Show your gratitude...

This year’s job hesitancy crisis is turning organizational hierarchy’s upside down. Companies are now paying the price for management styles that are out of step with post-pandemic employee expectations.  Employees (and job seekers) no longer want to work for autocratic leaders who look out for themselves primarily. That is the opposite of the servant leadership model they value, where managers look out for the goals and well-being of others before thinking about their own. In this model, companies strive to understand and appropriately respond to the perspectives and ideas of their employees, they focus on being engaged with them, and they actively listen to their input. In that environment, managers are genuinely thrilled and proud to have their employees and do whatever is necessary to improve their capabilities and job satisfaction; they help them achieve their career goals. There are 58 million Millennials in the workforce now, 53 million GenXers, 41 million Baby Boomers; and the GenZ kids are turning 18. All of the first and last and a sizable percentage of the other two are closely watching to see if your style matches their current expectations. Much has been made of what the new normal will look like in the future of work: in terms of employee satisfaction and retention, servant leadership and emotional intelligence are at the top of the list of required leadership skills. That’s what it’s going to take to attract, motivate, and retain employees. Tell your employees you’re lucky to have them today.

 

Jose Antonio Tijerino: President and CEO if the Hispanic Heritage Foundation

Find your inner strength...

Strength is an interesting term: especially as it relates to people’s physical and mental capacity to handle things at work. Like the strength of someone’s ability to put up with long and stressful hours: the labor shortage is putting more reliance and pressure on the few who are working, and leaders need to recognize, empathize, and show appreciation for that. Like the strength of a leader’s capacity to get through life’s challenges (big and small): these past 18 months have shown the importance of pacing to preserve people’s stamina in these trying times, and leaders must seriously consider adjusting “normal” schedules to help with this. Like the strength of someone’s drive and focus: both are needed to find creative solutions for today’s vexing workplace issues, and leaders need to foster collaboration and out of the box thinking. Like the strength and intensity of feelings and beliefs: there are lots of emotions in the world (and thus in the workplace) today, and leaders need to address them with appropriate empathy and authority. And like the strength of influence and power possessed by those they work for: people want to lean on their leaders for inspiration and direction in these uncertain times. These kinds of strengths are both needed and hard to sustain - let your people know you know what everyone is going through. Talk about it. Recognize it. Appreciate it. And be proud of it. Discover and use your inner strengths wisely today.

 

Isabel Angélica Allende Llona (born 1942): Chilean writer and multiple literary award winner

Don't be too proud...

I’ve been writing these daily messages for years, every week looking up quotes related to the different corporate (and personal) ideals and values I write about. This week they’re about “Pride”: interestingly, many of the quotes I find characterize pride as negative – as in, false or foolish pride. Which certainly exists. Like with managers who may be too proud to ask for help, afraid to show they might not know something. That’s foolish pride, and it represents a great opportunity for leaders to coach those who have it on the benefits of networking, the good things that come from continuous learning, and the fact that ‘two heads are better than one’.  When it comes to managing people, there’s so much to know and it’s hard to know it all. But all around them are people resources – departmental and professional colleagues, people in other departments they work or collaborate with or get support from, and, of course, their bosses. And there are information resources – they can easily access all the policies and procedures related to their jobs and utilize the power of the Internet (which is nearly always at your fingertips). And employee apps are proving to be the best way to communicate with employees and for them to easily access information or help. Don’t be too proud to seek the help you need to be successful today.

 

Cesar Chavez (1927 – 1993): American labor leader (United Farm Workers) and civil rights activist

Take control of your time...

