Rose-colored glasses. Yes, that what they’re called. I had mine on…bet you did too. I knew I was a still just a junior manager but I walked around like the king. I was the newest big shot. Got things done, yes, that was me!
Boss needed a project completed, I was the man. Boss read the good customer feedback letters in our daily stand-up meeting, guess whose name kept being mentioned? Yes, mine!
The king! Need something done, call me…
But what did I really do? What did I really get accomplished?
Sure, tasks were completed, customers taken care of, budgets met. But that’s not all there is.
What about my staff? Did I take care of them? Did I help them to succeed? Was I so focused on my “rising star” that I forgot the most important part of a business, the employees?
I’m embarrassed to say that yes, I did. And I bet you did too!
Are you STILL doing it?
We should hope that our employees are looked at as the stars and in times of need, not just us managers. When they perform well we all get the credit.
Without them we fail, and I’m not ready to fail…at least not anymore.
What about you?
►Do you really know how your employees feel about you, or your company?
►Are they happy working for you and look forward to coming to work?
►Do they feel appreciated?
Don’t think all this matters? Then, what does matter…your job maybe?
How long do you think the boss will keep you around if the employee morale in your department is poor?
Don’t blame the economy or the customer’s high expectations for poor morale. That’s part of doing business.
We can have happy employees in good times and in bad. It’s just harder to keep them motivated in bad times, but with effort it can be done. No excuses.
So, are you willing to find out, really find out, what your employees think of you?
Do a “blind questionnaire” of your staff.
You may be surprised at what your employees think of you and your business. The answers to these questions will tell you much – you may not like the answers. Be prepared.
Here comes the first 5 questions…
1. When you tell others, friends or family, etc. what company you work for, what do you say? Do you follow up with how good/bad the company is and why you like/hate working there? Or do you just say the company name and “it’s OK working there”?
2. Are you proud to work here? Explain why. If you can’t, what does that tell you?
3. Are you happy with your department’s management team? Do you have confidence in them to be able to help your department and the company improve, be more successful and grow? Or are they clueless and “just collecting a paycheck”? Explain.
4. Would you prefer that some in your department would leave and work somewhere else? This will tell you who the slackers are.
5. If you had an opportunity to take a job with another company within the next 2 weeks, one that will pay you a similar wage and position, would you take it? Explain why.
“Cubicle thinking “; thinking only about yourself or how something benefits you, has ruined more managers and teams than can ever be imagined. If you want those around you, those who you are responsible for, to succeed you must know what makes them tick, how to motivate them and why they do what they do.
How do you do this?
By asking the difficult questions until they are no longer difficult.