want jobs. They don’t want careers. They don’t give a rat’s arse about where they work, as long as it pays.
And you’re terribly right. Put someone who loves pizza in that restaurant. Put someone who loves using his deft hands and dexterous fingers in that factory. Put someone who enjoys people and smiles a lot at that cash.
You’ll do a damned lot better with your business, because these people are working where they do because they like the work – not just the job.
James Chartrand – Men with Pens’s last blog post…The Big Secrets No One Talks About
6 February 2009, 7:24 am
James,
I am, in fact, wearing a tiara. I am the Queen of Experience Design. Ask anyone. And I like “underutilized.” “Underused” would be horrid.
Not to go off on a tangent, but… My kid wants to be an architect. So she’s already determined that her first summer job as soon as she’s old enough, is going to be as a bricklayer. So she can start understanding how things get put together. Guaranteed those will be bricks laid with heart and soul.
Hire someone with the heart for it, yes. More than that—have the heart for it yourself, and demand heart from those who are there. So many times the résumé looks right, the interviewee says all the magic words, and they get in—maybe they even have the heart in the beginning—but they discover they’re just a body, filling a place. They have all the qualifications to rock the place out but the company’s looking for status quo.
Underutilized.
Regards,
Kelly
P.S. Good morning!
6 February 2009, 10:22 am
Speaking as one of those resentful bored disengaged clockpunchers…
We didn’t START off that way.
There was one time, we WANTED to work for that company. We almost begged for a job interview. We were willing to relocate hundreds of kilometers, and buy a house in a new strange town. The week we started work, we were bright-eyed and bushy-tailed, and we gave it our A-Game, each and every day.
But a few years of being treated like crap, and trampled on, (and even mentally abused), we stopped caring. We passive-aggressively retaliated, by starting to give the company our B-Game. And then our C-Game. And that’s how we became clock- watchers.
Is it our fault? Maybe. But I’m pretty sure the company had a lot to do with it.
A few of us at work compare it to a bully taking a kids lunch money at school. Sooner or later, the kid’s just going to stop bringing his lunch money, period.
Friar’s last blog post…How I Divorced my Old Ski Boots, and Found a New Sole-Mate
6 February 2009, 10:26 am
@ Friar – Ah, but there’s the difference. Did you just get excited about work, excited about working for that company or excited about the *work that you do every day*?
James Chartrand – Men with Pens’s last blog post…The Big Secrets No One Talks About
6 February 2009, 10:53 am
Friar,
Amen. You are by far not the only one. It’s funny, as I wrote I thought of you, but you didn’t inspire the post. It was inspired by an actual conversation about new blood being the answer to blah staff.
No, I don’t think it’s your fault. I lay the blame squarely on the company. Management/owners encourage enthusiasm, or crush it, every day. And pretty soon, the new blood is just as blah as the old, because that sort of management gets exactly what they create.
James,
From what I hear, I think Friar is one of those folks who loves what he is supposed to be doing for a living. The fact that he’s tangled up and blue is entirely the fault of a company atmosphere of not fully using the talents they spend so much money to acquire. Exactly the kind of thing that inspired the post.
Sad, really.
Until later,
Kelly
6 February 2009, 11:03 am
@James
At the time, I was just so thankful for the job and I was 100% loyal to the managers who willing to give me a shot. And the actual work was pretty damned interesting too. I could have done that indefinitely.
It’s the way I was treated…and the way my enthusiasm was crushed. That’s what eventually burned me out.
Would be interesting to hear what our buddy Brett might have to say about this…
@Kelly
Amen. (You expressed things perfectly)
Friar’s last blog post…How I Divorced my Old Ski Boots, and Found a New Sole-Mate
6 February 2009, 11:05 am
@Kelly
It ain’t ALL bad. I use the company to get a paycheck. (Which allows me to indulge myself in things like vacations, like the one I’m on right now as I’m writing this!)
Friar’s last blog post…How I Divorced my Old Ski Boots, and Found a New Sole-Mate
6 February 2009, 11:17 am
I hear you both, and I fully understand (and know) what it feels like to be squeezed like a lemon for every ounce of juice you have. It’s ungrateful, it’s crushing, it’s exhausting and it’s definitely not rewarding in any sense of the word.
But.
Those are the times where we have to remember most what we love about what we do. When I ran the customer service department, I loved helping people, talking with them and making their complaints become compliments. That, to me, was rewarding. Sure, I’d get squeezed, but I had to find some focus in my day to enjoy what I do.
