Performance Management Company Blog

Ideas on People and Performance, Team Building, Motivation and Innovation

Tag: engagement ideas

If you aren't leading and engaging, what ARE you doing?

If you aren’t leading, involving, engaging and motivating people, are you just taking up valuable organizational space? We need Leaders in so many workplaces today and managers need to make choices!

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A key issue in most teams in most sports is having leadership. It can occur everywhere. Sometimes, they wear a little “C” on their jerseys indicating to the officials that they are Captains and sometimes they walk to the middle of the playing field to watch the coin toss. Other times, they are simply the people on the field who the other look to for motivation or depend on for The Big Play.

This happens in every organization, too. Sometimes, people depend on one of their own to speak up at a meeting to express a common concern. Sometimes these are just those people who get others involved in what is going on, since every person in the tug-of-war lends something to the effort.

Paraphrasing on Henny Youngman standard one liner, the research by so many different organizational polling companies would suggest,

Take my Boss… Please.

Jim Clifton seemed to seriously suggest that the data from his Gallup polling would suggest a realistic situation were for about 7,000,000 managers to simply be fired because they repeatedly seem unable to lead, manage or get out of the way. So many workers complain that no one listens and no one cares and that engagement is a HUGE problem with most companies worldwide. (Find a link to some of his writings here.)

Organizations  tend to work like this, in the view of most people: Square Wheels One copyrighted V1 small

Wagon Pullers are seemingly isolated by the rope!

Deloitte’s Global Human Capital Trends 2014 Survey showed that leadership was a critical issue, with 86% of respondents rating it “urgent” or “important”. It also showed that only 13% of organizations say they do an excellent job of developing leaders at all levels — yeah, that is kind of noticeable.

But leadership is a big wide thing, with there literally being thousands of books on the topic. Most of us regular people would simply suggest that being trustworthy, involving and engaging are pretty important skills to generate everyday motivation. Feeling aligned to the goals and expectations and feeling appreciated seem to be pretty straightforward and understandable parts, too.

These Big Survey Consulting Companies like Gallup and Deloitte tend to offer up Very Big Solutions (you can read that as complicated and expensive). Me, I am more of a continuous continuous improvement kind of guy who thinks that everyone can make some improvements every day without requiring the extensive involvement of HR and Training & Development organizations — you know, the ones that always get their funding cut first because they are seen as costly to most senior managers (who do not get their development from them anyway, relying on outside groups like the Universities and Center for Creative Leadership and similar…).

There are a number of writings in the PMC blog around the issues of generating engagement and motivation, all of it simple and straightforward and all of which can easily be accomplished by any supervisor simply looking to improve their skills in motivating people.

– Here are thoughts on the problems of involving and engaging people– Here are ideas on Dis-Un-Engagement and issues of facilitating– Here is a framework for involvement and workplace improvement

As so many others have framed things, I believe that only some of the problems of leadership are at the top levels of the organization — senior managers may not be leading well or implementing strategies effectively.

But as Jim Clifton and others have shown, the real issues of organizational leadership and day-to-day motivation and performance occur at the interface of worker and manager – there are zillions of those minute-to-minute, hourly and daily interactions that might allow so many more people to work “more better faster” and that would help to involve and engage and align people to the expectations and goals. That is where organizations are failing their people.

There are no Big Silver Bullets out there to solve these issues. But there are bazillions of the Square Wheels, those things that work but do not work smoothly and that generate less than optimal performance. These are “artificial hindrances” in the sense that The Round Wheels are already in the wagon! There are all sorts of motivational impacts to be achieved when our supervisors do a better job of involving and engaging their people and our managers do a better job of involving and engaging our supervisors.

So many Big Solutions have been tried and have seemed to fail over the past 50 years. Sometimes, that exceptional leader like a Steve Jobs can get a good grip on things and have that major impact, but those cases are really rare (which is why Steve Jobs got all that press!).

Maybe it is time to try somelittle solutions. Maybe it is time to simply allow a bit more individual development and initiative in the workplace of the managers and supervisors so that they can more effectively involve and motivate their people.

S

It does not take a whole big bunch of money or time to actually implement some of the ideas of the team that would make the workplace better in some ways. People generally want to make things better and will work toward doing that. And that little effort has a big and cascading impact on people and morale:

cartoon by Dr. Scott Simmerman

It is important to remember that Nobody Ever Washes a Rental Car and that people want to have a sense of ownership involvement in things. Plus, it is also important to know that people do need to be involved and engaged in order to want to be involved:

Navajo Not possible to awaken

 

At PMC, we sell simple toolkits that allow a supervisor to generate actionable ideas from their people. We use these simple cartoons to get wheels rolling downhill, to show supervisors that involvement and engagement facilitation are not that difficult to accomplish and that these activities can be a part of their everyday life as a manager. It is easy to ask and to listen, to generate teamwork focused on implementing good ideas to make performance improvements.