When I was working full time, I would always say “yes” when someone wanted to see me. I had a wonderful secretary who did a great job managing my calendar… until I’d started saying ‘yes’ without checking with her. With a paper calendar in my pocket, or when smartphones came along, I could always check my calendar before saying ‘yes’; unfortunately, I rarely said “no”. And that’s how people get overbooked and stressed out about time. Now, when people ask for time management advice, my first answer is to be careful what you say ‘yes’ to. The best strategy is to make a plan every day – what you need to do first, and then what you’d like to do after that: stick to that and you’ll find that that time becomes more manageable. And when someone asks for something, check that schedule and be realistic as to whether the interruptions are really needed and what impact they’ll have on everything else. Schedule breaks and travel time and leave time when you could add the ASAPs that always seem to occur. And lastly, schedule time for you - to think and follow up on the things that arise during all the other events on your calendar. You’ll find that most people are very understanding when you honestly tell them what you can and cannot do.  You’ll be proud of yourself when you say yes to yourself today.

 

Paulo Coelho (born 1947): Brazilian poet, lyricist, novelist (The Alchemist), and member of the Brazilian Academy of Letters

Create your own harmonies...

I often write about the importance of music in our personal and professional lives: it’s a universal language that transcends the boundaries and barriers between us. Whether you can hold a tune or not never stopped anyone from humming a favorite song or joining in when the time and mood was right. For me, music has always been about the harmonies that people and instruments can make, creating combinations that inspire people to work at something together. Years ago, I was asked to start a holiday choir to serenade guests in the public spaces of our hotels and casinos. We had people from every department and background joyously singing – some were in tune, and those that weren’t made up for it with their enthusiasm and passion. It wasn’t about being perfect so much as it was about being together. Over the course of years that this corporate choir was together, we expanded beyond the holidays to sing at community events and centers; the joy in that simple effort led to camaraderie, team spirit, and pride. Great companies seek to improve employee engagement and there are lots of ways to do that, but in my humble experience, few efforts work as well as the power of song. Live well: sing out, sing loud, and sing often today.

 

Nanci Caroline Griffith (1953 – 2021): American singer, guitarist, and songwriter

Learn from your experiences...

The key to success at any age is having a passionate thirst for learning and self-improvement. Learning comes from many sources, not the least of which are our own experiences: the key is using those to improve what we know and do. Effective leaders can promote continuous learning by creating an environment that tolerates mistakes and celebrates improvement. It’s easy to catch mistakes and poor performance, but rather than focusing on the negatives, use them as opportunities to coach people to learn and improve. And if at the same time leaders catch people doing things right, they’ll be thought of as fair and balanced supervisors. How often have you heard people say “if I knew then what I know now”; in reality, what they learned then is a big part of what they know now. Help your employees understand and learn from their experiences – good and bad: that’s an excellent way to improve their abilities and confidence.  Use your time and theirs to promote learning and self-improvement today.

 

Muhammad Ali (born Cassius Marcellus Clay Jr.; 1942 – 2016): American professional boxer, activist, entertainer, poet, and philanthropist

Know yourself...

Following up on yesterday’s message, you’ve got to like yourself before attempting to reinvent yourself: a personal transformation must be built on a strong foundation of self-understanding and self-respect.  You shouldn’t base any personal growth solely on unhappiness with your current situation: it should be something you want or need to do. Whenever you are at a crossroads and trying to decide which direction to turn, a personal SWOT analysis can help with making those choices. If you’re honest in that assessment, the results can be a clear and coherent understanding of your strengths, weaknesses, threats, and opportunities: it’s as relevant for an individual as it is for any business. Take a sheet of paper, create the four grids, and jot down some honest thoughts about each; put it away for a week and then review and make any edits you then think appropriate. Don’t put anything in there that might reflect how you view yourself compared to others: this should only be about you. You may want to discuss it with a friend or mentor who can provide a point of view from someone that knows and cares about you. If you’re earnest with these efforts, the outcome may be that you like yourself more and pretend less to be like other people. And you’ll then be at your best for family, friends, employer, and colleagues. Bottom line: know yourself to be your best self today.

 

Jamie Lee Curtis (born 1958): American actress and writer.

Be what you want to be...

