Author: Dr. Flores Page 35 of 44

The fact is that you are not going to work in the same company from start-to-finish. I remember beginning my professional career at Shell Oil Company in 1990, and I thought that I would retire with the oil and gas company. It was a genuine but naïve belief.

In many cases, you find a better opportunity and you take the leap. In some situations, you are asked to leave because of performance issues, lack of fit, or just because you don’t see eye-to-eye with your manager.

The separation process is usually better when the employee makes the decision to leave the organization. Most employers understand that people make these decisions in hopes of bettering their situation. However, when someone is fired, the separation is difficult both on the employer and employee. Firing people is no fun, and getting fired is even less fun.

Here are three reasons you should leave your company:

#1: No more room for advancement.

Most people want bigger challenges andhope this upward mobility is possible within the organization. I have an acquaintance who is still working in a data processing-type job even though she is near completing her MBA. Her employer increased her pay by $6,000 during the recent performance appraisal review, but she stayed in the same position. She is stuck in a dead-end job. Her employer is being a bit selfish by increasing her pay in hopes that she stays longer, but she has her resume out in the market knowing that it’s time to make the move.

#2: Lack of interest in employee development.

Some organizations do very little to improve the skills of their employees. Providing a training program requires an investment in both time and money, and some corporate leaders are unwilling to do either. As a corporate trainer, I see the enthusiasm of employees when they attend training sessions. They are eager for new knowledge, and will take advantage of training sessions focused on leadership skills, technology, project management, critical thinking, and managing conflict. By improving these skills, the employees are far more productive in their work responsibilities.

#3: Dislike for current work.

I spoke to a colleague a couple of weeks ago, and she said: “You know … I really don’t like what I do here. It keeps me busy, but I hate Mondays! In fact, I hate nearly every day that I have to come to this job!” It was obvious that she was not happy, but she had not even updated her resume. While she didn’t like her job, it was now a routine, and somewhat of a comfort zone. In other words, it was easier for her to stay in a job that she didn’t like than to start over somewhere else. It’s weird, but this is a common occurrence for many employees. Before long, years and decades pass, and the employee is still unhappy.

Making a change can be difficult. However, you must focus on what is going to make you happy long-term. The change itself will test you, but the benefits of working somewhere that you like outweigh the bit of discomfort that you will experience during the transition.

It never fails! There is always someone in the office who wants to talk only about what he has done. If it’s not about him, it’s usually about his kids, a vacation they recently took, or the electric car he purchased over the weekend.

It’s always something, right?

We You should talk about the good things that happen to you. The point of this article is not to discourage you from sharing good news. However, you must avoid the endless focus on yourself. When you do, others often become envious. In some cases, people really don’t care that you are experiencing positive events in your life.

Here are three reasons you should temper your enthusiasm and avoid talking about yourself:

#1: Your boasting can alienate others.

If you are doing well, others will know. There is no need to speak endlessly about the MBA you just earned, or the promotion given to you during the last round of performance evaluations. Your accomplishments are important to you, but other people in your office are more concerned about where they fall in the pecking order.

Your management team should know about your accomplishments. Put together a brief email detailing your recent success, and send to your manager. Of course, you must add to your resume. You can now move on to the next goal on your list.

#2: Others can sabotage your career.

While a few of your close friends might be happy to hear that good things are happening for you, others will look for ways to put you down. Those who are doing nothing to improve their careers will assume the spoiler role.

Here are a few comments you might hear:

• “I can’t believe she is working on her MBA. She should spend more time taking care of her kids. I hear her husband is basically the mother and father to the kids.”
• “He took that promotion to Shanghai mostly because no one else wanted to go. He’s in for a rude awakening with that position. I’m sure that culture shock will bring him back to the States with his tail between his legs. He’s stupid!”

“From what I’m told, her raise is only 5%! I received a 3% increase, and I never work on the weekends. I’m glad she’s doing all the hard work. Think of it … she earned only 2% more than me. I’ve got this system figured out!”

#3: Leadership focuses on the success of others.

