Yup
Nah, just that the OP should try being nice before asking it of others. You’re welcome to request people be nice to you. Me, I’m always wary of Doug, mainly because my brother is one.
I must admit, the OP gave me some pause, considering the poster’s history. Also, I’m wondering if the OP experiences any cognitive dissonance generated by the fact that on the one hand, he’s excoriating the “holistic management” model, and on the other hand, he’s (presumably) working to benefit from the impending release of another chunk of it into the world.
A good Despair slogan might be:
Always work for a manager who trusts you. He’s so easy to take advantage of.
I love Despair!
Speaking as a manager, here’s the deal:
We do not have an infinite amount of money to lavish employees with
Every employee thinks they are worth more financially than they really are
It is not a simply matter of treating people nice. It is getting people to perform work that they may or may not be actually be interested in doing. Yes, we should always treat employees with respect. That, by itself, is not enough to make them happy. Ultimately they are are not there to be happy anyway, they are there to do a job. I’d like them to be happy, but at the end of the day, it’s more important for them to get their work done.
How exactly SHOULD we treat people? Look at the posts around here. If a company schedules a social event, half the people will complain that they are being forced to socialize with their coworkers and the other half will love that the company provides these little perks.
Or you could just be a bitter misanthrope. Ideally people should look for a job they like with people they get along with. If you can’t spend a few hours with someone doing something fun, how can you spend time with them doing something you hate?
The only reason I like corporate retreats, training camps and other boondoggles is that it gets me out of the office for a few days. I see little to no business value in most of them. Most of the time, they just serve as a three day drinking vacation for employees.
In reality, the way you create a work environment that people enjoy is:
-Pay people a FAIR salary so they don’t think they’re being short-changed
-Respect that people have actual lives outside of the office
-Provide opportunities for people to learn and grow and gain more responsibility
-Eject problem and incompetant employee and malcontents - their bitterness is contageous
-Be consistant in your application of rules and policies - avoid favoritism
-Give people clear and concise instructions. Avoid vagary.
-Give timely and accurate feedback - positive and negative - people need to know what they are doing right as well as what they are doing wrong
-Don’t micromanage but don’t let employees just flouder around
-Lead by example
I don’t think that is a stupid one. A personal touch from the top bods goes a long way, particularly if the project or whatever has been a nightmare. It’s better to be hand-delivered, but I guess that depends on individual locations.
Hard for me to hand deliver from Minneapolis to Thailand. If they were local folks, yep.
(I’m not a top bod - I’m a project manager. Which makes it all the more important because I don’t OWN resources, I don’t control salaries or reviews - but I NEED these people to complete their tasks so my projects succeed. There is a lot of carrot required, and I have a very inadequate stick).
WORD!! If that were the case I could pay people in bags of dirt. Some people feel they are owed a living wage.
I have a job I like with people I get along with. I get frequent compliments on my cheery personality at work. But when I socialize with people outside of work hours, I want it to be on my terms, not my employer’s. If the company wants to pay me to have fun during business hours, I have no problem with that.
You could have social events that aren’t mandatory, and don’t require free time. No requirement, not even hinting that people should go. If they’re any good, most people will attend on their own.
I find the “we can never make everyone happy” attitude as a sign of poor management. While generally true, I’ve heard it too many times from piss-poor managers that not only didn’t make everyone happy, they made everyone needlessly miserable. If your good performers are happy, you’re probably doing a good job.
There’s no one-size-fits-all solution, sure. That’s the point. There’s no one thing that will motivate an employee, or a group of employees. It depends greatly on the individual and the culture of the group.
Poor managers don’t understand the needs of their employees. For example, I fought bitterly to get employee recognition gift cards to be for places like Wal-Mart and the gas station, instead of the highbrow mall across town. If we had been working with more money and a more affluent group of employees, the idea would have been fine. The problem was that the managers were picking what they would have chosen for themselves - and were truly out of touch that many of their employees (often low-paid temps) were desperately struggling financially, and that a $5 gas card could mean helping them get through their week easier. These employees didn’t want to “treat themselves”, they wanted to be able to pay for their groceries, daycare, and gas without borrowing.
An awful lot of money got thrown around at my old company for incentives and morale and a lot of it was wasted. Nobody cared about the decorations, the little parties, that sort of thing. But giving people $5 or $10 at the grocery store was always well received. My managers complained that we needed more variety, but I wish I could have kept using what I saw motivated my employees. But it wasn’t “exciting” enough, so instead they bought a bunch of stress balls and toys.
That said, at my current workplace (a software company), $5 gift cards would probably be a little inappropriate. Instead, we have a lot of little perks. Stuff like free sodas, free lunch once a week, and I have a great boss who tells me to slip out early once in awhile.
Even then, some things are universal: being able to earn a manager’s trust and respect, not being micromanaged or treated like a child (i.e. no personal emails), pay that’s industry-competitive, medical insurance, and (as was mentioned) being protected from bureaucracy.