One thing’s for sure: you’re allowed to invent your own life’s meaning. It may not be easy, but you have 100% control of your efforts to reach that kind of goal. But it probably won’t happen unless you love what you want to do. I get asked all the time for career advice and my answer is always the same – the best job is most often the one you have… the challenge is to make it the one you want. Now that’s a reinvention challenge. Bosses will always appreciate an employee asking for more to do and having a plan on how to accomplish that. Meaning you know what you want and are willing to work hard enough to get there. And when someone really wants to change so much that it’s considered a re-invention, it requires planning, preparation, patience, and focus. That level of change can involve others and that adds a level of complexity that requires awareness, lots of communication, and transparency. If you’re determined and passionate about inventing yourself, are flexible when things don’t go exactly as planned, and willing to keep at it until it’s done, you may be able to invent the person you want. Employees who have a say in what they do are usually more productive, satisfied, and loyal. So, if you want happy employees, let them invent the job they really want today.

 

William Watterson II (born 1958): Retired American cartoonist and the author of the comic strip Calvin and Hobbes, which was syndicated from 1985 to 1995

Change your circumstances to change your attitude...

We all know people who go shopping when they’re having a bad day: that’s what they to do to change their circumstances and attitude.  There are lots of reasons any of us have a bad day and getting up and doing something is the best antidote to any of them. For me, the best part of any day – good or bad, was going for a walk on the floor, interacting with employees, answering questions, providing coaching, and finding out what was going on with them. Leaders who are office bound miss the important nuances that can best be seen and understood while interacting with their employees in their workspaces. I often worried that employees thought a visit to HR was like going to the principal’s office in school, and that was another good reason to walk around and talk to them where they worked instead. If you’re onsite, take as many walks around your workplace as you can, and if not, with the use of employee apps and Zoom-like connections, even the most remote leader can find ways to connect with employees directly. Either way, when meeting with employees, be passionately engaged with them. Interacting with your employees is a great way to change how you’re feeling today.

 

Joan Baez (born 1941): American singer, songwriter, musician, and activist 

Make the best of every situation...

 

The interesting thing about being in HR is that no two days are the same… lots of different things, people, and situations happening every day. Some might see that as stressful and full of pressure, but I saw it as an opportunity to engage with and help others. Some of the things HR professionals deal with are beautiful, others terrible… but I wasn’t afraid of any of them. HR professionals get to meet and hire the best people for their organizations, coach them to become their best selves, and see them at their best and worst, all the while providing a safe environment to be whatever they are. They get to be with them (as Jim McKay used to say on ABC’s Wild World of Sports) through the thrill of victory and the agony of defeat, helping appreciatee the best in each. We all want employees to be engaged, but you can’t expect them to be engaged if you aren’t. They’ll follow your lead, either way. The world is full of people doing their jobs – help them appreciate the value of taking the good with the bad, having the courage to accept both, and seeing “the glass as half full”. Don’t be afraid to show them all of that today.

 

 Carl Frederick Buechner (born 1926): American writer, novelist, poet, autobiographer, essayist, preacher, and theologian

Acknowledge your shortcomings...

Today is Yom Kippur – the holiest day in Judaism. On this day we fast, reflect, seek forgiveness, and pray to be a better person in the coming year. We acknowledge we may have done things wrong and to try to set them right. When you get cranky, say “I’m sorry”. When you fail to recognize someone’s presence or performance, go back and do it. When you get stuck in a rut, let others help you find your way out. When others are in need, give them a hand. When you are down, be inspired by all that is right in your life. When you frown, stop and smile. Today is the day when I think about all the times I wasn’t as good as I could or should have been and reaffirm the importance of learning from my mistakes. On this day our prayer should be: “please forgive me if I’ve failed to live up to your expectations… I’ll try to do better in the future”.  Don’t fear acknowledging your shortcomings and trying to be better today.