While your accomplishments are important, and should not be ignored, you must spend most of your attention helping others succeed. Once you reach a new plateau, some positive-minded people will come to you for guidance. Take the time to show them how they can reach important milestones in their career. If they do not come to you at first, look for opportunities to share your information. When you help others succeed, you become a difference-maker, and these actions will lead to big opportunities.

We all desire to share our accomplishments. That is natural. However, let’s be careful with our approach. Instead of telling others how much better you are, you should consider a servant leadership role. In essence, you use your position and knowledge to help others realize their goals. This strategy will bring more value to your organization, and will undeniably provide you with a higher level of self-fulfillment.

Many people like the idea of telecommuting, or working from the house. You can work in your pajamas, avoid the rush hour traffic, and stay away from the office politics. These are big advantages, and cannot be discounted.

However, working from home is not for everyone. Some who work remotely complain about the feeling of isolation, lack of networking opportunities, and having to balance work and family responsibilities.

The purpose here is not to discourage telecommuting; rather, I want to share the challenges faced by off-site employees. Before accepting these types of positions, make sure you understand the requirements. A notable characteristic of telecommuters is the ability to work with little guidance or direction. By their nature, they are self-starters, task-oriented, and able to work without the need for constant encouragement.

#1: You love interacting with people.

If you are the type of person who loves hanging out with co-workers, going to the morning and afternoon coffee breaks, and participating in the weekly Happy Hour session, telecommuting is probably not for you. Working from home means that you are away from the office, and interaction is done by email, instant messaging, Skyping, or texting.

Those who need the physical interaction with other employees are going to have a tough time adjusting to telecommuting. Avoid accepting a position merely because it allows you the flexibility to work from your home. You must consider what excites you about the work environment.

#2: You have a hard time separating family from work activities.

Working from home means that your family is going to be near you – in the same house! While you can be productive when your spouse is at work, and the kids at school, how do you maintain that level of effectiveness at 4 p.m. when the family is at home?

A colleague who works from home for a major insurance carrier told me that it was tough for her to do her activities while her husband and kids were playing outside the house. She could hear them having a great time, but she had an EOB deadline preventing her from joining the fun.

Even though you work from home, you still have requirements and deadlines. If they go undone, your boss will wonder if you are the right person to handle remote work. Failing to deliver on expectations is magnified with telecommuters because productivity is based on deliverables. If you fail to deliver, you are failing to meet expectations.

#3: You are a Theory X employee.

If you remember from your management class, McGregor labeled workers as either Theory X or Theory Y. Theory Y employees love challenges, and seek opportunities to be accountable. In short, they are go-getters.

On the other hand, Theory X employees shun accountability and instead want to be told what must get done. I used to have an employee who had the following Post-It note on your monitor: “Don’t make me think! Just tell me what to do!” That’s the definition of a Theory X person.

Theory X and telecommuting don’t mix. A person lacking initiative will fail as a remote worker. If you are more of an order-taker and less of a thinker, stay away from home-based employment.

The point here is that telecommuting is not for everyone. You must do an inventory of your strengths and weaknesses. While working from home offers many benefits, there are sacrifices as well. If you prefer a smile and a pat on the back, and if you enjoy the sense of belonging to a team, keep the office position. You may not be able to work in your pajamas, but at least you will be happy.

I recall a situation in which my boss told me the following: “Jimmie, I’ve known you to be a good employee. You work hard, and you have the skills to be a top worker here. However, in recent months, your performance has declined, and I’m unsure if I can assign you to a project team.”

No high-achiever wants to hear this from a manager. You want to be the “go-to” person on the team. When a key work assignment arises, you want to be on the list to assume it. Even if you do not have the bandwidth to take on more work, you want to be considered, or at least offered the opportunity.

Here are three strategies that can help you regain the confidence from your boss:

#1: Get your regular work done on time, and without seeking a pat on the back.

The fact is that no one, especially your boss, wants to hear the many hours that you put in over the weekend to complete an assignment. I understand that it’s admirable to go the extra mile, to put in more effort during the weekends and to make the necessary sacrifices to meet deadlines. However, for high-performers, doing more is standard operating procedure (SOP) and not an unusual activity.

