Cecilwampler commented on the following stories on BizSugar
Yes Lyceum, I like that. I might add to your statement fall forward and stand up taller than you were before. You'll be harder to ever knock down again. You'll come out of falling down a little wiser in a few ways. 1) You'll be a better planner for the future. If you've ever been around someone who micromanages things to death, they've probably had some tough failures. Someone has let them down. 2) You'll know who has your back, even your enemies. If I have someone who I don't like to work with or have a dispute with, I never say anything when they are down. You'll find those who are normally a pain in the boardroom will be the people who mention how solid you are and list your attributes. It's that voice in the room when you're not their to defend yourself that can save you. Also, try to be that voice for people who deserve it. Sometimes a loss or failure can have a polarizing effect on leaders and they all want to make a hasty move or make drastic changes or remove a person. It only takes one person to wake everyone up and bring everyone down to Earth again. 3) You'll know who your real enemies are. It'll often be your "friends" unfortunately. Most often, jealous coworkers who have been waiting to take your shine off a little. Some people just do not like people getting too much success. Thanks for the great comment. Fall forward is a great motto. "
Hey Lyceum, thanks for the comment. I am crazy late responding. I have been finishing up two big projects that have taken up my time. I have noticed three common elements of workplace bullies; 1) The rules don't seem to apply to them, yet they enforce them in an aggressive manner 2) Most everyone in the workplace is aware of these people and their ways 3) Management largely ignores the problem, despite reports. I see the management response as a larger part of the problem than the bullying. Obviously, the bullies are quickly dealt with by a good management team, but it rarely happens. I believe this is because: 1) Management isn't being bullied, so it is less of a problem to them specifically (they don't see the lack of moral or decreased satisfaction of the workforce as a problem obviously) 2) The bullies often perform some of the dirty work for management they choose to not do, like call out problems with employees and enforce punishment 3) Management have chosen to not confront the bully in fear of a confrontation or have been manipulated by the bully to believe they are just doing their job and people don't like it. I have not seen the Professor Elemental video, but it is now on the list. Thanks for drawing my attention to it. It sounds interesting. "
Lyceum, Glad you enjoyed the information. There was really no specific company I was talking about. I have been in a number of organizations and always take special note of ways they recognize good work. I also read a lot of books on the subject, specifically from the CEO point of view. One leader who really took every opportunity to thank someone for their hard work was Jack Welch, who was formerly the CEO of General Electric. Welch was known to give out handwritten notes of appreciation to his factory employees and I even recall one event where a manager had worked over his anniversary, so he sent the man and his wife on a trip at his expense. At the end of the day, effective leaders know how to make their people feel appreciated in one way or another that goes beyond the paycheck. Thanks for checking out the site and the great comments and questions. Sorry for the late response. "
Thanks for the comment 27will. It was a lot of fun to write. It's a shock when you get called in to the office to explain a public email name you've used, a tweet to a friend, or a Facebook comment. It is so important to keep things classy or as you said, "a little more buttoned up." "
Thanks for the great comment. Knowing people in your department and understanding them goes a long way in developing those strong work relationships where performance soars and everyone wonders how it happened. It's the little extra attention to your people that saves a lot of headaches missing deadlines and having work turned in sloppy or not at all. People who feel respected and appreciated don't want to let anyone down. Thanks for your perspective adrianoarwin. "
I just had this conversation with a business leader and the response was quite disappointing. Sometimes leaders grab a philosophy out of thin air and believe it is right because they say it. Supervisors delegate tasks, not responsibility. Delegation is definitely not empowerment, and is usually misused and abused to become a form of laziness and way of dumping unwanted work off onto others. I really agree with the importance of empowerment discussed in the article and appreciate you making the distinction for the community. "
Heather, I think you raise a good point. It is part of the genius of these innovations these companies have created within human resources. All three of the companies mentioned have really different methods and they all make great sense from the side of the company. Working in a busy fulfillment center all year can be mundane and stressful. When you have an annual option to walk out the door with $5,000, you'll probably measure in your mind exactly the things you outlined in your question Heather. The unknown of what's out there, the chance of not finding work, etc. It usually brings you back to the idea that "this place isn't too bad. I'm lucky to have a job right now." This attitude helps the company, it really silences the negative attitude because, hey, "What are you complaining about? You turned down $5,000 to be here. Shut up." If they have people who like going through the motions, then they can't solve their problems with money. They have to deal with it like the rest of us, the hard way. Actually rolling up their sleeves and managing their people, working toward improvements, recording poor performance, etc. The money offer is largely a work culture point the company is making. "If you don't want to be here, please go. If you can do better, please go do it. I'll pay you to go." Most employees will not take the money in any of these companies and will leave the "offer" with a new respect for the company and their job. "