When you are helping your customers, coworkers or managers, do you make it easier for them or harder? It sounds crazy to think that we would ever make it harder for people intentionally, but do you think you ever do it unintentionally? Do you sometimes take things a little too much to the letter of the law. Coming from an HR background, I would never want to be accused of suggesting you don’t follow policy and procedures, but policies and procedures are meant to be used with common sense and not to intentionally make things difficult for people. Here’s what I mean….

Do you have any of those reward cards from stores like supermarkets or chain drug stores? I don’t like carrying the cards around with me and I don’t need things hanging on my keychain. When I get to the register, they usually ask if I have the rewards card. I can’t think of a single store that does not have another way of looking up your account. Most times they ask for your phone number or ask you to type it in on the keypad. The other day, I was in one of those stores and they asked the usual question, to which I gave my usual answer. The girl behind the counter, sighed, literally rolled her eyes, and asked if I was sure I didn’t have it on my keychain. I said, “Can you look it up with my phone number or something?” She said, “I can, but that’s why we give the card and key chain attachment. Then we only have to scan the card, and it makes it easier to give you the points!” “Easier for whom?” I asked.

I’m not being difficult. It’s not really easier for me that way. Rather than searching through my wallet or pocketbook, I can just type it in on the keypad and be done with it. I get the point; the card is the preferred way to do it, but she really didn’t have to make it so difficult for me. Once she was convinced I didn’t have the card or the keychain attachment, she acted like she had to reset the register or something in order to let me type my phone number in. “Hold on……. wait a second….not yet. I swear she was punishing me. I get it, if you want to gently remind me of the preferred method, but if it’s really not a big deal, don’t make it one.

I’ve observed people handle things similarly when customers or coworkers don’t have the account number, or the serial number, or the PO number, etc. and then I’ve encountered people who simply just look it up another way. Which person would you rather deal with?

Thoughts…….. Contact me at abbe@TECResourceCenter.com

The best leaders are coaches.  Like coaches, they give direction.  They scrutinize performance.  They strategize when the team is struggling and they are there to praise the victories.  They motivate their players to reach higher and achieve more. They don’t just get involved when things go wrong.  They are in the game from start to finish.

At work, it’s easy to get bogged down in the minutia of day to day managing, that we forget the leadership part.  If you believe that successful managers are great leaders, and great leaders are great coaches, it makes sense that we should be spending more time coaching.  Here are some coaching tips I have found have a real impact in the workplace:

Meet with your employees on a regular and formal basis.  I know many of you feel like you talk to your employees every day, but that is not the same as a formal weekly meeting.  When you take the time to meet with them either one on one (and I recommend that for key people or supervisors or managers that work for you,) or in a group, they immediately feel more engaged.  It provides them with the opportunity to ask questions or raise concerns without feeling like they are bothering you during the day.

Think about their professional development and discuss it with them.  Great leaders care about their employees’ happiness.  Research shows that one of the most important engagement influences at work is the opportunity to grow and the opportunity to use the skills they have.  You can only help them if you understand what these factors are.  Sometimes the employee themselves isn’t even sure of the direction they want to go in.  Help them figure it out.  Ask probing questions like what is it you like most about your job?  What is it you hate most about your job?  Often that can be a great indication of the path they should take.

Tell stories.  If you have ever played a sport and had a great coach, I bet one of the things you remember most are the stories he or she told in the locker room or on the bus after the game.  People like to know you are real and even a little vulnerable.  Share your experience.  The more your employees feel you “get it,” the harder they will work for you.  And nothing proves you get it like a great story.

So let me ask again, are you in the game?

Thoughts…….. Contact me at abbe@TECResourceCenter.com

WIIFM? What’s in it for me? That’s what everybody wants to know. So tell them!

As a manager, it can be frustrating to work with this type of attitude; especially if you are a true team player, where the good of the team matters more than the good of the individual. If you are willing to sacrifice for the greater good, it may be particularly hard for you to understand where people with this type of attitude are coming from, but it pays to take the time to try.

Employees may not be selfish, entitled or disengaged if they always seem to be looking for what’s in it for them. This is actually quite natural. Different generations and different behavioral styles approach things from a variety of ways. People look at work differently. Some people work to live, some people live to work. Neither is right or wrong, but as a manager, it’s important to know what motivates your employees.

Employees who think about work as a means to a paycheck are not going to be motivated in the same way as others who are more focused on specific achievement, but that doesn’t mean they will not work as hard or be as successful. Their motivator might be money, and at this point in their life, that may be the most important thing because money is tight. They may not have the luxury to make a little less as long as they are challenged and interested at work. For those people, you have to tell them about the financial reward for them exceeding your expectations. They need to know there is a raise in their future. That’s what’s in it for them. And if it’s not going to happen, you will have a disgruntled employee. And a disgruntled employee is not a productive employee.

Employees who are motivated by praise, status, etc. must be handled differently. They will care less about the financial reward and more about public acknowledgement. They need to be recognized for the job they did; the pat on the back, the employee of the month award, etc. That’s what’s in it for them. If they are not feeling appreciated, no amount of money will motivate them the same way.

So don’t be put off by employees who seem to only care how much money they make. Successful managers recognize that everyone is different so different things will motivate them. They don’t look negatively on employees because their need or motivator is money. The common denominator for success here is appreciation. Employees need to know they are appreciated and doing what you can to provide the motivation they need shows you know them and appreciate their work. Managers and organizations also need to feel that employees appreciate them. So as an employee, when your motivators are acknowledged and management is paying attention to what’s important to you, saying thank you will go a long way on that end. Win / win. Everyone gets what they want and the organization thrives.

Thoughts…….. Contact me at abbe@TECResourceCenter.com