Whether you like it or not, the bottom line is results. I had a client who would often say, “Don’t tell me about the labor pains. Just show me the baby! “ To get back on the good side, do good work on time and stay off the “screw-up” list. If you’re meeting expectations, your manager will know.

#2: Volunteer to help your team without seeking approval from the manager.

It’s unnecessary to email or call your manager to get approval to help a team member. You understand when a co-worker needs assistance, and there is no need to ask your manager if you can contribute. A leader doesn’t need approval.
Find out how you can help your team member, do the work, and get back to your normal activities. Your manager will soon learn that you exceeded expectations.

#3: Implement a best practice for your department.

I’m sure that you know of many deficiencies that exist in your department. Lean Management teaches the importance of creating more value to the customer by eliminating unnecessary steps or resources. In other words, you create a more efficient work environment.

If you work in a medical practice, for example, look for opportunities to improve patient satisfaction. You can suggest ideas that speed up the check-in process, or improve the insurance payment process by verifying the patient’s records. There are many ways to improve processes, and you have a golden opportunity to make a noticeable difference to your department and ultimately to the organization.

As stated earlier, there is no need to make big announcements when you have completed a task or a project. The subtle approach works best. The goal is to complete your work, help your team succeed, and stay off the radar.

Rest assured that good work never goes unnoticed. Before long, your boss will be looking for you to take on more responsibility. Once you show that you are capable of handling bigger assignments, your opportunities will increase. Remember that top-performers will keep the pace, constantly looking for ways to make a difference, even when their hard work is not immediately noticed.

We’ve You’ve all done work that you didn’t like. I remember working as an IT Budget Coordinator and having to input full-time employee (FTE) data from 7 a.m. to 5 p.m., and sometimes even into the early evening. Somewhere around 10 p.m., a report would run to see if my numbers “balanced.” When they didn’t, I had to re-review the information, step-by-step, to find the mistake. Of course, this process required a couple hours of laborious and boring work.

Regardless of your job, there are parts of it that are no fun. If you are leader of a company, there is social-after-social in which you have to put your best foot forward, get a smile on your face, and glad-hand as many people as possible. If you are an IT manager, you are required to review scores of reports each week to determine if your security program is vulnerable. If you are a waitress at the hamburger shop, you have to worry about the occasional rude customer. No one is immune to work that is far from fun.

Strategy #1: Do the “no-fun” work first thing.

If you can, do the boring and tedious work early in the morning. Instead of reading your email or going on a coffee break with your co-workers, sit down and do the work. As a professor, one repetitive activity that is part of my day is grading assignments. The work is redundant and time consuming. However, by committing a couple hours early in the morning, I get the monkey off my back. Once the work is done, I feel great, and then I can do the activities that are more fun.

Strategy #2: Create an “Accomplishment List” you can share with your manager.

Nearly every manager I know understands the importance of routine and operational work. However, it’s your job to let your director know that you are on top of all activities assigned to you. In essence, you must have a plan to communicate these accomplishments.

When working for my last company, I developed a weekly “Accomplishment List.” In this list, I created categories for the work I was assigned. My manager and I discussed the expectations at the beginning of the year, and I included those requirements in the MS Excel sheet.

Here are some of the categories:

• Reviewed budget reports
• Contacted departmental managers to discuss the run rate
• Updated the MS Excel worksheet with new workstations
• Prepared the PowerPoint for the weekly presentation to the CIO

Before our weekly status meeting, I updated the Accomplishment List, and emailed to my manager. During the meeting I referenced the list, knowing that my manager was aware of the day-to-day work I completed. At the end of the year, the compiled worksheets were beneficial during my performance appraisal.

Strategy #3: Delegate!

A good rule of time management is to learn your hourly rate. For example, if you are paid $25 per hour, it’s imperative that you focus only on work that generates that level of money. The rest of the work needs to be delegated to others. An insurance salesperson, for example, should hire administrative personnel to manage client accounts, such as confirming meetings, creating files, and calling the customer for missing materials.

The ability to delegate routine work is a game-changer, but many people find it hard to have others do this work. For some, it’s difficult to give up control, and others cannot seem to find the time to train others to do the work. To become competitive in your market, you must trust others to do the everyday work.

