Archive for the ‘Company Culture Change’ Category

Turn Off The Tech In Meetings

Monday, June 15th, 2015

You know that message that plays before the movie begins in a theatre—the one that says to silence your cellphones? I’m beginning to think we need the same announcement in meetings.

Or maybe more like an airline—they need to be stowed in your carry-on before the meeting takes off!

In several recent surveys, over half of respondents admitted to checking their phones in meetings. But meetings are more productive and SHORTER when everyone is focused. Less time and money are wasted, and everyone gets back to their own work more quickly.

So in your next meeting, see if the chair will make a request of the gathered throng to put their phones, tablets, and other distractions out of sight for everyone’s sake.

Time To Resign From The Griper’s Club

Monday, June 1st, 2015

Employees complain. It’s a fact of business life, a way that people blow off steam. So you would think it would be all okay. Right?

But wait a minute. Go back and look at the posting. Did it say, “Can find all things wrong with management and the company and complain to those who can’t do a thing about it?

Not likely.

You were hired to solve the problems. So your membership in the Griper’s Club expires now.

Years ago, I had a great manager. He was brilliant. Cared about us. He just had one flaw. He often blamed “corporate.”

A few years after I left, this high-performing manager was fired. Why? Because he was complaining instead of moving ahead the situation.

Step up to bring solutions and sign up to help implement. THAT is what every job everywhere requires.

Controlling Your Work Environment

Monday, May 11th, 2015

The Harvard Business Review recently described a fascinating study on how the control you have over your workspace affects your satisfaction with your job. Listen to these stats:

98% of highly satisfied workers say their work environment allows them to concentrate. Only 15% of dissatisfied workers say it does.

96% of highly satisfied workers say they have a place for informal conversations with their colleagues. Only 35% of dissatisfied workers say that.

95% of highly satisfied workers say they can work without being interrupted. Only 13% of dissatisfied workers say that.

See the pattern here? Highly satisfied workers are more likely to have some control over their work environment.

So, what do you do if your workplace doesn’t give you that control—which is the norm? Unless you have a job that is only customer facing, ask your manager if you can post a sign that says, “focus time” that signals others that you are not to be bothered while you knock down a project that is important. Put others on notice that you’re in “lock down” and when you’ll come available again.

Make the Choice to Engage

Monday, April 20th, 2015

As if we needed any more evidence of the problem, a study by Dale Carnegie Training shows that only 23% of non-management workers are engaged in their jobs.

69% of the disengaged employees said they would leave their current job if someone else offered just a 5% pay increase, and disengaged employees overall are more than twice as likely to leave than engaged employees for any increase in pay.

If you are in that number—and statistically, you probably are—don’t wait for someone else to wave a wand and fix your engagement. This is a do-it-yourself job.

We’ve all known people who can walk out into a breathtaking sunny day and see nothing but skin cancer in it. Or walk into a room filled with colorful butterflies and focus on the black moth. Hopefully you’ve also known plenty who can see three weeks of drizzle from the lawn’s point of view. In both cases, the person’s attitude will have taken the mere data of the weather and interpret it.

All experience passes through the prism of your attitude. Make the choice to see the good, and watch what happens to your life and the effect you have on those around you.

Dress for Success

Monday, April 13th, 2015

There was a time when a suit and tie for men, and a skirt, jacket and blouse for women was the norm for business. Then came Casual Friday. Soon it spread into the rest of the week as employers started giving “casual days” as rewards for performance. On any given day, most offices are now a crazy quilt of business and casual dress.

But decades of research have shown that “business casual” can quickly become “business casualty.”

Dress for Success author John Malloy puts people in various scenarios to see how they react to others in various types of dress. Time after time, the more casually someone was dressed, the less they are taken seriously, listened to, or even noticed at all.

Will you be respected if a client walks in and you are dressed for Casual Friday? No matter how feverishly you explain, some credibility is definitely lost.

It’s not even just a matter of outside visitors. How you present yourself matters internally as well. Along the promotional path, for example, there are certain unwritten rules. Whether you think that’s fair doesn’t matter—it’s a fact confirmed by research. If the boss is accustomed to seeing you in clothing that’s too casual, your name is much less likely to rise to the top at promotion time.