Posts Tagged management
There’s an interesting thing that happens with humans once they know a job or task and they feel they know it well.They start to get bored or take it for granted. Whereas initially there is a challenge to learn the job, eventually it becomes second nature. Maybe humans are wired that way so we keep going after new ways and new sights. Whatever the reason, as the job gets commonplace and boredom sets in, people will find different ways to fill the time. They still do the job, but it no longer requires the intense focus it did during the learning phase, and it takes less time than it once did. So now they look for other things to fill the time.
It is interesting to watch a group of people that are becoming bored or things are just status quo even for a couple of days. The work has probably slowed somewhat so the pace of work has become less. Without intervening, just observe what occurs. Some employees will sit around making comments about how they are so bored, while others will walk around the complex and talk to anyone who will listen. Some will start to clean up the office even to the point of sweeping and dusting. Some will start to rewrite paperwork to make it look neater in their minds, and some will ask for something to do
Most of the time people do not like just sitting around. It doesn’t feel so great to be unproductive and the time goes very slowly. However, handing out non-relative tasks is not a good idea because employees will see and resent this if the work is not productive in some way.
Even when work does not slow down it is the same job in the same way Every day and this becomes boring or perhaps it is too familiar. The more thinking that is taken away from employees the faster boredom grows. It isn’t that the job is not liked or even enjoyed, it is more that there is no challenge.
The ramifications of this are that before a manager knows it people are leaving and saying they got a new job. Or even though people have stayed and are still a part of the team the enthusiasm seems to drop along with drops in energy. Some of this can be seen in a change in body language as compared to when the employee started. The excitement in starting a day seems to get less and less. The walking paces are slower, there’s a kind of hanging around and nothing seems crisp. The workplace has become too comfortable and too well known.
The regret may simply be that the team and the people on that team have never gone after and reached their potential. The regret might be that the team is sluggish. The regret may be that the team never went for becoming more. It could be that the team has settled for getting the job done in a very average and common way. The regret might be that the team could have achieved everything and yet fell short.
Probably though, things have become commonplace. If boredom is seeping in it is because it has not been looked at or people have become too accustomed and a little blinded. Status quo is not the way to achieve greatness. Risking and trying what has not been done before is the way to go to the next level.
I’ve gone around this, given hints, talked about the concept. This time it’s about the bottom line in team building and keeping that team at top performance. Just think about it for a moment. The best sport teams or individuals in the world win the championship and when the next year comes around, they don’t. What happened? Now to be fair there are other teams that are working very hard to get the trophy. Pretty much they are now going after the winner to win it all.
A couple things occur that keep a team from being on top at all times. They felt the amazing feeling of winning so it will never be a first again. The members of the team are not motivated in the same way. They get bored. It doesn’t seem new anymore. It’s not their fault. The human mind once it has learned something and become good at it, wants something new and different. It already got that skill down, so to speak. We see this in different areas of business situation. First people are nervous when starting something new whether the job or learning a new task, a lot of energy is being out into it and then they feel comfortable as it becomes second nature. To be precise there has to be a lot of checks and balances. Perhaps it is a human condition.
For teams there has to be newness. this is the maintenance of a team. There needs to be checks on the team and this has to be done often. But this IS NOT micro-managing. Micro-managing is very bad and is more destructive to a team than helpful. Part of maintenance of a team is finding new ways to do things and bringing in things that will keep the team learning and sharp. A team that thinks it knows it all will get dull. Once that occurs, things will slip. The team leader must continue to challenge the team and everyone on it.
Forbes Magazine talked about that employees get very little attention from their immediate managers. It was talking about the mentoring aspect of management and that it is not dong very often.
Managers have a lot to do in any organization, making sure the work gets done and may feel that the hours pass quickly. However this is essential if there is going to be employee engagement. It has been stated, I believe by a Gallop poll, that employee disengagement costs billions.
But what are we talking about? When employees do not feel valued, or feel they are not seen by the company, or feel the company does not care about them, well they start not caring also. The signs of this are latenesses, increase in absenses, slowing of work, moral drop, acting like nothing bothers them, lack of smiles, complaining, and you get the picture. It seems to be accepted to just get by or be average. The involvement in the daily routine seems to dwindle. So no wonder it starts to lose money.
Yet there is more to employee engagement. The employee needs to see the value in this. As said above – needs to be mentored, have attention, have clear goals, have someone ne interested in that employee, and be noticed.
The instrumental person in this is the frontline manager. It is time for comapnies to give attention to these crucial managers in any organization.
Every business, every company, and sport team wants to have the team that excels in is consistent. In business the employees are the ones and especially the frontline employees, where they are in contact with the customers daily. It is here that the customers will see attitudes, moods, plus whether an employee looks happy at the job or not. This is part of what gives the customer the impression of the company. How does a frontline manager or any manager know that the employees are in a good state of mind and a productive state of mind?
There are daily indicators that will allow the manager to know if the team and the day is running smoothly. Following are some of the indicators.
1. Team members treat each other with respect. They talk to each other and interact with each other with smiles and in a helpful manner. They are courteous not only to the customers but also to each other. They make sure that their job is done so that it does not fall on another team member. They are talking to each other and updating each other on how the day is going.
2. At different times during the day there is joking going on but it is professional joking with smiles and laughter. The work is still getting done and it’s getting done in an active way. But what is very noticeable is that there is a very upbeat atmosphere.
3. When the shifts need to be covered because something unusual has come up and an employee needs the day off, they will help each other cover the shift. In other words someone will step up and cover the shift for the employee that needs off. This becomes a common practice where no one is taking advantage in any situation.
4. The team as a whole and the individuals of the team wants no more. They are eager to have more training and to learn new things. They want to be involved in what’s going on and they want to be heard with new ideas and better ways of doing things.
5. The individuals of the team know the importance of the team. They know from doing a good job, getting things done, and being noticed they are an important part and a valued part of the organization.
When managers stay in touch with team and the individuals of the team they can notice when the team comes up or down. A manager can see when there is a frustration that is affecting the team. When this is caught right away adjustments can be made to get the team back on track. It is about being involved, about seeing what’s going on, and is about being part of the team.
What do employees really want? Is it really just about pay though of course people should be paid fairly. But is that what motivates or is it more about a feeling, a striving, and a wanting to know that the job done matters.
Come get updates and information on employees and all that the front line can accomplish.
Indications the team is coming together. There are ways that a group starts acting when they are becoming a team. The energy get going and the energy is very positive. This is a great thing to see and needs to be encouraged along the way. Part of being a team is looking out for each other.
1. Team members treat each other with respect. They are courteous to each other, finish their jobs so it doesn’t fall on the next employee along with wanting to do a good job, and explain to each other how the day is going.
2. There is professional joking going on with laughter and smiles. There is a pleasant non-complaining atmosphere.
3. When shifts need to be covered they help each other out. There is a feeling of helping back and forth with no one taking advantage.
4. The team is hungry to learn more and to do extra.
5. The members of the team are willing and want to help each other. They thank each other along the way.
6. They want to find the ways to get this done. They will come up with ideas on how the job can be done more easily or faster.
7. Team members believe in each other and encourage each other to do better.
8. The team wants to succeed together.