Those in the company who couldn’t or didn’t try to find that focus fell like flies. Depression and burnout were so common that there was always someone gone on sick leave and there was a revolving door of temporary help.
I left the company and never looked back. I’m healthier and happier for it today. I see people who still work there and they look like walking dead, with long faces, no hope in their eyes and dark circles under what used to carry a sparkle.
But.
I didn’t leave because of the squeeze. I loved my job. I hated management and I hated the company for what it did to me. I loved my work, and I did what I could to do the best damned job possible for ME.
Not for the company.
I think people forget this.
James Chartrand – Men with Pens’s last blog post…The Big Secrets No One Talks About
6 February 2009, 12:51 pm
I agree it starts with management. And when it gets into big corporations, it starts with the managers’ managers, and their superiors, and so on.
The problem sometimes (I think) is that often the “best” people for a given upper-level position aren’t always the best managers. You can have someone who knows their stuff inside and out, but they don’t know how to convey that information to the people working below them — never mind inspiring them to do greater. Throw in other things the manager has to do like worry about quotas, worry about bonuses, worry about their *job* and it’s not surprising that their enthusiasm wanes too.
That’s why some companies do so well and are always getting applications, because they treat their staff well. You hear about all the free perks at places like Google and you hear all the nightmares at places like Microsoft. It’s not exactly about management in this case, but about culture, which I believe is intertwined.
I think a good way to approach management is like parenting. Make sure you are showing the love and giving the hugs (you know, it a corporately-appropriate manner) but at the same time encourage them and show them where they went wrong. If as a manager you view it as helping your people to grow, it’s a good starting point.
Hmm, perhaps there’s a book in that…?
~Graham
Graham Strong’s last blog post…5 Steps To Better Brainstorming for the Intrepid Freelancer and Independent Business Owner
6 February 2009, 1:19 pm
Friar – I know what you mean. I remember my first summer job working as a groundskeeper for a big hotel in FL. My boss gave me my first job of the day to weed a flower bed. I did it and came back in about 45 minutes asking for my next job.
He looked at me a little funny and told me to go water the lawn in some area. So I did that for a half hour and came back, ready for the next job. He didn’t have another job for me, so he put me to sweeping the shop until lunch.
I quickly learned that my boss didn’t want me to work quickly and efficiently because it meant more work for him figuring out what I should do next.
In the two months I worked there I learned how the other workers passed the time needlessly dragging out jobs and chatting with each other. They had about 20 workers on staff, and could have gotten by with six or seven, I bet! In fact, they could have cut staff and doubled wages.
Todd Smith’s last blog post…California Dreaming…
6 February 2009, 2:29 pm
Friar,
And I’m happy they give you that paycheck, because the stuff you do in your other hours is brilliant. That’s when you can give it your heart and soul.
But imagine if The Factory could have that from you?!
James,
Absolutely. I could work as a janitor and do the best darned job, because I want to do the best darned job at everything. For me, inside. I need that, and I wish more folks could find that for their own sakes.
But from an MCE perspective, the top folks should know that most people won’t do that—and even those who would, may find tremendous pressure not to, in the form of real disincentives like Todd and Friar have experienced. That’s something in the company culture that management *hates* to acknowledge, and fears changing.
Graham,
Approach it like parenting. Absolutely. Which we talked about here when discussing leadership and internal motivation, too. But—like old-fashioned parenting, not like today’s “I’m your buddy” parenting. That’s another big no-no people talk with me about, and IMO that’s even harder to change!
Todd,
So very true. Not that I want to suggest trimming staff, but yeah. If 2/3 of the workforce is underutilized, then with a big change in company culture it could be done.
Or how’s this for a recessionary tactic? Change the culture. Get 20% more work, 100% more ingenuity, and a 75% better Customer Experience, from the staff we have, by really following through—and beat the pants off the competition.
That’s what I’m talking about. Ways to drive profits higher, where no one else sees a path.
Later,
Kelly
6 February 2009, 3:00 pm
Kelly – That’s a good point: instead of cutting jobs, why not get everyone enthused, and enjoy more growth in the company as a whole? They key I think is being a manager that knows how to give responsibility and keep the staff interested in playing a part. Maybe that comes down to making them feel somehow that they are part owners in the whole venture.