 

Marge Piercy (1936): American progressive activist and writer 

Plan for change...

 

Most people you ask say they welcome change… but very few of them adapt easily to it.. We’re usually more willing to roll with the punches in life but the same is not so true at work. After all, we tend to ask applicants about their technical skills rather than for examples of how flexible they’ve been, and we give employees job descriptions that lock them into mindsets that oppose flexibility, handbooks that focus on what not to do rather than pointing out what they should do, evaluations that are more about things they did wrong rather than focusing on goals that motivate people, and are too quick to point out what they did wrong rather than catching them when they do things right. Companies and their leaders are free to change stuff like this and start a new, more positive, and flexible approach to managing and behaving. But how often have you heard someone say: “that’s not how we’ve always done it”? Whatever you’ve done or continue to do, remember that every day is an opportunity to improve – policies, practices, behaviors, habits, and thinking included. Planning for change can help people better understand and adapt to the changing needs required for workplaces to thrive. In our personal lives, we’re generally more open and adaptable to changes that are needed; be like that and start something new at work today.

 

Hannah Arendt (1906 – 1975): German-born American political theorist who is widely considered one of the most important political thinkers of the 20th century

Get what you need to succeed...

We want our employees to feel welcomed and comfortable when they start anything new; whether it’s a new job or assignment, a manager’s responsibility is to help them bridge the gap from where they’ve been to where they need to be. While employees in new situations must have courage, strength, and conviction, so too must their new supervisor: the best way to get thru that transition is together. They both need courage to fill the unknown with questions, facts, guidance, and optimism.  They both need strength to deal with the ups and downs of learning something new and to forgive and forget the mistakes they uncover.  And they must have conviction to stick together no matter what, knowing that patience and time are their friends. We often expect too much too soon and that’s not fair – even the smartest among us needs time to acclimate and feel their way along this kind of trail. And remember that perfection is the enemy of progress… give employees in transition your best coaching and mentoring efforts and they will continue to improve. Then, the only thing that can stop them is them. Most trails are littered with people who give up because of obstacles and uncertainly – your job as their supervisor is to help them find success. Together you can’t be stopped. Partner with employees in transition today.

 

Ruby Nell Bridges Hall (1954): American civil rights activist who was the first African American child to desegregate an all-white school in Louisiana in 1960

Make things happen...

We often think things are going according to plan…until we check. Corporate policies and practices tend to grow stale over time and that’s probably why someone came up with the idea to “inspect what you expect”. Nobody’s really to blame, they just become lax and sometimes think it’s someone else’s responsibility, or at least they hope someone else is doing what they should be doing but aren’t. A telling example of this is the pre-shift meeting in restaurants – often called the “family meal”: after the staff comes in and sets up for the shift, and before the customers begin to arrive, the employees usually get together, eat together, go over the nightly specials together, talk about the any other needs for the shift together, and just hang and build and cement relationships together. It’s management’s responsibility to make this a genuine and meaningful exercise – if they don’t (for whatever reason), the company’s “we-care-about-you and follow-through culture” becomes less than it could and should be. The bottom line – these kinds of things won’t work unless leaders make them work. There are lots of opportunities to have important interactions and discussions in every workplace – yours included. You need to be seriously involved in making them happen. That’s what effective leaders do. Make sure you make things work today.

 

Maya Angelou (1928 – 2014): American poet, memoirist, and civil rights activist.

Give and take respect...

