Posted by Kaitlin King on Wed, Jun 16, 2010 @ 06:01 PM
By Michael Gunther
Entitlement. It's an interesting concept that seems to have worked its way into every corner of the workplace. According to the Merriam-Webster dictionary, entitlement is a belief that one deserves certain privileges. In the workplace, many employees feel that they are entitled to raises, days off, promotions, and other benefits, and don't necessarily think they should have to work for them. I know this because I regularly hear about this issue from business owners.
No Entitlements in Life
Entitlement is an interesting concept to me; growing up in a household of 17 kids made it hard to ever feel entitled. My parents did an exceptional job providing for our needs, but our ‘wants' had to be earned. We learned from an early age that if we wanted something, we had to take responsibility, work hard, and go get it; consequently, we all had various jobs ranging from babysitting and cleaning houses to mowing yards and managing paper routes. Eventually, we became very good at turning true wants into goals. In essence, my parents created a household of entrepreneurs.
Although there were numerous situations where I had to work for my wants, one in particular stands out. My parents initially enrolled their children in a private high school; however, they eventually stopped because of the cost. The younger siblings (myself included) would have to go to public high school. When it was my turn to go to high school, I had a strong desire to attend a private school like some of my siblings did. My parents made me a deal: they would pay for my tuition my first year (I would pay for my books and incidentals), I would be responsible for half the tuition my junior year and all of the tuition my senior year. I took the deal.
Once we made the agreement, I realized I not only had the desire to attend the private school, I had the drive. I worked various jobs - from McDonald's to babysitting to valet parking - and took the responsibility to make sure I could pay my way. And I am so thankful that my parents taught me this lesson early in life. Successfully meeting this goal gave me the confidence to know that I can create whatever I want, if I am willing to take the responsibility and make the effort. This is contrary to the entitlement attitude we hear of so often from employees in the workplace.
No Entitlements in Business
As business owners, our employees tend to rely on us to lead the charge in providing them with the opportunities to learn, expand their responsibility, and provide them with a living; however, what we business owners need to realize is that we have the opportunity to teach our employees to earn what they want, and not to expect that it be handed to them. Just recently, one of my team members, Eric Hubbs, wanted to hire a personal coach to enhance his skills and asked if Collaboration would pay for it. I told him that the company would pay for half of it only if we as a company achieved our quarterly revenue goals. This allowed Eric the opportunity to take responsibility and earn what he wanted. And he did just that!
Do your employees act as though they're entitled to that annual bonus, new sales training, or birthday lunch? You can change that by teaching your employees that they can have increased benefits, pay, and responsibilities, but that they will need to assist in creating additional revenue and opportunities to support those goals. I try to never say "no" to an employee's request. Instead, I ask "how can we make that happen within our current budget and structure?" This methodology takes the ‘entitlement' attitude and turns it into a ‘you can create what you want' attitude. It helps the employee, the business owner, and the company to grow. Bye-bye, entitlement. Hello, goal setting.
The Bottom Line
Employees need incentives and growth opportunities. Shift the entitlement attitude by offering them the opportunity to create what they want through their own hard work and focus. This approach creates an opportunity for innovation, teaches employees about goal-setting, and gives them a chance to experience the success of reaching their goals - all of which help propel an organization forward.
This is the fifth in a series of articles on Michael's entrepreneurial story and how being raised in a large family has influenced his career. To read the previous articles in this series, visit his blog at www.Collaboration-llc.com.
Michael Gunther is Founder and President of Collaboration LLC, a team of highly skilled business professionals who are dedicated to assisting proactive business owners to build profitable, sustainable businesses through results-oriented education, coaching, and consulting services. Learn more at www.Collaboration-llc.com.
Posted by Eric Hubbs on Fri, Apr 30, 2010 @ 06:55 PM
Written By: Dillon Ferdinandi Collaboration Team Member
Everywhere I look, the word team has been incorporated into the way that we do business. More and more, companies are assigning teams to do the work that used to be done by individuals. Why? It's simple, teams produce the best results. All of us have had some sort of team experience whether it is through school, work, sports, or volunteering. From a young age, we have always been taught, "there's no I in team." Well, I'm here to tell you that there is-only with a slight catch. Now, I'm not suggesting that the team is all about you, but there are some things you can do as a team member to ensure success for yourself and for the group.
