The Worst Boss You Ever Had

 

Could Teach You A Few Things

Over 30 years ago, I had a boss who regularly came in and yelled at the staff.  For no reason.  He just vented his anger at the world onto his staff.  And yet he was brilliant, creative,  andvery effective at sales.  But he was not so good at managing and retaining employees.  No matter how terrific the rest of the job is, if you’re being screamed at for no reason, that verbal abuse will drive you away. Few people can tolerate constant demeaning.
 
Here’s what I learned from him:
 
• NEVER be a yeller.  That doesn’t mean that there aren’t days when you’re stressed and frustrated, but don’t take it out on the people you work with.  If you’re that upset, go for a walk, go workout, get in your car with the windows up and yell there.  Just not at people.  Ever.  Really. It’s abusive.
 
• Positive specific praise and reinforcement goes a long way. Most people like public recognition and like being told specifically what they did well.  If you really want to thank someone, give them a written note as well; these are rare and amazingly effective. Sticky notes work, too.

• Financial reward only works so far
.  Continual humiliation, denigration, verbal abuse and difficult work environment will drive out even the most dedicated achievers away.  If you want to retain good people, treat them well.
Find out what is important to them and reward accordingly.

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The Ideal Jobs for Low Stress

What Job is Right for You?

Do you thrive on uncertainty, love a challenge, and like the unexpected?
Or do you prefer consistency, even keel projects, predictable outcomes?
Your answer will determine which job style is right for you.

2 womenwhiteLRCareerCast.com has recently done a study on the jobs with the lowest stress levels.  Those include audiologists, dieticians, medical records technicians, hair stylists, university professors with tenure, multi-media artists, librarians and jewelers.

The ones with the most stress include jobs with unexpected and unpredictable conditions, like police, firefighters, airline pilots, military, newspaper reporter and taxi drivers.

For a complete look at the article, and expected growth in job categories,
go here: http://abcnews.go.com/Business/stressful-jobs/story?id=21441041#

For a free report on how to get and stay Fired Up!, go here http://firedupnow.com/top20tips/

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70% of American Workers are Disengaged at Work

Which Means They Are Not Happy and Not Productive- What Can You Do?

Man overwhelmed with photos

One of the most important areas to focus on when dealing with disengaged employees is really very simple:  Tie their work to your purpose.

Research on happiness shows people are most joyful and effective when they believe that what they do makes a difference.  Show them how the end results of their work benefit others.  What is the purpose of your business or corporation?  How does it make the world a better place?  How do they contribute to that?

Give very specific and clear examples of how their work directly impacts the lives of others. Let them know that every effort, no matter how small, results in this impact.  Give them a reason to come to work every morning and to share their enthusiasm.

Consider how to tie work to purpose:

• posting photos in the employee lounge of those who benefit from the work

• posting stories in employee Intranet about how the company makes a difference

• sharing testimonials from customers/ clients/ recipients of the work

 

Source: 2013 Gallup poll

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New Study Shows Workers are More Stressed than Ever

92% of  US Workers are Stressed
 
Stressed out Woman from Fired Up! and Stress ExpressA new study from ComPsych Corp shows employee stress has escalated:

• 60% of all workers have high stress, while 32% have manageable levels of stress.  Only 5% say they have low stress levels

• Causes of stress: 40% of workers blame workload and 34% blame it on who they have to work with
 
•   36 % lose an hour or more productivity due to stress daily &  40+ % waste nearly 30 minutes of work daily because of stress
 
• Absenteeism- 30% of worker miss between 3-6 days of work annually because of stress

Ways to beat stress:
 
• practice deep breathing 2-3 times a day- deep belly breaths
• sleep for at least 7 hours a night to extend your life, reduce stress & improve health
• exercise at least 15 minutes a day doing something- walking, yoga, dance, basketball
• stay away from negative co-workers
 


 

©2012 Snowden McFall All Rights Reserved. No duplication or reprinting without permission and author reference

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Make the Most of Your Millenial Employees

Shaking handsMillenials are one of the fastest growing employee groups worldwide, and they have the most customer interaction of any age segment. Managers often wonder how to motivate them, since they crave flexibility and meaning.  Here are a few tips from expert Jason Dorsey:

• Give them at least 10 seconds of specific feedback a month from a senior person (they like communication)
 
• Make their first day at work memorable; start them on a less stressful day than Monday and pair them with a same gender peer for the office tour (they’ll ask better questions)
 
• Honor their birthday in a special way as they like to celebrate all month long
 
• Coach them to ask for opportunities to demonstrate their potential; they want to grow and move up
 

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©2012 Snowden McFall All Rights Reserved.  No duplication or reprinting without permission and author reference

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Keep Your Employees with these Key Questions

Have you read this book? First, Break All the Rules, What the World’s Great Managers Do Differently is a compilation of the findings of Gallup poll researchers who interviewed over 1 million employees, 80,000 managers and 400 companies.  The book makes several great points.

