Once upon a time, employees existed to serve their bosses.
Those days are over.
If you want your team members focused on your customers, patients, students, or other team members, you need to figure out what they need, give it to them, and get out of the way. Leaders need to be user friendly.
- If they have a better way, let them do it.
- When they have something to teach you, learn from it.
- As they need guidance, be consistent.
- If they need you, be there.
They are your customers. Leadership is your product.
Make it user friendly.
Have a great night,
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, User Friendly
The other day, I wrote about about my experience with adopting a “One Life” policy.
It sparked a great discussion and I got a chance to meet some really amazing leaders who felt the same way. Apparently we’re on to something. It’s time to change!
However, I think it’s missing something.
In order for the “One Life” policy to work, it needs the “You Manage Yourself” policy to go with it.
Here’s how it looked:
“You will be led by strong leadership, but must manage yourself.
On our team it will be possible to get away with cutting corners, faking sick days, two hour lunches, stealing Post-it notes, and other activities that happen under poor management. However as your manager, you will be responsible for what happens under your watch. You must achieve your objectives and manage your talent to reach the success that is expected and required.
- If you need help, lean on your leaders.
- If you want advice, ask for it.
- If you make mistakes, admit them. Then move on.
It won’t be easy and this may be your first management position, but we believe in you.”
If leaders are going to find focus and time to lead, everyone on the team must manage themselves.
1) The “One Life” policy makes things too complicated
Once you let humanity into your organization, it gets complicated. Imagine trying to track how much time people are doing “home life” activities vs. “work life”. How do you quantify and measure what’s appropriate? Humans are complicated.
Some leaders fear adding more “stuff” onto their already full plate and that’s why rigid rules were made in the first place. Rules make things simple, but simple doesn’t work anymore. So, when it finally gets complicated, it’s time to delegate the management.
2) It’s impossible to manage another human
Unless you are in manufacturing or similar controlled environment, it is simply not possible to truly manage another human. Human management is a myth. Heck, half the time I can’t manage myself. Good luck controlling the emotions, hormones, or motivations of someone else.
Since humans aren’t that easy to control, why wouldn’t you promote the person who knows your employee best? They have more experience than you do.
3) Empower your people and they will have the power to do amazing things
Most people want to do great things with their lives. Only hire those type of people. If you find out that your team member doesn’t care to do much with their life, help them find a new job. The old saying goes “Hire great people and get out of their way” and the “You Manage Yourself” policy is the most complete way to do that.
Also, the “You Manage Yourself” policy frees leaders to do the one thing they need to do most: Lead. No more excuses. Leaders must lead and managers must manage. Collaborate with creating measurable goals, keep managers that win, and help the rest get new jobs.
Keep it nice and simple.
Have a great night!
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"You Manage Yourself"
, One Life
There is no such thing as “Home Life” and “Work Life“.
We only have one life.
Traditional employers would like their team members to “leave your personal life at home”, while at the same time asking salaried team members to come in early, stay late, bring work home with them and check company email, read required books, or take phone calls outside of the office.
Now we’re asking our team members to help us engage in social media at all times (or at least we should be).
When does it end?
Obviously I don’t have a problem with taking work home, hence the 8pm Warrior concept. However, I do see a problem with the artificial line that some employers draw in the sand when you enter “their time.”
This often means:
- Don’t take personal phone calls at work
- Leave your troubles at the door
- Don’t go on Facebook during work (unless we tell you to)
- Don’t check your personal email at the office
…and other rules governing work life.
We only have one life, and ignoring that fact will cause problems for business leaders.
- A “Caring Culture” is a more profitable one!
- Faking emotions causes major problems
- You can’t build a Culture of Caring if you don’t care about your team members first
- Caring about your team means caring about their whole life, not just work life
Yes, I practice what I preach.
In 2006 when I founded Clear Medical Solutions (Clear Medical Agency, HIM Circle, and the Clear Medical Network) we immediately implemented a “One Life” policy for our salaried office staff that stated:
“As a member of our team, we care about your whole life and recognize that we share a common journey. Together, we have embarked on an exciting mission, and it will most definitely be a journey that goes home with you when you leave our office.
You only have one life, and even though we ask for a lot of it, we invite you to bring your home life with you to work. Let us help carry the baggage. One team, one dream. You are not alone.”
In practical terms this means:
- Abolishing break time limits (i.e. one hour lunches, 15 minute breaks, etc.)
- Flexibility with personal challenges (i.e. helping take car to auto shop, sick children, grieving, etc.)
- Investing time to discuss home life
- No restrictions on personal calls, checking personal email, or periodic personal use of social media.
In return, you should expect:
- Your team will check their company emails, engage in company related social media channels, and take work related phone calls at home
- Your team will be flexible for work challenges that arise (i.e. deadlines, crisis, product/service launches, etc.)
- Your team will not abuse flexibility and take more than they give.
I know what some of my critics are thinking. ”What a circus!” ”I would love to see how many people abuse this type of policy.” ”How can you manage that?”
That’s the wrong way to think about it.
Bad people will always abuse things. That’s why I don’t hire bad people. If you adopt this policy, you have to be prepared to be better at recruiting and firing. You will have to lead more, manage less. Our “One Life Policy” went along with our “You Manage Yourself” policy.
At the end of the day it’s still about performance. You shouldn’t hire or continue to employ people that don’t perform, and a one life policy only helps the responsible members of your team balance their life more successfully and openly.
Your employees have already implemented the policy on their own, they just are doing it secretly on their mobile devices, during “sick time”, and sneaking around to do what is natural. Living one life.
It’s time you help them.
Have a great “one life”,
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, Home Life
, Human Resources
, One Life
, Taking Work Home
, Work Life
It sounds like a simple idea to be considerate when asking someone to go above and beyond (pick up extra shifts or take on an extra project). However, I can’t count how many times I’ve heard or seen people try to “attract bees” with vinegar instead of honey.
Are you seeing this too?
Ever hear this in real life? ”Um, yeah, we’re going to need you to come in and work tomorrow.” (watch the famous Office Space clip)
It’s funny to watch, but they made the movie Office Space because so many people can relate to the “Corporate” treatment.
It just doesn’t work if you want to build a team of great people. Kindness is key!
- Ask, don’t tell.
- Say please and thank you.
- Show that you care.
- Explain why you need it.
- No means no. If they say no, move on. (They might say yes in the future if you don’t ruin the relationship)
- Be pleasant.
Also, it’s important to surround yourself with caring, respectful people so that you can be caring, respectful back. It makes for a nice situation.