Conflict is a Good Thing
One of the big issues that plagues teams is conflict. Many people have a fear of conflict and will try to avoid it at all costs. Too often, people will sit through a meeting and agree with every solution that is suggested because they are afraid to voice a different idea or point of view. This problem is evident when a strategy session that should last all day lasts only an hour. We all need to remember that it is our duty as team members to make sure everyone's opinions are heard, and each issue is addressed in full. Conflict gives us the opportunity to take a close look at the issues and ask questions that help us develop quality solutions.
Compromise is a Lose-Lose
If you think back on the compromises you've made you'll realize that most of the time no one got what they actually wanted. When we compromise, each person forgoes his or her own needs or opinions for the sake of the group. It's like a couple who argues over which comedy movie to watch, and ends up suffering through a horror movie because it's the only one they could agree on. Now how does this relate to teamwork? The next time you are faced with a difficult decision at work, take a minute to analyze the situation. Try to collaborate with the group you are working with so that you can incorporate each person's needs and ideas into the solution. You will find that this method of conflict management will greatly enhance your team's cohesion, and lead to more effective solutions. This may take a little bit more time and effort than a compromise, but the long-term benefits will be well worth it.
Always be on the Lookout
No, someone is not going to pop out from behind your desk, and grab you if you aren't a good team member. However, your co-workers and superiors will definitely notice if you start to become a distraction for the team. The easiest way to deflect negative attention is to separate business from your personal life. Obviously, we all conduct business with our personal emotions in mind, but we must draw the line on issues such as religion, politics, race, gender, and sexual preference. While these topics are okay to discuss at home, they should never enter the team environment. It only takes one comment, and other group members will shut down for the rest of the project. The best team members I've worked with are people who can self-monitor themselves, and leave their personal feelings and opinions out of the work place. They made me feel comfortable about asserting myself, and they were the first people to notice if boundaries were crossed. Master this skill and you will find yourself admired by your colleagues, and in more team leadership roles.
The Bottom Line
Some key concepts to remember:
1. Conflict can be your friend, don't avoid it.
2. Work to satisfy everyone's needs, don't just compromise.
3. Monitor your personal emotions, and focus on the task.
Teamwork should be an enjoyable and beneficial experience for everyone involved. As we begin our next team project, let's all focus on strengthening our team skills to benefit the company, the client, and ourselves.
Posted by Michael Gunther on Fri, Apr 09, 2010 @ 12:48 PM
Over the past few years, it has become common for businesses to promote their core values and their ethical practices as part of their marketing strategies. They may be promoted directly to employees in mission statements, in training manuals, or in employee newsletters; they may also be promoted to clients in websites, in industry publications, or in printed marketing materials.
But when the rubber hits the road and it comes time to make business decisions and set company direction, are these values and ethics reviewed and utilized? Is staff expected to uphold these values and ethics in their code of conduct even if the leaders of the company neglect them?
Sadly, we can just turn to the news to see many examples of companies that are neglecting their own code of conduct. Most recently, Toyota has stepped away from their core values. For years they had built a culture around quality, safety, and service; yet when it came time to decide how to handle their issue of faulty gas pedals they seemingly didn't review their own core values. They chose to be secretive, withhold information, and react slowly. Now they have damaged their reputation - perhaps irreparably.
By contrast, Johnson & Johnson has a strong set of core values that they live and operate by - that their first responsibility is to provide the highest quality products to their clients. When the Tylenol poisonings occurred back in the early 1980s, Johnson & Johnson took one look at their core values and reacted within them. With their number one concern being consumer safety, they pulled all of their products off the shelves across the world (not just in the impacted areas) at the cost of millions of dollars. Their quick response in recalling the product and their swift action in reaching out to the victims' families were part of their core values and ethics. By doing the right thing, they saved their brand reputation and in the long run saved millions of dollars.