One is how to determine the strength of any workplace. Ask your employees these questions:

1. Do I know what is expected of me at work?

2. Do I have the materials and equipment I need to do my work right?

3. At work, do I have the opportunity to do what I do best every day?

4. In the last seven days, have I received recognition or praise for doing good work?

5. Does my supervisor, or someone at work, seem to care about me as a person?

6. Is there someone at work who encourages my development?

7. At work, do my opinions seem to count?

8. Does the mission/purpose of my company make me feel my job is important?

9. Are my co-workers committed to doing quality work?

10. Do I have a best friend at work?

11. In the last six months, has someone at work talked to me about my progress?

12. This last year, have I had the opportunities at work to learn and grow?

 

These are the  core elements needed to attract, focus, and keep the most talented employees.  The first 6 questions are the most important fundamental questions that often get jumped over.  That is a critical mistake, because those 6 are foundational before any employee can even consider vision, mission, and growth.

 

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©2012 Snowden McFall All Rights Reserved.  No duplication or reprinting without permission and author reference

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Think Like an Entrepreneur- Whether You Are One or Not

Use Entrepreneurial Thinking to Excel at Your Job

Cheering womenMany of my speaking / consulting clients are corporations, medical associations and non-profits.  Sometimes the employees feel a sense of powerlessness with all the red tape and bureaucracy.  According to the book Drive, humans have an essential need for autonomy, control over their work and their destinies.  A great way to gain control in your job is to assume authority over a problem and come up with a new solution. Creatively brainstorm and solve it as if it were your own business.  Then go to your superior with a clearly mapped out plan of action in writing. Most managers will applaud your ingenuity and initiative, and you will feel better, with more control over your work. Plus you may have remedied an expensive and stressful problem.

©2012 Snowden McFall All Rights Reserved.  No duplication or reprinting without permission and author reference

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Look for the Best in Others


What You Think About Does Make a Big Difference

In his new book, Social Intelligence, Daniel  Goleman writes about recent brain research: ”One person’s inner state affects and drives the other person….We actually catch each other’s emotions like a cold.” The moresignificant the relationship is, the greater the impact on the other person.   Our thoughts have tremendous power.  The ramifications of  this are interesting.

If you have annoying co-workers or employees, and you continue to think that they are obnoxious or rude, or whatever your belief system is about them, you will unconsciously be creating more of what you don’t want in them.  If, on the other hand, you start focusing on their good qualities, both inside yourself and verbally to them, you will help strengthen their positive characteristics and your relationship.

This has great implications for employer-employee relationships, wherea perceptive boss who becomes aware of her/his thoughts, can actually contribute to an employee’s greater success… just by the way they think about that employee.

Thoughts are incredibly powerful, so monitor yours carefully and think about what you truly want to create in your life.

 

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 ©2011 Snowden McFall All Rights Reserved. No duplication 
or reprinting without permission and author reference.

 

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A Toxic Employee Can Destroy Your Workplace

Fired Up! Employees Make A Huge Difference

In his book, Social Intelligence, Daniel  Goleman writes about recent brain research:

“One person’s inner state affects and drives the other person….We actually catch each other’s emotions like a cold.”

The more significant the relationship is, the greater the impact on the other person.  This is why toxic relationships with people who yell or demean us truly make us ill, and why loving, nurturing people make us feel better.

The implications of this research on the workplace are staggering.  You can no longer afford to let that bad apple with the lousy attitude stay on board. He or she is literally poisoning your business.  Angry, hostile managers actually demotivate their employees.

When I first opened my business over 28 years ago, negativity and badmouthing were grounds for firing in my policy manual. I encourage my people to come to each other or to me work things out.  But a bad attitude just does not work for anyone.  You can always train people skills but negativity is a poison that can do great damage to your workplace.

Social intelligence means giving undivided, caring attention to others, demonstrating interest and empathy.  This is what builds relationships and what generates employee enthusiasm and loyalty. So give careful attention to the relationships you are building and the corporate culture you are promoting. Reward others and praise others specifically and publicly. Have a success board of company victories. Celebrate small successes along the way.  Keep Fired Up! people around and your organization will ignite with growth and goodwill.

 

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 ©2012 Snowden McFall All Rights Reserved. No 
duplication or reprinting without permission and author reference.
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Fire Up Your People By Including Them

Appreciate Your Employees & Give Them Feedback

In a study conducted by USA Today a few years back, the top three things that employees want are: interesting work, appreciation and being “in” on things. The U.S. Dept. of Labor said  46% of all people who quit do so because they felt they are not appreciated for the work they do.  And James Howard discovered that whenasked what their boss or supervisor says when they finish atask or project, 92% said their supervisor said nothing!  88% of Americans say they are never thanked for their work.


What all this data means is that employees are HUNGRY for positive feedback.  And so are we as human beings.  We have a tendency to be very hard on ourselves and judge ourselves severely.

Daniel Pink, the author of Drive, says humans are motivated by autonomy, mastery and purpose.

Sometimes, the greatest  thing you can do in a given day is give your employees or co-workers a few minutes of sincere, specific praise. Try something as simple as “Thanks for the good work on that project” or “I really appreciated your comments in the meeting today-they were valuable.” All too many employers save up their kind words for bonus time, instead of sharing them throughout the year.  Connect their work to the greater purpose they have, give them greater control over what they do, and help them become better at it.

Employees hate to be ignored, to be left out, and to feel unappreciated.  Be sure you take excellent care of your people, or you may lose them.

 

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 ©2011 Snowden McFall All Rights Reserved. No duplication 
or reprinting without permission and author reference
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