Todd Smith’s last blog post…She She Shoes – Should Women’s Footwear Be Artwork?
6 February 2009, 4:32 pm
At the company where I work (and where Friar works), I’ve been told to:
1. slow down, because I work too fast and make other people look bad
2. not take the initiative and call the client, because “we have to do things through channels” (I called out of frustration because the “channels” were sitting on their fat bums doing nothing and collecting paycheques)
3. not use software and tools that are “not the company standard” even though they are superior to what we use, and are often times free
4. not complain about inferior processes, procedures, and tools because “they are the company standard”
…the list goes on, and on, and on.
This makes it pretty darned difficult to be positive and enjoy my job sometimes. So I found outlets e.g. writing in my spare time, or surfing from time to time, interacting with all of you fine folks out here, maybe researching new ways to do things better – finding a new way of looking at what I do to keep it fun.
Of course, someone else who thinks they know how I should do my job better than I do recently took that away from me too (though I do know how to get it back, I won’t because it could get me in trouble).
So…
I had a job interview yesterday. There will be more.
Because I have a plan, and so much more going on in my life, I am much happier now than I used to be, even a few months ago – maybe because I’m finding meaning in what I do – and the thing is, it is in the “what I do” away from work, not at work. I know that I will get back to the state when my “day job” is what I love to do. It was before, and not too long ago.
I tell you – I’d like 20 minutes of “face time” with the CEO, sit him down and say, “hey – you want to see *real change*, give a small group of us 3 months and we’ll show you”.
It just might work, you know.
Brett Legree’s last blog post…viking fridays – a story of give and take.
6 February 2009, 5:35 pm
Todd,
Exactly.
Brett,
Real change can be accomplished—you and a small band of Factory folks could lay out a great path for the Factory to get back on track, for sure—but that CEO has got to want it. I was kinda hoping he wasn’t Mr. Same-as-Usual, but I haven’t heard good reports yet. (Send him a link to this little discussion? I could change your sig to Jack’s…)
Keep finding meaning. You are actively headed to the place you want to be, and you’ll get there, friend. With or without The Factory.
Later,
Kelly
6 February 2009, 5:51 pm
Kelly,
I agree – we could effect real change. I did see a glimmer of hope – but I think he has other ideas. It’s a bit complicated (in a sense, we are in a “satellite location” and his focus is on the head office).
It doesn’t mean that it can’t be done. But as you say, we keep finding meaning – and I do believe now that for me, that is somewhere else – and it is pretty darned exciting.
(That interview I had yesterday? It was refreshing. I was answering questions on things that I truly believe in, that are part of me and have been for a long time. If I happen to get an offer and can make it work… yeah!)
Brett Legree’s last blog post…viking fridays – a story of give and take.
6 February 2009, 6:02 pm
Brett,
Owners and managers who are reading this—Get it now? Find your Bretts before a better offer finds them (hint: almost everybody’s got a little Brett hiding inside them), and help them help your business grow.
Later,
Kellt
6 February 2009, 6:03 pm
Ugh! Misspelled my own name. Bet the other Kelly Erickson doesn’t do that.
6 February 2009, 6:07 pm
You were just letting your Celtic side out, weren’t you…
Yes, business owners, listen up! I have tried, believe me – I found a job I would have loved to do at the Factory, I know I could easily have done it – but I don’t have the “papers” for it (it was a computer job). I’ve got the management chops required (it was more of a people job and less a tech job), but they figured it was more important to have a 2-year college diploma than almost 10 years experience in the company…
*sigh*
Brett Legree’s last blog post…viking fridays – a story of give and take.
6 February 2009, 6:08 pm
@Kellt — So that’s what it was, a little Brett! I thought it was gas after lunch…
As for the name slip — now I know why “Kelty” became a name. Always stumped me… it must have been a typo that someone said “Hey, that looks good!”
BTW, I wouldn’t feel bad. There are probably lots of things that she does that you don’t do… It all works out in the end.
~Graham
Graham Strong’s last blog post…5 Steps To Better Brainstorming for the Intrepid Freelancer and Independent Business Owner
6 February 2009, 6:09 pm
@Graham,
Well, one of my kids called me a fart a little while ago
(I love it when they test out new words…)
Brett Legree’s last blog post…viking fridays – a story of give and take.
6 February 2009, 6:12 pm
@Brett — And when you were finished with them, you said “you’re jest lucky ye didn’ say ‘old fart’”…
At least that’s how I would have handled it.