Doing the mundane tasks is important, so make sure they get done. Until you can delegate this work, make the most of it. You can leverage completing these activities by creating the Accomplishment List. Your goal, however, is to find someone who can do it for you. You, on the other hand, should focus on the high-value activities that generate the highest return for you and your organization.

I understand that sometimes you have to take the high road and ignore others when they try to get under your skin. It’s best to move on, and fight a different battle. For the most part, this is good advice.
However, there are times when you need to hold your ground. There are times when you must make a point. There are times when others need to know that you are not going to be pushed around, or made a fool.

Interestingly, we teach our kids that they need to stand up for themselves, but we sometimes forget to heed this advice. Until you are clear with others that you mean business, they will continue to try and get the best of you.

#1: When someone tries to embarrass you in front of others.

I don’t mind having a joke played on me. That’s fine. However, I don’t want to play the role of an idiot. When someone attempts to embarrass me in a public setting, such as in a meeting, I will make sure and respond. What you say is of less importance. The point here is that you make it clear that you do not appreciate it.

Again, I’m not referring to light-hearted jokes. I’m talking about that one guy in the office that wants to make you look silly so that he can get at laugh at your expense. Be bold, and make it clear that it’s not funny to you.

#2: Someone insinuates that you are incompetent.

The fact is that you are not incompetent. My guess is that you are a hard worker, and that you care about the quality of product or service you deliver. When someone mentions that you have mediocre abilities, make it clear that one mistake or event will not define you. Like everyone else, you will experience learning curves, and that will lead to performances that fall short of expectations from time-to-time.

As soon as possible, get back on track. Find a strong area, and make sure to exceed expectations. Do not let the downward spiral continue. It’s critical that you get traction, and start producing at a high-level.

#3: Someone says something about you that is untrue.

You must stop rumors as soon as possible. For example, a co-worker might be telling others that you are unhappy with your work, and that you are searching for employment elsewhere. As you know, this rumor can affect how your manager perceives you. It’s important you quickly identify how the rumor started, and squelch it.

The point here is that it doesn’t matter if what is being circulated has truth or not. You want to control the message, which means that you have to stop others from assuming they have the right to handle your media relations program.

The bottom line is that you have to stand up for yourself. Create a perception that you mean business and that you will not allow others to ridicule you, or make you look like a clown.

Once you have put your foot down, others will quickly know that they are picking on the wrong person. Your leadership team will appreciate a person who is strong-willed and will not take unnecessary abuse from others.

Back when I served as Clinic Administrator of a major medical practice in Houston, I initiated an intern program for high school students. The plan was to introduce young men and women from Houston Independent School District (HISD) to the healthcare industry.

Hiring Monica

After interviewing several candidates, I decided that Monica was the best fit for the job. She was 17-years-old, and a good student. During the interview, she reinforced her desire to pursue a position in the medical field. In all, she had the best qualifications.

For the most part, Monica performed good work. She was assigned mostly routine work, but I also asked her to assist me with management duties, such as preparing my presentation to the doctors at the monthly meeting. In essence, Monica was gaining excellent experience regarding the day-to-day operations of a medical practice.

The “Wrinkles” Story

Diane was a 50-something lady who worked as our executive secretary. She was a nice lady, and a descent employee. However, she confided in me that her two previous failed marriages had taken a toll on her, and she was concerned that her age showed too much. While she didn’t tell me directly, I’m sure she was unhappy about the many wrinkles that appeared on her face. Nonetheless, she was meticulous about her attire, and was a sophisticated woman.

One morning, while I was reviewing an Accounts Receivable report, Diane walked into my office nearly in tears.

Me: What’s wrong, Diane?

Diane: I’m so upset with Monica!

Me: What happened?

Diane: This morning she greeted me with, “Good morning, Wrinkles!”

[Yikes! This is not good! I’m not exactly sure what to say in this situation. It’s not often this issue arises.]

Me: Well, Diane … are you sure that is what she said?

Diane: Yes. She thought it was funny.

Me: Well, it’s definitely not funny, and I can see how it offended you. I will make sure and have a talk with her.

Diane: She really doesn’t do good work around here. We should find someone else.