Events are cool. Don’t get me wrong. I actually enjoy them more than the average person. But it’s just that if you only have so much money to go 'round and people are really simmering about salaries on a regular basis, then why are you buying that stuff? It really has no business benefit and the morale benefit only works if people are already reasonably content with their jobs.
For events, planning time (yes, endless committee meetings and site visits) swallows up project time, say for QI, and face-to-face time with your reports. And since the expectation is that you do QI and your reports are your first priority, you end up doing your QI in your own time, to varying degrees, depending on what else competes for your time when you are on site.
If there’s a manager who hasn’t thought or said, “Employees would probably prefer a day off or a certified cheque,” then that person probably shouldn’t have the job. Time off/certified cheques are generally not offered as choices, even if anyone seeks feedback regarding such things – which I am always pressing people to do with mixed results.
Public affairs and HR personnel are hard-pressed to milk a lot of coverage out of “we give our five year employees a half day off!” A staff picnic at an amusement park is going to make for better pictures for the house organ than a guy sleeping in and then taking an extra long shower.
I think that a positive note from a manager is a great carrot. Your workers know that their work was appreciated, and they feel a little better. The best bosses I’ve worked for always had praise for good ideas, and gently corrected me when I goofed up. The worst bosses I’ve worked for stole my ideas and passed them off as their own, and screamed at me. I don’t need much stick, but I’ll work as hard as I can for a bit of praise and recognition.
I spent 17 years in IT. A very large number of different bosses, not just because I moved around, but because of the nature of some companies. I was at my last job roughly 2 years and had 3 different managers. The longest I was ever anywhere was 6 years and that company reorganized at the drop of a hat, usually more than once a year.
I’ve spent three years in Security, working for three different companies. I’ve done a number of other jobs too.
So I can say with confidence that I have had a lot of different bosses in a number of different fields. I have learned from the best, I have learned from the worst.
The best bosses encouraged their people to improve, and made it possible for them to do so. They made it known that they appreciated my work. They took an active part in managing the work of their unit, but did not micromanage my responsibilities.
The best said (roughly) “It’s my job to help you do your job. Most of the time, that consists of getting the hell out of your way and letting you do it. Sometimes it consists of helping you to do a better job. Hopefully the disciplinary part of that is very rare. Sometimes it consists of taking a bullet for you, from my boss or from someone else.”
The worst don’t really have any one aspect in common. There were the micromanagers, the flat out evil nasty assholes, the ones who change their ideals and processes every time they take a shit, and the one I’m suffering under right now (and have experienced in the past), the arrogant ones who think that being a manager means that they’re above actually managing their people.
Like Lynn, I’ve had two Project Leaders (non-management team leaders) who have stolen my work and passed it off as their own. I’ve had some bad managers and even some co-workers who passed my ideas off as their own. I consider that to be THEFT.
Unfortunately, if they’ll lie about whose work it is, they’re going to lie about you when you try to get the story straightened out. And even more unfortunately, since they’re higher on the food chain, they’re usually more likely to be believed.
I guess the whole thing boils down to: Why is this person a manager? If it’s for the Prestige (what a joke!), the Pay or the Power, then the person is in it for the wrong reasons and in my experience, is far more likely to be a Bad Manager.
I’m similar, but from experience, I know not everyone is.
One guy in particular - his work is uneven - sometimes very good, but the most I will do is a verbal thank you. He sees such things as manipulative. He shows up only for his paycheck, which I have no control over. We’ve done the gift certificate thing for him - that isn’t motivating for him either.
I think most people work for a paycheck - they are motivated and excel when they get tasks they enjoy they are good at and when they work for people who appreciate them and like them.
As to the social thing, there was a big consulting company in the Twin Cities (Born - which did have staff in several cities before their world collapsed). Born recruited me several times. But Born was was of “those” companies - people who worked their tended to be young and single. The company had regular “not quite mandatory” company events. I was trying for kids - I knew my days of “honey, I won’t be home until 8 - its happy hour night” were limited. And I live at the wrong end of the Twin Cities for most of those occasions. So I never took their very nice offers. Not my kind of firm - move on. The thing is, most of the Born consultants LOVED this “perk.” Maybe they were losers without lives - maybe they just enjoyed getting together with people that were like them and weren’t interested in limiting their social circle to “the friends I have already.” (Plus I think at least a round or two were on Rick Born). Some firms are full of people who are young, single, and recently relocated. Life for those folks is tough unless you make friends easily.
That’s exactly the kind of thing that gets you labeled ‘not a team player’ on your performance review. It’s not officially required, but everybody knows you better be there or else you get a reputation for not participating in the company culture and it severely limits your upward career movement.
But it’s not ‘mandatory’ because you can avoid going if you are willing to get that anti-social label and limit your career.