We often think of self-respect as a personal issue, something we’re each responsible for developing and nurturing within ourselves. But what if it’s something we also could or should help nurture in others? I started thinking about this after listening to our Rabbi’s sermon during the recent Jewish holiday services – in it, he asked (and I am paraphrasing) whether, in addition to seeking forgiveness during these holidays, we might also seek to forgive. We live in a very inter-connected world, doing things for ourselves as well as others, and likewise, benefitting from both. Webster defines self-respect as “pride and confidence in oneself; a feeling that one is behaving with honor and dignity”.  As leaders, we should help others develop pride and confidence in themselves and appreciate and recognize when they are acting with honor and dignity. We can do these by observing their actions and catching them when they do things right, by listening to their comments and concerns by responding in a timely and appropriate way, by coaching and mentoring them to be more competent and confident, and encouraging them to become all they can be. In this way, respect, and self-respect (like forgiveness, and forgiving) become the two sides of the same coin, and they help develop qualities in ourselves and employees that benefit everyone.  These are virtues worth practicing and supporting today.

 

Sir John Frederick William Herschel (1792 – 1871): English polymath, mathematician, astronomer, chemist, inventor, and experimental photographer who invented the blueprint

Believe in yourself...

The child in all of us never wanted to grow up after reading or watching Peter Pan. But one of the other important themes in that story was that – young or old, you must have confidence in order to do whatever you want. All of us have worked with people who were technically competent but lacked the self-confidence to show or act it. Leadership really is about having the confidence to act the part: that’s one of the things that make people follow their leaders. While much has been written about effective leadership, this pandemic, and the employment-related after-effects we’re seeing now attest to the need for leaders who are competent enough to know the directions to provide and confident enough to lead with care and concern. The two together create a state of mind, without which, you cease being able to lead, and bring out the best in your people. So do what it takes to become competent at what you do and find a coach or mentor who can help you gain the confidence to be your best. It’s within your power to do these things, or not. The choice is yours. That’s what it takes to believe you can fly today.

 

Sir James Matthew Barrie (1860 – 1937): Scottish novelist and playwright, best remembered as the creator of Peter Pan. Before his death, he gave the rights to the Peter Pan works to Great Ormond Street Hospital for Children in London, which continues to benefit from them.

Map out your plan...

The first day of any new year is filled with hopes and dreams – and just like any plans, those need careful thought and preparation. We must understand how those dreams fit into today’s reality, and carefully think them through. They should also have an objective in mind, so the road ahead is clearly marked and defined. With most dreams and plans, there are driving and restraining forces, all of which need consideration to better understand opportunities and obstacles. Most of my writing in these messages is a mix of both personal and business themes, probably because I’m a human being who still deals a lot in the business world. As such, I often mix these two sides of this coin in search of better solutions and outcomes (again, both for myself and my clients). And while I sometimes confuse the two, that’s probably okay because these two sides are often intertwined.  So here I am dreaming of being a better me in the year ahead, knowing with my business head that I must saddle those dreams with reality and perspective before I ride off on them. So, whether you’re dreaming about a personal or a business future, set your objectives realistically, plan them carefully, and stick to them through the ups and downs that naturally occur. And then hold on for the ride. That’s the plan, and message, for today.

 

Mary Gladys Webb (1881 – 1927) was an English romantic novelist and poet of the early 20th century

Start off on the right foot...

Today marks the Jewish New Year, a time of introspection about the year just passed and hope for the one ahead. In many ways, we are who we are – the traits passed down from our parents code us for a lifetime. But, as my mother used to tell me, we each get to make the best of them.  Sure, we have moods, and are affected by the events that surround us, but the basics are there for us to use, or not. I always used to tell people I interviewed about what I saw and perceived during those discussions; when I hired them, I’d remind them that now that I knew some things about them, I’d be looking for those traits and behaviors on the job. Like smiling, making eye contact, being engaged and animated, and asking good questions. When people are interviewing – (or on a first date), they usually are on their best behavior; those are the things we can anticipate in the long run. And those are the times when we not only can claim our talents but use them as well. I think I know most of my strengths and weaknesses, and throughout these Jewish holidays I will commit to using more of the first and hopefully, less of the second in the coming year. Put your best talents to use today.

 

Madeleine L'Engle Camp (1918 – 2007): American writer of fiction, non-fiction, poetry, and young adult fiction

Celebrate what people do...