Diane left my office in tears, and I sat at my desk thinking how I would raise this issue with Monica. The fact is that Monica was wrong for calling Diane “Wrinkles.” However, she was a young lady, and perhaps unaware of the harm this comment would cause.

With this opening, Diane decided to raise the ante and ask me to fire Monica. While the young intern had room for improvement, her work was adequate. I suppose Diane was basing her decision on emotion, and I could hardly blame her.

Around mid-morning, I called Monica to my office, and we discussed the situation. After explaining to her that Diane that was hurt by the insult, she understood the impact, and apologized to Diane later in the day.

Unfortunately, and despite the apology, their relationship remained strained. Monica completed the summer program and moved on to her senior year in high school. Diane, on the other hand, is even more self-conscious of the wrinkles on her face.

When you wake on Monday morning and get ready for a new work week. Friday seems more than a continent away. You are a little scared about getting to the office today; after all, you procrastinated on important work the week before, and you are certain your boss will ask for a status update.

So, you spend most of the morning thinking of a good excuse to share with the boss. Someone failed to share important information that you needed for the report. Better not use that one. It might get an innocent person in trouble.

How about blaming technology? The shared drive was unavailable most of the week. Nope! The boss probably went to the shared to access other information. She’ll know you are being less-than-truthful.
You’re worried! It’s not manic Monday! It’s panic Monday! What difference does it make? You don’t like working here anyway! Getting fired might be a blessing in disguise.

Well, it’s time to get out of bed. Perhaps a good, hot shower will help you relax a bit, and the soothing water hitting your head might help you think of a good excuse to use with your boss.

Theory X and Y

In the 1960’s, Douglas McGregor, of the MIT Sloan School of Management, described contrasting models of motivation, which he called Theory X and Theory Y. In basic terms, Theory X argues that people are inherently lazy. They don’t like work,show up mostly because they get paid to be there, and don’t want to think. They want to be told what to do.

Theory Y is different. If you are Y, you are ambitious and motivated. You love challenges. Your boss will give you assignments because she knows they will get done right and on time. Theory Y people encourage others to succeed, promoting a healthy work environment.

If you feel like Theory X, you’ve hit a dead end. You don’t like the work that you do, and your employer has figured out that you are in coast mode. You are no longer looking for challenges, and spend most of your time clock-watching. When you aren’t looking at the hands on the clock, you are on Facebook or texting.

Everything Seems to Tick You Off!

When things are going well, very little seems to bother you. In fact, you take the high-road, and ignore those who try to get under your skin. When you are happy at work, you seek challenges, and you find the good in what people do. You look for training opportunities, and even seek to mentor new employees. In short, you practice Theory Y.

However, for those people in a rut, their bosses, co-workers, security guards, cleaning people, and everything else, irritates them. They are not happy with anyone, including themselves. They think that someone has an agenda if he happens to compliment their work. They are motivated by only two things: Friday and payday. If they happen on the same day, even better!

Pursue Theory Y Opportunities

The passing of time is inevitable. When you find yourself in a situation in which your career has hit a brick wall and you are no longer happy, make a change. The change doesn’t necessarily mean finding a new position. In most cases, you have to change your mindset. You must self-evaluate to determine what you are doing to cause your feelings about your career.

Avoid taking too long performing this exercise. You don’t have much time to waste. An early and important step is to stop blaming others. The reason you are where you are today is largely based on the decisions you have made. To get back on the right track, decide you no longer will tolerate a Theory X mentality that allows others to dictate your career success.

Having competitive fire is necessary for those wishing to excel. If you want to climb the corporate ladder, generate more sales, or separate ourselves from the pack, you need to be uncomfortable with your current situation. In other words, you can’t be happy sitting on the sidelines waiting for things to happen in your favor. You need to get in the game!

Far too many people today complain when others do well. “I can’t believe she’s taking that trip to Paris! Why is she leaving her kids behind? That’s ridiculous!” Instead of criticizing others for enjoying the good things in life, you should learn from them. What is their secret? It’s far better to know how to make something positive happen than to be envious of it.

