Tag: self-awareness

You’re worth it (accept it and move on)

You see the message everywhere in marketing:

“You deserve a break today…” (McDonald’s)

“You’ve earned it! Take a cruise…” (Norwegian Cruises)

“Because you’re worth it…” (L’Oreal)

We are continually inundated with assurances that we are amazing, we are hard working, we are entitled to some pampering and rewards.

And yet.

There are leaders out there who can’t believe they’ve reach their current level and are just waiting for someone to realize they don’t know what they’re doing.

There are employees out there who go to a job they hate every single day because they think they’re trapped and have no other options.

All too often we get in our own way.  We assume we don’t have the skills to do something different.  We think we’re selling out if we go for that higher level of job with a better salary or work/life balance.  We can’t understand why anyone would want to promote us, and we don’t know who thought it would be a good idea to put us in charge of that project.

We get sucked into a belief system – the belief that we are trapped by skills, ambition, lifestyle.  That we AREN’T good enough, smart enough, and doggone it, people DON’T like us.

smalley

I’m here to tell you that your belief system might be broken.

It’s okay to want that promotion you earned.

It’s okay to listen to people when they say you’ve got mad skillz and know what you’re doing.

It’s okay to realize that you aren’t in the right job at the right time and to have a plan to try something new.

It’s okay to NOT try something new, and decide that your job isn’t your everything and that you just need to find a hobby that makes you happy. (So says Laurie Ruettimann…and she’s pretty smart.)

The point is – don’t let the reasons you struggle be based on your belief that you don’t deserve it.

If you’ve worked hard, have half a brain, gained self-awareness, whatever it is – you’re worth it.

You DO deserve a break today, so give yourself one.  Remove those obstacles in your head and get to working on the real ones you face.

You’re worth it.

Secret to success? Answer the question that’s asked

Business meetings can be evil things – long, aimless, soul-sucking gatherings where little is accomplished yet much is said.

You can point to a number of reasons:

  1. No one made an agenda
  2. Everyone is on their smartphones, checking email
  3. Someone brought donuts

Okay…maybe it’s not the donuts.  But if you pay attention, you’ll notice a pattern as people talk (and talk and talk).

No one answers any questions.

Oh sure, when someone asks a question, another person inevitably says something that’s supposed to sound like an answer.  There may be big words, emphatic gestures, perhaps even an attempt to gain buy-in (“Right?”).  Rarely, though, is the answer one that matches the question.

And yet…every so often…a hero emerges.

Someone who heard the question, considered it, and…miracle of miracles…ANSWERED IT ON ITS OWN MERITS.

This person looks like a freakin’ genius.

IF-YOU-COULD-8bclg7

Why would something as simple as answering a question matter?

  • It shows you listened: By addressing the concerns of the asker, you demonstrated an ability to pay attention rather than sing that little song to yourself in your head.  Listening = good.  Singing SexyBack in your head = bad.
  • It shows you care: Okay, it doesn’t make you a saint or anything, but addressing someone else’s concerns rather than advancing your own agenda is perceived as teamwork, leadership, and/or smartness.
  • It moves the meeting forward: Think about the circular nature of most business meetings. Sally says a general statement about how a process doesn’t work, Johnny asks what specifically isn’t working, Ted launches into a monologue about the state of technology in Western Europe…and then Sally mentions how the process doesn’t work.  If Sally or Ted would have said, “Well, Johnny, when you launch the workflow, it goes to the wrong person,” there’s a good chance the group could move on to solutions.  Instead, Ted got on a soapbox and Sally is rending her garments, keening about the process. [Ed. Note: Drama much?]

So how do you make sure you answer the question asked?

  • Pay attention: I know, right?  Be more obvious.  But it’s the truth.  And if there is an awkward pause because you suspect someone asked you a question and you weren’t listening, admit it and ask them to repeat the question.
  • Rephrase: Oldie but goodie.  This doesn’t mean you REPEAT the question, especially if it’s short (“so, you’re asking me if I ski?”). If the question is complex or not well-asked (it happens), take a moment to say something like, “I want to be sure I understand what you’re asking..”
  • Keep it short: The longer you talk, the more likely you are to get off on tangents.  Stick to the point and make yourself shut up once you’ve addressed the matter at hand.
  • Confirm: After you finish answering the question, ask, “Did that answer your question?” That way, the asker can get additional clarity without having to interrupt the next person who starts talking.

I know.  It’s pretty obvious.  But as we all know, common sense isn’t always common practice.

Next time you’re in a meeting, pay attention to the questions asked and the answers given.  Chances are, the person who actually answers the question that is asked is on the fast track to success.

Have a question you want answered? Ask it in the comments!

Efforts vs. Results: Do employees know the difference?

I recently read an article  day that referenced an infographic featuring the following statistic:

Nearly half (49 percent) of employees in a survey revealed that they would leave their current job for a company that recognized employees for their efforts and their contributions.

Really.  Nearly HALF of all employees would leave their job.

I know I’m cynical, but that seems awfully high, especially in a volatile economy.  So I reframed that statement (because I’m in HR and I know what reframing is), and I started thinking about whether or not the average employee would define recognition-worthy effort the same way management would.  I came to the following conclusion…

I don’t think they would.

In my career, I’ve been a part of many a performance review process, helping managers and employees alike understand why we do them, how we do them, and what the different ratings mean.  And it never fails that there is a severe disconnect between what the employee sees a extra effort and what the manager would call DOING YOUR JOB.

entitlement1024

Here’s a quick reminder for employees about the difference:

DOING YOUR JOB:

  • Showing up on time every day
  • Completing your work by the assigned deadline and in a quality manner
  • Being a decent human being to coworkers


EXTRA EFFORT:

  • Teaching others to do their jobs better
  • Identifying a more efficient way to do a task
  • Going above and beyond for a customer

Really, it’s about the difference between EFFORT and RESULTS.  Effort is good – managers want to see effort.  It’s an indicator that employees give a damn.  But guess what – results pay the bills, which means managers are more likely to recognize employees whose efforts yield results.  As an employee, I need to be aware of what will benefit the business and ensure my work is truly “value add.”  And I also need to communicate what I’m doing to my manager to ensure I’m aligned with his/her expectations.

Managers, you’re not off the hook for this one.  If your employees feel like you don’t notice their efforts, that’s on you.  It’s your job to give clear expectations for results and to provide meaningful feedback to your employees year-round. Too often managers are afraid to have a difficult conversation, telling employees “that was a a darn good try” all year…only to rate them lower in the annual review because nothing got done.  On the other hand, things come up that are out of the employee’s control that can keep their efforts from yielding the expected results.  So be a human being and acknowledge that.

Lack of recognition by managers is a real problem in many organizations, and it CAN lead to employees wanting to leave for a better job.  I also think misconstrued ideas of what recognition should look like leads to unrealistic employee expectations.

What do you think? Are employees being greatly unappreciated? Are managers being unfairly maligned for not rewarding employees for just showing up?  Share your thoughts in the comments.