(Hmm, perhaps I wouldn’t be a good manager after all…)
~Graham
Graham Strong’s last blog post…5 Steps To Better Brainstorming for the Intrepid Freelancer and Independent Business Owner
6 February 2009, 6:16 pm
I have to say, the conversation leaves me feeling there’s something wrong here, but I can’t put my finger on it. It seems to blame managers and upper hierarchy for all employee dissatisfaction, and I can’t say that’s right.
Upper management may be just as dissatisfied. There may be reasons they can’t share information, or maybe the flow of communication isn’t happening. Employees can sabotage processes as well (I’ve seen that happen consistently) and in larger companies, there are a ton of factors going on with interrelations that make managing and supervising difficult.
I hear you on the complaints you’ve brought up, but I really don’t like hearing the ‘management is evil’ that’s being brought up.
James Chartrand – Men with Pens’s last blog post…The Big Secrets No One Talks About
6 February 2009, 6:18 pm
@Kelly
I agree, that’s it’s important to do a good job (for your self esteem). But when your workplace is totally dysfunctional (i.e. the examples that Brett gives), I’m sorry, I can’t, and I WON’T give the company my best work.
I will do an adequate…a passable job. And not ONE smidgen more. And certainly NOT my best.
It just sucks up so much energy. Energy I’d rather expend on my after-work interests, like you say.
@Brett
I havent’ seen your kids for a while, so you can’t blame me on teaching them the word “Fart”. But I whole heartedly approve!
Friar’s last blog post…How I Divorced my Old Ski Boots, and Found a New Sole-Mate
6 February 2009, 6:21 pm
James – I’m glad you spoke up and said that, because it is true – all management is not evil, just as all employees are not good employees.
The difference is this:
A bad senior level manager can have a much larger effect on a company than a janitor with a poor attitude. Also, once one gets to a very senior position, the rules of accountability often change.
Example – a very senior person where I work screwed up big time in late 2007. He got a golden handshake. If I had done something even a 10th as bad, I’d never work in the industry again.
I know that’s life, but do you see the difference?
Like I said, I agree with you – I’ve had and still have some *great* managers. My problem is when I find there are more and more bad employees (not just managers) in the company where I work – then it is time to move on.
Brett Legree’s last blog post…viking fridays – a story of give and take.
6 February 2009, 6:28 pm
@James – Yes, I touched on some of those points. And yes, upper management may be just as dissatisfied. But the difference is that upper management are there to lead, to inspire the troops as it were. It’s their job to get the employees enthused, and to make sure they are happy (within reasonable measures of course).
In other words, pointing out that you only have the minimum amount of flair on your uni is not going to inspire people to give 110%. Make a contest and the person with the most flair gets a free shooter at the end of the shift, and now you’ve got yourself a motivated employee.
As for the employees sabotaging the process — well, it’s usually the disgruntled ones, not the happy ones.
Managers are not evil. Employees are not evil. Everyone is human, which is the root of the whole problem in my estimation…
~Graham
Graham Strong’s last blog post…5 Steps To Better Brainstorming for the Intrepid Freelancer and Independent Business Owner
6 February 2009, 6:32 pm
@Graham,
Very important point – upper management are there to rally the troops, even if they are dissatisfied. They are paid to carry the flag into battle, while we bleed for the cause.
And believe me, triple or quadruple my salary, and my tolerance for dissatisfaction might jump suddenly
show me the money baby and I’ll pimp just about anything heh heh
Brett Legree’s last blog post…viking fridays – a story of give and take.
6 February 2009, 6:38 pm
James,
My point was that the “blah” starts higher up, and filters down. That the not working up to potential is higher up, and that the lack of interest in whether salaries are being wasted on bodies filling space, but not giving their utmost to the position, starts higher up.
Not that management/ownership is evil. That wouldn’t be too good for my business!
In spite of some fabulous employees as you once were, there are far more being taught to live down to the position as Todd was. I’d like to see top people making changes that encourage using fabulous employees to the max.
Make sense?
Later,
Kelly
6 February 2009, 6:38 pm
By the way, this is an awesome discussion today. Thanks, folks.