People are creative and flexible. We can do simple things to remove or decrease frustration and deal with roadblocks to help motivate people. I call this process Engagimentation (or Dis-Un-Empowerment) and suggest that you consider taking such actions with your people to make some impacts on so many things. Let me know if we can help – we sell inexpensive and effective tools for communications.

Performance Management Company and Scott Simmerman

For the FUN of It!

square wheels authorDr. Scott Simmerman is a designer of team building games and organization improvement tools. Managing Partner of Performance Management Company since 1984, he is an experienced presenter and consultant.

 
Connect with Scott on Google+ – you can reach Scott at scott@squarewheels.com

Follow Scott’s posts on Pinterest: pinterest.com/scottsimmerman/
Scott’s blog on Poems and Quips on Workplace Improvement is here.

 

 

The Origin of Engagement in the breakdown of Appraisal and Control

Simply put:

We need stop doing such a lousy job
of motivating people in the workplace.

Stats show 85% of employees report their morale declines significantly after spending 6 months on the job (from Sirota Survey Intelligence) and 49% of workers say they constantly have their antennae out for new job opportunities — even when they are happy in their current position. Few feel their current employer is giving them a fair deal in terms of advancement opportunities (Kelly survey).

In a recent Forum Corp. survey, only 8% of employees report that they trust their leaders “to a great extent.”  But in that very same survey, 96% of employees say that it is, “extremely important to have a manager they can trust.”

I expand on a lot of issues of workplace motivation in this two-part post,

Workplace Motivation – “I Quit! Nevermind. Whatever…”
(Part One) (Part Two)

The data is clear. People are not involved and engaged in the workplace and these people, their managers, the customers and the company all pay a price for that un-engagement.

square wheels image

Solutions for this are pretty much everywhere. Improving leadership and its alignment to core values and an expressed mission and vision — one that is real and congruent to their behavior — is a good place to start. Improving teamwork and collaboration in the workplace is another good place to begin to re-engage people.

Here is a short 6-minute video on the engagement network
that frames up some obvious solutions.

Removal of the perceived roadblocks to good performance is basic and straightforward and you can read some of my ideas about managing that here.

There are some thoughts here on sharing praise and managing performance feedback, including a link to my Feedback Analysis Checklist. (Click here to see that blog post) and there is a long, two-part series of articles that get into a lot of ideas and information and statistics on managing performance here.

What we need to do is understand that passion and trust are critical factors in workplace motivation and that our traditional approach of performance appraisal and performance evaluation simply puts the worker and the manager into an adversarial kind of environment. The typical “reward systems” that are installed by HR and supported by the executive team are not working and will not work, serving very often to simply put the people into competition, which more often sub-optimizes the overall group performance a lot more than it motivates the top performers.

Best practices already exist in the organization, but developing the teamwork to help install them throughout the workplace cannot be done with competition as the driving force. The ideas for improvement already exist, but we cannot make improvements if we keep working like this:

Square Wheels One cannot expect improvement words

We need to do things differently
or we will continue to get the same results!

The change needs to be at the interface of the worker and the supervisor. All that other stuff is nice, but it is the manager that needs to change their behavior. We also can build on the natural tendency of people to work together on shared goals and desired outcomes. People are competitive, but teamwork does occur naturally.

We must put the power into the hands of the supervisor, not in the hands of some remote and well-intentioned HR Control Group that has little in common with the workers and supervisors and who do not share the same expectations, desired outcomes and goals, or rewards for good performance. Performance Appraisal and Evaluation — even if you improve it — will not do much to improve workplace performance. Simply because:

  • Fear is the Mindkiller (from the Dune books) — competition produces winners and lots more losers and no one likes to lose.
  • Trust is the residue of promises fulfilled. (Frank Navran)
  • Nobody ever washes a rental car. Ownership and hands-on involvement are critical factors in success.

Get them involved and engaged with you in your workplace improvement efforts and focus HR on human capital improvement, not performance appraisal and so-called incentive motivation.

We cannot become what we want to be

PMC has great tools for facilitating engagement and involvement and for building teams and teamwork, tools that work for supervisors interested in the improvement of workplace performance and motivating people. It is not rocket science — it is straightforward, simple and simply continuous…

For the FUN of It!

square wheels author

Dr. Scott Simmerman is a designer of team building games and organization improvement tools. Managing Partner of Performance Management Company since 1984, he is an experienced presenter and consultant.

Connect with Scott on Google+ – you can reach Scott at scott@squarewheels.com

Follow Scott’s posts on Pinterest: pinterest.com/scottsimmerman/
Scott’s blog on Poems and Quips on Workplace Improvement is here.

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