Envy Shuts You Down

When you are envious, you stop thinking about self-improvement because you are more focused on what others are doing, and less about how you can get on the right track. The fact is that others will make decisions they feel are right for them, regardless of what you think.

I recently learned about this conversation:

DAN: You know that Claudia is going to get that promotion to manage the Hong Kong office.

ALICE: I did hear that she was first in line. I really can’t believe that she’s up for this promotion. Look … she’s only been here about 18 months, and you and I have been here for more than five years.

DAN: I heard someone say that she looks like the “corporate” type. She’s the trophy they want in Asia. I’m sure she will fall short of expectations. It’s a big mistake, and time will quickly expose her.

ALICE: That’s true! I guess if I lost about 20 lbs. and put on one of those cutesy business suits I would also impress the leadership team. It’s about the look around here. I bring so much more to the table. Claudia has the right look, but has zero skills to manage this big job. The more I talk about, the more upset I get.

DAN: I’m more than upset! I don’t know anything about the “cutesy business suit,” but I do know that I should be first in line for that Hong Kong position. I know that region well, and I’m ready to try something new. I’m sure my wife and kids would enjoy China. You’re right … the more we talk about it, the more angry and resentful I am about the whole situation.

ALICE: What should we do about it?

DAN: I think we should wish her as much bad luck as possible. I can tell you that I’m not going to bust my butt around here anymore. I’m doing the bare minimum. At 5 p.m., I will no longer answer any emails, voicemails, or texts. After this unfair appointment to Claudia, I’m drawing the line!

ALICE: I agree. If they want Claudia for the job, they can forget about me going the extra mile!

This conversation between Dan and Alice epitomizes the negative impact of envy. Instead of learning what it takes to earn a top international assignment, they complain about the situation. As long as they are bitter, their creative minds are closed, which means they are going nowhere … and fast.

While going through airport security, I observed a TSA agent wasn’t too excited about the work he was doing. While I get negative vibes from workers here and there, it’s unusual for them to tell me point-blank that they are unhappy.

The Situation

My flight on this particular day was taking me from San Antonio to Denver. I approached the TSA agent who was tasked with verifying my privilege to engage in air travel. When possible, I like to exchange pleasantries with people I meet while traveling.

Surprisingly, it was a slow morning in Terminal B. I suppose the morning rush had gone through because there was no one in line behind me.

Me: Hello, Sir!

TSA Agent:  Hello.

Me: It’s not too busy today. That’s nice that we can move quickly through security. I know Terminal A has more traffic.

TSA Agent: I wouldn’t like that. Too much work for me!

[He takes my driver’s license and boarding pass.]

Me: I don’t fly out of Terminal A all that much because most of my flights are on United.

TSA Agent: I don’t fly at all. I come here only to do my job, and not to take my chances that one of those birds will fall out of the sky. With my luck, that’s exactly what will happen.

Me: I hope it doesn’t happen today.

TSA Agent: You just never know. When it’s your time to go, it’s your time to go!

[Hoping to get my items confirmed and back to me quickly, I try to end the conversation.]

Me: Ok. I hope your day goes well!

TSA Agent: Not possible. You know … I hate this job, and I’m doing terrible. I’ve never really liked working here, or working anywhere for that matter. I have just two more years before I can retire. I can hardly wait!

Me: I guess you can hope for the day to go by fast. Before long, 5 o’clock will be here, and you can go home.

TSA Agent: I get out at 4 o’clock, so that’s even better. Of course, I got here at 7 a.m. That’s way too early for me. I’m sure someone in the management group is pissed off with me. I can’t figure it out!

[He finally verified that I was not on a terrorist list, and confirmed that I was travel-worthy.]

Me: Okay, Sir. See you again next time.

TSA Agent: I hope not! If all goes well, I will quit or be fired soon!

Several other TSA agents who overheard the conversation seemed embarrassed. They tried to ignore the conversation, but it was too quiet in the building.

I’m unsure if this experience is an isolated situation. The TSA agent took a different approach: he actually shared with me how he felt about his work. I wonder if many people feel the same way, but they are careful with what they say.

When you are no longer happy with your work, it’s time to find something else. This agent told me that he was ready to retire. Unfortunately, he spent most of his life doing something he didn’t like.