Give Nearly the Ultimate Gift

Giving one’s life for another is the ultimate gift.  Right?

However, that sort of sacrifice isn’t a gift often requested or needed in a modern society.  So what’s the next best alternative?

Giving someone a piece of your life.

Ask the adult children of many ultra-successful 8pm Warriors what they really wanted for Christmas while growing up.  It won’t be another pony or sports car.

Does your kid really need 15 more toys?  Does your spouse need another shirt?  Do your team members really need golf balls or trinkets with your company logo?

Are they even gifts if they’re not wanted or needed?

What do most people truly want from their parents, spouses, children, leaders, or mentors?

Time.

Attention.

Some of your Life.

 

Basically, they want the stuff you can’t buy, fake, or transfer.

Next time you’re wondering what to get the “person who has everything”, try giving them a piece of your life.  Give them an extra amount of your precious time.  Even a smallest amount is appreciated.

To all of you who have taken a piece of your life this past year and given it to me in the form of feedback, ideas, or sharing my posts:

Thank you for nearly the ultimate gift!

 

I am thankful for your time.

Have a Merry Christmas!

Aaron@Biebert

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Why is half your team unhappy? Why are 25% leaving?

It’s always someone else, some other company, some other leader.

The fact remains that most American workers are unhappy with their position.  25% don’t plan on staying at your company.

Since most companies have laid off everyone possible, the reality is that members of your core team may be dissatisfied.

Why?

Do we ask for more each year and give less in return?

As a whole, we’ve laid off middle management and cut support.

  • We’ve cut budgets
  • We’ve cut benefits
  • We ask for more
  • We pay less

Have we laid off the joy?  Have we forgotten about people?

What’s the cost of that?

Only you can answer that for your organization.

I know I’ve got work to do…

Have a great night,

Aaron@Biebert

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5 Things to Do After a Business Breakup

“John Smith is no longer with the company. Please forward all phone calls to me.”

This is not one of them.

In one of my first jobs after college, the company I worked for would send out emails like this every time someone got fired or left. No discussion. No explanation. Simple and cold.

The problem is that even your best employee inserts their name into John Smith’s place.  No one wants all their time, relationships, and energy summed up with the simple phrase “John or Jane Smith is no longer with the company.”
 

Most jobs come to an end, but we all want to believe that we’d be missed, celebrated, and respected.

It’s an emotional situation.

If someone leaves, is fired, or laid off, it should be traumatic to you as the leader. After all, it probably means you failed.

You hired the wrong person, didn’t build the relationship, or made decisions (or didn’t make decisions) that led to a need for downsizing. Obviously, people sometimes do unexpected things that make everyone feel good about a firing, but most times a firing ought to be the toughest thing you do as a leader.

But not for everyone else.

Those who are left behind need to feel like they are safe, appreciated, and respected.

Here are 5 things to do after a business breakup:

1)  Be Honest

Don’t say much more than the basics, but what you do say should be honest.  When you answer questions tell the truth.  It always gets out and you don’t want to ruin your trust with the remaining team members.

2)  Be Respectful

Focus on the positive things the former team member did.  Be thankful for the good things and do not bash them.  How you speak of the former team member is how others will picture you treating them if they’re gone.

3)  Talk about the Future

Just like any relationship, people know that a relationship is intact when you talk about the future of it.  Understandably, some of your team may be nervous if you let someone go, so it’s important to reassure them that the future is fine and they are part of it.

4)  Pay Attention

If one of your team members is close to the former employee, make sure you pay special attention to them. Pull them aside to discuss the situation and ask them to share their feelings with you.  Listen.

5)  Be Human

Let your team know that you have feelings.  Don’t be a strong leader, be a human one.  You just used the big stick, now it’s time for the quiet voice.  It’s time to share some emotions and make people comfortable again with you.  The more they know of you, the safer they feel.

Whatever you do, do not treat it like a regular day.  It is not.  It is the day you lost a part of your team.

How you act will show the world what you think of your team.

Have a great night!

Aaron@Biebert

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