Many of us had the moment of showing up to work nice on time or even a bit earlier, maybe to catch up with people in the break room or just to sit and relax before we you go into work. All of a sudden you then find out that your manager changed your schedule so you come in a later time (wasting your time off you could have spent at home or doing other things, ie sleeping) or that you were suppose to show up earlier in the day and now your technically late to work.
Here are some tips to cope, prevent or minimize this event from happening in the future:
- Ask your manager if you could review next week’s schedule, the manager may feel as though you are taking responsibility for your daily activities, but really you are trying to find out if they screwed up somewhere.
- Have a talk with your human resource personnel and tell them that this is not okay and add any additionally expenses or hardships this may have caused such as wasting money on daycare or babysitter, wasting gas, etc..
- Your manager at this point is embarrassed and might be a bit scared, this is the time to confront your manager since you have more leverage, talk to your manager in a calm manner, always appear to be the victim and tell them what this has done to you. Take advantage of the opportunity not the individual.
Here are some things you can tell your manager if this happens to you:
- I not angry but it would have been nice to have been told about the change.
- I want to forget about this but I feel a bit, a small bit, that you are trying to take advantage of me. I somewhat think that you were hoping that I wouldn’t notice and that is not okay.
- I’m fine, everyone makes mistakes but if it happens again I have to talk to HR.
Be civil and kind and you will always get what you deserve. Always appear to be the victim.
Managers and business owners have come to me in the past seeking advise and they all state similar scenarios: I don’t know why my employees are unmotivated?; Why does my company have such low morale?; etc. etc. etc..
KISS IT (Keep It Simple Stupid)
I tell them, Well do you acknowledge all of the work they do for you?
Typically the answer that I receive is No.
How else are employees going to build their self worth and self confidence if they feel that the work they do is not good enough, because that is how they feel when management does not acknowledge their hard work, especially if their work was well above standard. Now I am not stating that your praise their work, but you at least tell the employee(s) that you noticed what they did and you appreciate it.
The Answer is Simple
Rather than dragging this article out, the answer is short and simple: Acknowledge your Employees.
You might have heard someone in the past state that they don’t want to tell someone bad news, because they may not be my friend any more afterwards. That is sometimes understandable in life, but not in business. You, the manager, are not your employees friends, nor are you enemies.
It is a difficult balance to not be your employees friends, but not be seen as a ruthless tyrant. There are a few things you have to remind yourself in regards with the balance of friend and boss.
1. Your employees are an expense.
If you are a business owner, remember that your employees are an expense to your company. Befriending them will only make it more difficult to let them go when your financials call for it.
2. Your employees talk about you behind your back.
Regardless how good you are to your employees, offering them extra time off for a sick child, attending their family members’ funeral or even loaning them money if they are short paying their rent. It will not take much for them to switch from looking up to you to then talking about you behind your back. No matter what you do, they will complain about something about you.
3. It is going to be much harder to fire them or lay them off.
Let’s face it, sometime or another, you as a manager or a business owner need to lay off or fire someone,it’s part of the job description.
I know it’s hard to not become friends with people that you manage, especially if you have known them for decades, but when the time comes to make serious decisions you will then wish that you weren’t such close of friends.
For any gamers out there, most, if not all will agree that achieving a Level Up in the game you are playing feels amazing. When you see the flashing lights and glowing emblems that state Level Up Acquired, it really feels good, since you took a long time to reach that point. You had to kill 100 boars, travel miles and miles, climb mountains, go through dark scary caves, use persuasion on other in game characters and so on and so on and so on. And all awhile you could see your XP experience bar get closer and closer to reaching the next level.
Wouldn’t it be great if we had a real life experience bar?
I mean look at how much work, I mean playing, players conduct to reach such a feat. Imagine playing a game and a major driving force is WORKING. They are willing to sit in front of the computer screen and work to achieve goals….. Sounds like a manager’s dream!!! Everyone working hard and consistently to achieve like goals.
The reason why I thought of creating this post was because I personally have experience creating game demos. It takes a lot of preparation and logic to create a game.
Who doesn’t like Progress?
Likewise, there should be much preparation and logic given in the creation of a experience bar within your organization. I have created experience bars within the organization I have worked and consulted for, I can tell you from personally experience that utilizing a experience bar for daily tasks or work lists within your organization works tremendously.
Everyone wants to physically see the progress that they have done. This gives them the drive, the motivation to hit the next goal, milestone or level.
Creating innovative employees, is that possible? Wouldn’t it be the best to be able to hire employees and transform them into creative, innovative and passionate employees. Of course it would, but is the reality?
I answer, Yes!
Why can’t leaders or managers be able to bring in employees that are not innovative and train them to become innovative? What is the essence of being innovative anyways? Well my definition of being innovative is the act of creating new life, new perspective on a new or old idea.
To me innovation is not too difficult to achieve. How many times have you changed something in daily life that help yourself, others or both?
The issues of taking on the feat of transforming your non-innovative employees into innovative ones are as follows:
1. Where to begin?
2. Creating a plan.
3. Presenting your plan in such a way that your listeners will hang on your every word.
4. Will middle management continue with your vision of self-sufficient innovative employees?
5. How to ensure that the innovative fuel does not die down?
These are some of the greatest issues that a leader or manager will experience if they decide to try to transform the culture of their organization into an innovative one. As the manager or leader, ensure that you yourself do not get thrown off the path of innovation, because doing so will become a compounding issue with your employees following suit.