In my opinion, from all that I have observed in the news, on the radio, in real life interaction there is a strong disconnect between the corporate office employees and the field employees. For instance, when you meet and greet people from the corporate side of an organization it is completely different from meeting someone in operations out in the trenches.
It is such a huge disconnect. Show me any very successful company where prospective employees are knocking down the doors to get in and I'll show you a company that is getting it right. Too often in my days I have heard someone say they will do anything to keep a good person down. Tell the other employees not to speak to them, don't carry on any conversations with them, not give them any promotions and other derogatory stuff. My concern is why can't they use that energy for good. Why not uplift people in the areas they are strong? Put personal differences and perceptions aside and concentrate on the positive things which help to move the business forward.
I would be truly amazed to hear someone be labeled as always getting it right, great customer service skills, takes time to listen to our customers and our customers concerns, shows up on time, goes to lunch and returns on time, leaves timely. Never complaining about having too much work to do. It seems to at times be the norm with society conditioning us to be bottom dwellers rather than looking to be grateful, appreciative, praise, and offer our assistance to those on the way to the top. Again, get over the drama of wanting to keep a good person down. Learn to deal with your own inadequacies and shortcomings without spreading the misery to others.
One thing companies fail to realize is employees need to feel some type of empowerment, worthiness, and positive morale to succeed. Let an employee feel they can help to make a difference.
The common thread which normally links an employee to a corporate 9 to 5 giant is usually a manager. The chain is no stronger than the weakest link. If you have a weak link between the field staff and the corporate staff it shows.
I feel sorry for employees who have to endure the misery of working under a miserable boss. This goes industry wide no matter what type of business concern it is. The corporate people normally only know and recognize the people at the management level and above. Seldom do they take the time to get to know the contributions and abilities of the people who are making it happen day to day in the business operations. In most cases it's beneath them. Most organizations don't practice 360 degree evaluations so the dilemma continues like a bad cycle with an infinite loop. The manager is empowered to keep treating the employees under her control like crap and continually gets away with it no matter how many complaints are filed none are actually addressed to the point where it makes a difference. The manager is like "oh well."
Oh well it is a shame and a travesty. As a manager and a leader they need to realize it is their job to keep things under control. To provide a stress free environment which is conducive to working in lieu of an environment promoting hate, discord, and discontentment. The bottom line is a good place to look to determine when things work and when they don't.
We see regional managers, general managers, regional coaches, and area coaches all designed to promote and encourage other management employees. Seldom do we see titles set up to empower the employees working at non-management levels of an organization. How often do we see employee coaches, employee care coaches, or anything to train, inspire, and motivate every day employees to go from ordinary to be extraordinary?
Why don't large corporations get the big picture? The companies with the highest retention rate are those who encourage and motivate their employees to succeed. When you see a high turnover rate at a particular location that is clue #1 that something is not right. Why don't employees at some locations ever excel? Why do employees at some locations always meet promotion standards and others don't? When is the last time you took a hard look at your organization and the key players to see whether or not a change is forthcoming in order for your business to be more successful?
My challenge for all people in authority is to casually ask their subordinates some key questions: "What are you doing to motivate and empower others?" "If you were not around tomorrow for some unexpected reason who have you trained under your supervision to carry the load?" "When was the last time an employee told you they appreciate you for being a great leader?" "When was the last time you even stopped to ask sincerely "how are you doing today"? ""How are you resolving issues with retention?" "What is the number one gripe other than salary your employees have about working here?" "Do some employees feel you show favor?" "In what positive ways are you making a difference?"
Taking stuff for granted costs time, money, and other human resources. Just allocating five minutes a day to inspire, encourage, and motivate your employees and team to be successful will save time with having to advertise, promote, and recruit for new employees. If you're wondering why no one is applying it is probably because those old employees taken for granted have already told their sphere of influence with probably related industry experience "you don't want to work there and all the reasons why."
It is such a huge disconnect. Show me any very successful company where prospective employees are knocking down the doors to get in and I'll show you a company that is getting it right. Too often in my days I have heard someone say they will do anything to keep a good person down. Tell the other employees not to speak to them, don't carry on any conversations with them, not give them any promotions and other derogatory stuff. My concern is why can't they use that energy for good. Why not uplift people in the areas they are strong? Put personal differences and perceptions aside and concentrate on the positive things which help to move the business forward.
I would be truly amazed to hear someone be labeled as always getting it right, great customer service skills, takes time to listen to our customers and our customers concerns, shows up on time, goes to lunch and returns on time, leaves timely. Never complaining about having too much work to do. It seems to at times be the norm with society conditioning us to be bottom dwellers rather than looking to be grateful, appreciative, praise, and offer our assistance to those on the way to the top. Again, get over the drama of wanting to keep a good person down. Learn to deal with your own inadequacies and shortcomings without spreading the misery to others.
One thing companies fail to realize is employees need to feel some type of empowerment, worthiness, and positive morale to succeed. Let an employee feel they can help to make a difference.
The common thread which normally links an employee to a corporate 9 to 5 giant is usually a manager. The chain is no stronger than the weakest link. If you have a weak link between the field staff and the corporate staff it shows.
I feel sorry for employees who have to endure the misery of working under a miserable boss. This goes industry wide no matter what type of business concern it is. The corporate people normally only know and recognize the people at the management level and above. Seldom do they take the time to get to know the contributions and abilities of the people who are making it happen day to day in the business operations. In most cases it's beneath them. Most organizations don't practice 360 degree evaluations so the dilemma continues like a bad cycle with an infinite loop. The manager is empowered to keep treating the employees under her control like crap and continually gets away with it no matter how many complaints are filed none are actually addressed to the point where it makes a difference. The manager is like "oh well."
Oh well it is a shame and a travesty. As a manager and a leader they need to realize it is their job to keep things under control. To provide a stress free environment which is conducive to working in lieu of an environment promoting hate, discord, and discontentment. The bottom line is a good place to look to determine when things work and when they don't.
We see regional managers, general managers, regional coaches, and area coaches all designed to promote and encourage other management employees. Seldom do we see titles set up to empower the employees working at non-management levels of an organization. How often do we see employee coaches, employee care coaches, or anything to train, inspire, and motivate every day employees to go from ordinary to be extraordinary?
Why don't large corporations get the big picture? The companies with the highest retention rate are those who encourage and motivate their employees to succeed. When you see a high turnover rate at a particular location that is clue #1 that something is not right. Why don't employees at some locations ever excel? Why do employees at some locations always meet promotion standards and others don't? When is the last time you took a hard look at your organization and the key players to see whether or not a change is forthcoming in order for your business to be more successful?
My challenge for all people in authority is to casually ask their subordinates some key questions: "What are you doing to motivate and empower others?" "If you were not around tomorrow for some unexpected reason who have you trained under your supervision to carry the load?" "When was the last time an employee told you they appreciate you for being a great leader?" "When was the last time you even stopped to ask sincerely "how are you doing today"? ""How are you resolving issues with retention?" "What is the number one gripe other than salary your employees have about working here?" "Do some employees feel you show favor?" "In what positive ways are you making a difference?"
Taking stuff for granted costs time, money, and other human resources. Just allocating five minutes a day to inspire, encourage, and motivate your employees and team to be successful will save time with having to advertise, promote, and recruit for new employees. If you're wondering why no one is applying it is probably because those old employees taken for granted have already told their sphere of influence with probably related industry experience "you don't want to work there and all the reasons why."