6 February 2009, 6:52 pm
@ Kelly – I disagree. The blah can start low down and leak upwards just as easily. In fact, blah can happen just as easily as this:
One employee is disgruntled because he was goofing around on his smoke break and someone told him to get back to work. So he goes back to work, but he’s muttering, and he doesn’t do his job right. The belt breaks. Production shuts down. The reasons aren’t communicated properly to other departments. They get behind on their schedule. Supervisors have to hush things up. They feel like shit. They make a remark that pisses off the assistants, who decide, “Well that wasn’t very cheery.” The assistants get told to go tell so and so, who isn’t happy about the situation. Now customers are mad that stuff is late. They’re calling. They’re annoying the CS department, who talks to shipping, who bitches about production, who is desperately trying to get the goddamned conveyor working again and is it THEIR fault this happened? Then the union comes in to talk to Mr. Employee, management looks upset, employee is upset, there are words, and now other employees are thinking, “Hey, management are pricks. Check out what they did.” Of course, management has to present a united front, but they discover that the reason the belt broke was a cheaper belt that purchasing bought, so they go complain there and then purchasing blames accounting for the budget cuts, so they go over there, but accounting gets all snappy about how they’re doing the best they can if the damned company could just sell more. Which they can’t do, because the stupid production line is down. So everyone works overtime, finally get it back up, and go home to unhappy wives and husbands who say, “All you do is work. You don’t care about your family. That company doesn’t care about your family.” You think, “Yeah, you’re right. Bunch of asses…” and you go into work the next day with a little bit more of a bad attitude.
It only takes one damned person.
Like Graham says, it isn’t management. It isn’t employees. It’s people.
So quit blaming other people and start taking control of your work, your job, your lives.
[end rant; thank you for listening]
James Chartrand – Men with Pens’s last blog post…The Big Secrets No One Talks About
6 February 2009, 6:56 pm
Kelly – How do you propose we use (or should I say “utilize,” hehe!) employees to the max. It sound good in theory, but I’d love to hear what suggestions you have.
James – I’m feeling some discomfort with this discussion too… maybe it’s that we’re looking only into the problem so far. I’d like to see some discussion about the possible solutions, like I mentioned above. How do you bring a team together to work enthusiastically for your cause? How do you harness and make grow that innate energy that new employees bring to work? These are the questions I’m most interested in.
Todd Smith’s last blog post…She She Shoes – Should Women’s Footwear Be Artwork?
6 February 2009, 7:06 pm
@ Todd – In my experience, enormous transparency goes a long way. I heard a story once (can’t remember which company) that started an open-book policy. Any employee could come and check the books at any time. When they saw exactly how much effect even five minutes could have on the whole company, they started changing their ways.
Good communication is another. Open meetings with the CEO – not with Human Resources. When you get to know the owner personally, that makes a huge difference.
Reward systems are touchy – that can leave some employees who work slower but just as well feeling crappy.
Play days – A company I worked in had beautiful events for us – it really made the difference. Sometimes they bought lunch spontaneously. Sometimes management wasn’t invited.
Kind words, of course, but that shouldn’t be expected or a given. You’re there to work, not to get pats on the back – though they do go a real long way.
Being asked for suggestions. Sometimes this alone can have a huge impact. When employees feel accountable and get heard, they tend to care more about what they do.
Understanding. Compassion. Empathy. And this goes all around, not just from top down. The lowest employee on the ladder should have just as much understanding for the guy high up as vice versa.
Just some thoughts off the top of my head and through experience, from small businesses with less than five employees to major corporations with more than 500 in one building and other divisions around the world.
James Chartrand – Men with Pens’s last blog post…The Big Secrets No One Talks About
6 February 2009, 7:22 pm
James – Awesome! These are so concrete and doable. Some harder to implement than others, but I can see the value in each idea you mentioned.
I love that idea of transparency – it takes the us and them out of it. In fact most of the suggestions do just that.
I agree that rewards and kind words should be used sparingly. They can be like a cheap trick… if you eat your dinner, you’ll get dessert. Kinda misses the big picture, and people eventually feel fooled or disempowered (not to mention that you can end up promoting unnecessary inter-employee rivalry).
With transparency, open communication, and asking for suggestions, even play days, you are encouraging, creating, and expanding the value of the group itself… and pretty much all humans have an interest in being a part of a successful team. You want them to be going home talking about how cool their company is.
Todd Smith’s last blog post…She She Shoes – Should Women’s Footwear Be Artwork?
6 February 2009, 7:30 pm
James, I know what you’re saying – I do feel there’s more to it than that, though.
