It's the 6th Installment of the Employee Purpose Perspective (EPP). Thus far, we have introduced the following principles:
Unique Value Proposition
Today we ask the question: Is it possible to lead a group of individuals within a common system?
70% of first time Managers fail. The number one reason Managers fall short is because they fail to engage their workforce. This is because Managers are told to throw a blanket over 10 completely different people and expect consistent results.
Work becomes synonymous with boredom because it is not given applicable relevance. You have team meetings twice a week...why? That's what your employees are asking....why are we here, again..? What's the Purpose?
The answer from the Manager's corner is usually....because....(that's it). It is what it is (the worst phrase ever and an insulting misinterpretation of a Buddhist philosophy). Manager's have their marching orders, they are instructed to bestow them upon their teams, and all march together to increase stock points. Rats in a maze without purpose.
We Can Do Better Than That!
The real question is: What separates Leaders from Managers?
Answer: the ability to give every one of their team members a personal mission.
Jason will have different motivations than Jennifer. We need to invest in understanding individual motivations and help the individuals find purpose. You cannot do that by setting group goals. You have to make THEIR goals ~ YOURS.
Relationships matter most. Relationships take personal investment. Work is seldom personal. Therefore, our investment is not in the PEOPLE that make up the system but the SYSTEM itself. Discard the people and plug into the spreadsheet - Cowardly!
Here's how to get to know your people:
Paul Westerberg, where have you been?
We each have our artist of choice. Let's say you are a die hard Mats fan, if your boss sighted a lyric from Paul Westerberg in a sit down meeting - how much would that mean to you?
I get it, you can't pretend to love something you don't, and pretend it's personal. But the effort to genuinely understand means more than you know.
Boss #1 + Employee A = Two people with common frustrations and a need to make better. Why not talk about it?
I once had a boss who taught me how to be a man. He had been through the ringer, his life was difficult, and he spent countless hours listening to me complain. When he left our company, he told me in honest terms that he thought his advice was lost on me....that hurt.
What does it all mean...
Money isn't everything. You get to a point in your career when you come to understand that. Then what...?
What would you be willing to accept more than dollar bills? To some it means freedom to create their own schedule, for others the opportunity for advancement.
Your challenge is to determine what really matters to your employees, to help them make it part of their life, and to incent their courage accordingly.
Our core values speak to:
...these ideals are something different to everyone.
We spend far too much time convincing others of what WE believe in. Why not invest in THEM and fashion your advising from there?
Micro-Management is dead, the rules are changing, and everyone has options.
Everyone is willing to put money aside to be part of something that they believe in.
All you have to do is understand what makes me, me...and incent accordingly.
Don't Forget to Remember!