It’s all about the money. While the number one reason people leave companies is not money, a lot of dissatisfaction stems from money and the performance review process. It’s not about the dollar amount, though. It’s about not getting equitable rewards for equitable work. I’m not sure about your experiences, but my experience during annual review time was never pleasant. A general tension permeates the office as people wonder where they will fall in the performance rankings. Rumors about force-ranking employees and how the bonuses will be distributed prevail. And then once the reviews are delivered, commence walking on eggshells as people dance around the subject of whether they felt their ratings were fair. The impact of this is highest for top performers and high performing teams. Here are some human resource practices that contribute to disengagement of high performers: Continue reading
A kegerator? Friday lunches paid for by the company? Open workspaces where even the CEO doesn’t have an office? It sounds like a page right out of Silicon Valley. You won’t find this company in California, though: they are right here in Denver, CO. I knew there was something special about this company when I met a handful of the employees at a networking event. They all seemed to have a passion for life. They didn’t seem like many others at a networking event: the ones compartmentalizing home and life (which doesn’t work); and the overly professional or agenda-pushing. Everyone from the company was high-energy and fun to be around. Continue reading
Have you come to believe that your job is something you tolerate to fund the rest of your life? Have you resigned yourself to the hopeless perspective that work can never be fun? If so, you are internally dying every day. To live that many hours out of your week in a state of hopelessness slowly infects the rest of your life like a disease. Disney’s The Incredibles vividly shows this reality. Continue reading
I was watching the latest Winnie the Pooh movie with my daughter. Being too lazy to get up and turn the movie off, I watched the credits. I loved when I saw an entry for the person with the role “caffeination.” Movies do a great job of giving each and every person credit for the work they did on the movie.
The person on Winnie the Pooh ensured coffee was readily available when needed. This allowed each member on the set to focus on their roles and not have their time taken away by making their own coffee or even leaving to get coffee. Continue reading
Jana Axline is president and leadership coach at Axline Solutions. Through her leadership musings she hopes to inspire audiences to grow as leaders and ultimately achieve who they were created to be. For more information visit Axline Solutions.
I have to admit, I’m a closet Glee fan. Often, I wish my life was Glee. Oh, to be singing and dancing my way through life! But then a scene with the antagonist, Coach Sylvester, comes on, and I’m thankful that I don’t know a soul like her. But I digress. There is an episode where Coach Sylvester tells a kid to take a tube of toothpaste and squirt it into his hand. After a nice blob has formed she tells him, “Now put it back.” Her point is that once news is out, no matter if it’s true or not, it can’t be erased. Continue reading
Or at least, a little more like a volunteer. I participate in a couple volunteer organizations, and I’m frequently talking to them about treating their volunteers more like employees. Volunteer organizations sometimes have performance issues because they are afraid to hold people accountable: “How can we expect so much from them? They are just volunteers.” Frequently, you find them settling for whatever they can get.
Poor planning on your end does not constitute an emergency on mine. This is a paraphrase of a wonderful quote I heard from Rory Vaden. I have lived this at times. I’m sure all of us have been in situations where we had to pull together as a team and produce nothing less than a miracle to get a deliverable complete on time.
This can create a great sense of accomplishment and team work. However, when done on a regular basis, it induces quite the opposite. Asking teams to perform heroics day in and day out while compromising their priorities to make the next deadline (and the next and the next) is one of the quickest ways to have knowledge seep right out of your company. These employees tend to get sick, start producing lower quality deliverables, and eventually just walk out.