This question of values and ethics brings to my mind the old adage, "The way you do anything is the way you do everything"; meaning if you are willing to cheat, lie, or take advantage of people in one area, why would anyone believe that you would do any different in another? Business owners or leaders who are dishonest about defects in their product or service even when they know they exist; who expect their employees to take ownership for their actions and mistakes yet do not do the same for their own actions or mistakes; or who talk negatively about customers, employees, past employees, etc. yet expect others to treat them or their customers with respect, create a lack of confidence in their integrity and in their leadership ability.
To be a truly credible business leader, you must live by your core values or code of ethics within your business; you must walk your talk. Your employees and clients will know when you don't. If you want your employees to operate within the values you put in place for your business, you need to lead by example and live by those values.
The Bottom Line
Walk your talk. If you operate from a set of core values and ethics and want your employees to as well, keep yourself in check to make sure you are truly living by them. Values and ethics are not optional. "The way you do anything is the way you do everything."
Is there a topic that you would like Michael to discuss? If so, email him at MGunther@collaboration-llc.com or call (805) 541-9040 to let him know.
Michael Gunther is Founder and President of Collaboration LLC, a team of highly skilled business professionals who are dedicated to assisting proactive business owners to build profitable, sustainable businesses through results-oriented education, coaching, and consulting services. Learn more at www.collaboration-llc.com.
Posted by Michael Gunther on Thu, Jul 09, 2009 @ 11:30 AM
By Michael Gunther, President of Collaboration LLC, Business Growth Specialists
Layoffs. There, I wrote it. They’re never pleasant, no matter the reason, not for owners or for employees or for the person communicating the layoff. Layoffs, by their very nature, are emotional events. And as we know, humans are emotional beings. So as business owners or managers, how do you deal with the emotions that come along with layoffs? How do you preserve relationships, both with the employees you layoff and with your current employees? How do you maintain your positive image and reputation in the midst of layoffs?
THE LAYOFF : be responsible
Don’t play the blame game – be responsible. Inform the employee of the facts behind the layoff – whether it relates to the economy or the company’s overall performance. For example, you may discuss steps the company has taken to avoid layoffs, and how this is a business decision necessary for the company’s survival.
State the facts, keep it basic, and allow the employee to respond, which will lead to the grieving process.
THE GRIEVING PROCESS: be empathetic
The layoff of an employee is felt as a loss, and with any loss comes the grieving process, which consists of five steps: denial, anger, bargaining, depression, and acceptance. All persons affected by the layoff will go through some level of grieving in their own way, depending on the amount of loss they feel.
As a leader or business owner, it is important to understand the grieving process, allow employees to express themselves, and empathize and show sensitivity towards their feelings – whether they are the one being laid off or not.
When people leave, it changes the dynamics of an organization. People feel frightened for their own job security, concerned for the person who lost their job, and sometimes guilty because they are still employed – grieving does go both ways. By simply offering ongoing and open communication to your active employees, you can be proactive in acknowledging and addressing their concerns too.
THE OUTCOME: offer guidance and resources
It is important to let the employees who are getting laid off know that you care about their well being. There are many ways to communicate this to the employee and assist them through their transition.
When my sister Sue was laid off last October, her employer contacted her three different times over a three month period to check in with her and see how her job search was progressing. They offered to be a reference for her and sent her a written letter of reference. Their simple actions went a long way for Sue, and allowed her to maintain a positive view of the company that laid her off.
Since most people do not know what to do once they lose their jobs, you can provide them with resources, such as a list of local career centers and employment agencies or tools to help them claim unemployment insurance. Although you may not be able offer a severance package, you can consider providing a one hour session with a career coach or maybe you can pay for them to attend a resume writing workshop.
The Bottom Line:
When your company is forced to make tough decisions regarding layoffs, you can still maintain healthy employee relationships and your company’s positive image and reputation by tapping into the human element – take time to listen to your employees and show them that you truly care.