Like I said, those at the top have more weight behind their words and actions.
One disgruntled employee on the line can cause some mayhem. So can a senior VP, with a mere pen stroke.
I know of a major project (not naming names, but it is where I work) where many people did their best to shanghai things – over several years – but the people at the top kept on forging ahead. With enough money and effort, it likely would have succeeded. Then, a new CEO took the reins. He took a look at it, and poof – gone, cancelled with a word.
If you don’t believe that people in power have more, err, power than the average man on the street…
I’m not saying it can’t be done – just that if I, for instance, wanted to change (say) Canada’s position on the war in the Middle East, it would be a really long and tough fight for me. The PM could pretty much just do it (ignoring the repercussions from other nations, of course).
See what I mean?
I’m not blaming other people, however – because you are right. Take control of your lives and actions.
If we can’t effect the changes we want where we are, it is up to us to then change where we are – change ourselves – change our situations.
Sometimes that means going and doing something else. Sometimes that is how great, new things are born.
Brett Legree’s last blog post…viking fridays – a story of give and take.
6 February 2009, 9:21 pm
To be honest, I’m tired of hearing people defend the managers today. How we should stop blaming others, take control of our lives, yadda yadda yadda.
With all due respect, it’s easy to say, if you’re not working in a toxic dysfunctional company.
I’m not talking about workplaces where a few people grumble during their coffee break. I’m talking about widespread dysfunctionality, above and beyond the norm. You really don’t know what it’s like till you’ve actually been in one of these places.
I won’t even get into all the details here, but I’m sorry, there ARE times when it IS the managers fault. 100%. And I won’t apologize for them.
They’re they leaders. They’re the ones that are supposed to run the show. They get paid the big bucks to make things run smoothly.
If a company fails…it’s THEIR fault. Not the workers. (If any workers WERE a problem, it’s the managers responsibility to fire them).
But if there’s bad leadership, and nothing’s done, eventually, a company gets to the point where it’s in a chronic death spiral..sinking fast.
As for taking control, the only thing we can do is to jump ship before we get sucked under.
Not saying it’s impossible. But it IS easier said than done. Depending on your line of work, it can take 6-12 months (or more) to find another decent job, that will pay your mortgage and/or support your kids.
That’s why people get frustrated…in the mean time, they might watch the clock, and bide their time. And I dont’ blame them one bit.
Friar’s last blog post…How I Divorced my Old Ski Boots, and Found a New Sole-Mate
6 February 2009, 9:25 pm
@ Friar –
As I’ve said a few times, I’ve BEEN in one of those places. For many, many years. Both as low down and high up. I know from personal insider experience.
I get where you’re coming from. I do. I understand your feelings and I’m certainly not about to start preaching (I hope) to you. But I do hope to make you think a bit instead of just sitting back and grumbling, dude. You’re better than that.
James Chartrand – Men with Pens’s last blog post…The Big Secrets No One Talks About
7 February 2009, 1:37 am
Okay. I stand corrected.
Thank God, too.
Because where would silly people like me be?….if we didnt’ have others to guide us, and help us think straight and stop grumbling?
Friar’s last blog post…How I Divorced my Old Ski Boots, and Found a New Sole-Mate
7 February 2009, 6:35 am
To be frankly honest, if you didn’t then I wouldn’t have much of a way to look wise. So please, continue
James Chartrand – Men with Pens’s last blog post…The Big Secrets No One Talks About
7 February 2009, 8:13 am
James,
You still have smoke breaks in CAN?
Todd,
Do take a look at Are You a Manager or a Leader? Why Pushing Change Always Fails, which I also linked to someplace above here in the comments, for my thoughts on how management can lead staff to change.
Brett, Friar,
One day you two will rule the world. And when you do, it will be as leaders, my dear friends.
Later,
Kelly
7 February 2009, 8:35 am
Kelly,
I think we already are leaders – all of us are, out here – on the cutting edge. If we’re not leaders in our current “work”, it’s just because we haven’t matched ourselves to the right sort of thing – yet.
Brett Legree’s last blog post…viking fridays – a story of give and take.
7 February 2009, 8:45 am
Hear, hear.
7 February 2009, 10:51 am
Thanks, Kelly. I’ll take a look a your link.
Todd Smith’s last blog post…She She Shoes – Should Women’s Footwear Be Artwork?