Labor Day traditionally marks the end of Summer: it’s also a day set aside for honoring those who work. Much has been written about the work people do, but we should also focus on the things that leaders do to motivate their employees. Things like understanding what’s unique about each of them, listening to their concerns and ideas, and recognizing their contributions. It you’re not attentive, why should they be? If you don’t care, don’t expect them to, either. And if you don’t make a big deal of the things they do, they won’t think their efforts matter. Don’t just pay employees for having heads and hands, make them feel appreciated for using them. That’s your job; it’s also the best way to honor and celebrate their efforts on a holiday like today.

 

Elbert Hubbard (1856 – 1915): American writer, publisher, artist, and philosopher

 

        Happy Labor Day!

Get together...

People spend nearly as much time at work as anywhere else, and that leads to really knowing those you work for and with. Everyone is fully seen by everyone else – through good and bad. Many try to keep their work face on during these hours, but it’s hard to maintain a façade through all the ups and downs. And despite everything, you really do get close to your workmates and get to know each other – that’s how friendships and teams are formed. Some companies use icebreaker and team building exercises, others have volunteerism programs, and some organize group activities. These create bonds that support workplace culture and drive employee loyalty. But they don’t happen on their own: train your managers to nurture an environment that makes people want to come to work, be engaged, and have great morale. Effective communications and coaching skills will help managers develop trust and respect, key components of a healthy and supportive culture. And knowing how to handle difficult conversations and manage a multi-generational workforce will also improve their effectiveness. Employee dedication, satisfaction, and loyalty comes when you get to know the people you work with and still get along with them. Get to know and respect your colleagues today.

 

Elizabeth Gilbert (born 1969): American journalist and author 

Be truthful and clear...

Here's another facet of the current staffing problem: applicants are paying close attention to what’s promised during their recruitment and watching to see if those promises are kept once they get hired. Again, they’re very particular about who they want to work for and if they suspect any form of “bait and switch” they are more likely to quit than at any time in the past. Managers today are more anxious than ever to get a warm body into an open position and unfortunately, they may overpromise to do so. Make sure they are well-schooled and scripted – practice with them to ensure they know what to say, and not say. It’s a good practice to detail this information in an offer letter and review expectations during onboarding to clarify any misperceptions. Employee’s value companies and managers who tell them the truth, not just those who tell them what they want to hear. Clarity and transparency are precious commodities and there’s no reason for you to lose a new employee over something like this. And because recruits are so focused about finding the right job for themselves, they will be more dedicated and loyal if it turns out to be just what they expected. Say what you mean and mean what you say today.

 

Patricia Summitt (1952 – 2016): American women's college basketball head coach at the University of Tennessee from 1974-2012

 

You've got to stand for something...

After more than a year of self-isolation and unemployment, many of the people laid off during the pandemic became more self-reflective and aware. And in many ways, that led to their being less interested in working for employers who didn’t empathize with what they were going through. And this, as much as the lingering fear of catching Covid-19 and extra unemployment benefits, is what’s driving the short staffing that many companies are experiencing. These employees have a choice, and they now know more about who they are and what they stand for, and where they want to go and why they want to go there. They have less tolerance for low wages – and this more than the living wage argument is what’s now behind the $15 minimum wage. They have more interest in healthy workplaces, flexible schedules, and work-life balance – companies that offer these benefits are winning the war for talent. They have less patience with doing more with less and are demanding consideration for their efforts – recognition, bonuses, and extra time-off included. And they want managers that care; in the past many employers talked of having a family environment – now employees want their managers to really care about and treat them like family. There are good reasons why some companies are fully staffed: their culture and values reflect the things that employees desire. Life is full of choices – for them and you.  Choose well today.

 

Kofi Annan (1938 – 2018): Ghanaian diplomat and Nobel Peace Prize winner (2001) who served as the seventh Secretary-General of the United Nations from 1997 to 2006