As for thank-you notes, fuck it. I don’t care about a thank-you note. I’m doing my job, not favors. If I’m doing a better job than the dipshit who’s screwing the data entry chick in the stairwell half the day, then perhaps I should be paid more than said dipshit. Or maybe, since said dipshit doesn’t do any work, he should not have a job.
If there are managers here that think people don’t leave jobs over money, well, I know several people who have and I’ve done it myself. You may be watching out for the company’s bottom line, but I am watching out for mine. If you competitor is willing to offer me 20K a year more, you will soon be looking for my replacement.
Really? Cause I’ve been doing it for YEARS and have received many promotions and (with the exception of a boss who I didn’t get along with early in my career) consistently excellent reviews. I’m sure there are firms that hold “didn’t go out for happy hour” against you, but I’ve never worked for one, nor have I ever consulted for one - and while my sample size is pretty small - having consulted its probably larger than average - about sixteen firms. I almost never do those things - did them more often before I had to worry about kids - but even then I wasn’t a hang out with my co-workers person.
I’m sure there are bad bosses and bad companies who do this - in my experience they aren’t common. If that’s the case, the company (or at least the boss) isn’t worth working for.
(Somehow, I doubt I’d send you a thank you note if we worked together. You obviously aren’t the type where I’d waste my stationary. But you made the case nicely - that is why I individualize my feedback. I got a five figure bonus last year for being a top performer - I’m not motivated by money. It was nice, but it isn’t going to make me stay or work harder. What is making me stay right now is that I really like my boss and some of my team on a professional/personal level).
And when I was a manager - hell, if the other company can pay you 20k more PLEASE GO. If I’m a good manager, I want the best for you and I can’t match that. If I’m a bad manager, I don’t care and you SHOULD be looking out for yourself.
OK, Einstein. How about I give you some details and see if you remain so cocksure.
I own a veterinary hospital. Every year I get a few 18 - 22 year olds wanting to accumulate experience to help them apply to veterinary school. Basically, they would happily pay me for being able to hang out and observe. My insurance carrier does not allow that type of situation. I have to pay the person in order for me to be covered in case they are hurt, or cause hurt to anyone else.
If there were no minimum wage law, I would happily have 2 or 3 of these folks hang out and be paid two bucks an hour. Instead, I give one person the chance and turn away a few others.
WORD yourself.
Actually they are. Failing to pay a living wage is dispicable. Fire the individual if they don’t meet your expectations. Or keep on whining.
My boss has a boss, let’s call him the working boss. He has a boss, and he also has a boss. Let’s call them the Cheese, and the assistant Cheese. Time was there was an assistant Cheese of Administration as well, but since he retired, they decided to do without. Now, since I work for the State ([sub]No, it’s a commonwealth! [/sub][sup] Nevermind no one else cares about that. [/sup][sub] But it’s not a state. [/sub][sup] Might as well be. [/sup][sub]There’s a world of difference! [/sub][sup] Shut up.[/sup]) our hierarchical magnificence rises to even greater levels with Agency Directors, Commissioners, and each of them has an assistant. Then there is a Lieutenant governor who has several layers of assistants, and his Ultimacy Himself, the Governor. (Who has assistants beyond number, each more exalted that the last.)
Every year, for the last thirty years I have gotten several letters from almost everyone on this list. The letters variously address me by an androgynous categorical nominative such as “Dear Caregiver” or some less specific “Dear fellow State Worker” type of salutation. Pardon me if I don’t feel all that saluted. The letters go on to describe the inestimable importance of my contribution to the team, agency, department, or general category larger than a department, up to and including the very fabric of civilization itself. I am the very salt of the earth, and the cornerstone upon which rests every thing deserving of resting somewhere.
Problem is, they send everyone one of these letters, and in several cases they went to people who hadn’t done squat about the crisis above which I am reputed to have risen. I generally get these letters in “my box” which I empty daily into the trash can. (Thank God I don’t have an email account at work!) The people who send me these letters of recognition couldn’t pick me out of a line-up. OK, the ones who work on the same premises as me could, because I have been here since the day they got here, and I am a well known member of the staff. Some times I get the letters at meetings where they are passed out to everyone, as a special effort to express the gratitude of the Agency. Yeah, thanks. I pitch it in the trash immediately, after being told that I shouldn’t just pass the pile along to the next cog without looking.
Now, remember the guy I said was the working boss? A letter I got recently from him went sort of like this:
Hey, Tris!
You’re idea was great. We tried it out on all three units, and it works just like you said! Pick a day in the next couple of weeks, and I will come in and work for you.
Thanks again.
Working Boss
Yeah, that’s motivation. He asks me to do him a favor, it’s done.
Tris
“I have always thought the actions of men the best interpreters of their thoughts.” ~ John Locke ~
Perhaps your company would have better results if they considered the morale of their employees the priority, rather than the PR value of showing off “value” of their employees.
Jealous? I’m sure the status quo can make time for you.