Over the past few years I have been asked a few times for my opinion on why management and culture at many companies has changed. Have the organizations gotten colder? Has the economics played a role in that?
When was the last time your manager took you to lunch and asked for your input? Showed genuine concern for your well being and happiness? Took interest in your career and your goals or dreams? May be not in a long time, but probably not ever. Wonder why? Have we lost that human touch to our management styles? Has everyone signed up for management by spreadsheet?
I always put forth an effort to take staff members offsite to have a lunch, in a relaxed, neutral environment. Why? Many times companies say we can’t afford that – but really? If you take the time to really listen to your staff, and not just words, but body language, frustrations and habit changes – you can take action to correct that which is wrong and keep your staff engaged and happy to return to work each day. I find many managers in organizations today don’t like confrontation. Whether it is good or bad confrontation, it is easier to use email, and a spreadsheet to meet their objectives than it is to walk the floor, go to lunch or have a staff meeting. When was the last time your manager came by your cube and said hi or thanked you for coming in today? Everyone is so busy in meetings, dealing with issues or problems that we forget to maintain some of our key assets – you.
Management by spreadsheet is running wild in Corporate America these days. What is that you ask? We put everything in our Excel spreadsheets, staff counts, performance metrics, budget, financial reports, and task lists. Not a bad thing, it is a great tool, but it is just that, a tool. It is one dimension, doesn’t not tell the entire picture. You need a holistic approach to financials, not just focused on that bottom number in the column. Making changes to all those cells along the way to that bottom number has an impact. An impact to some part of the organization, staff, tools, education, lost opportunity, or an increase to another side of the equation. It is essential to get all the aspects into perspective before making a management decision based off a spreadsheet equation. I propose to you, that if we engage staff, managers and external sources into some of our key decisions, we can have a 360 degree view of the impact – positive or negative. Put the spreadsheet aside, talk, listen and engage – only then can you have buy in to whatever decision you need to make.
Furthermore, it is essential to remember that every name on that spreadsheet is a person, an employee, a member of the community, perhaps a family man, a dad, a husband, a son, a wife, a daughter. You should never take that lightly. Whatever decision you make off your staff spreadsheet impacts many people. Remind yourself the name in that cell is a face, a person. Many times in management roles we have to make difficult decisions and perform difficult actions. Do it with dignity, professionalism and as a human first and a manager second. Sit down with the person, and discuss and in person please. Good news or bad news – do it face to face.
Economics has had an impact on the many actions corporations have had to make. That does not mean we let them off easy, because bottom line is that public companies are driven by stockholders. Stockholders vision many times is short time greed, so we chase bad decisions to make the quarter numbers look good for the sake of others. If a corporation reported we are taking bad performance numbers for the next 3 quarters because we are going to invest in our future technology – we are calling for the CEO’s job. We have corporations laying off staff, cutting positions, and taking away benefits because our quarter numbers will not look that good – we need 45% profit or better. Not that they are in the hole or losing money, but we have to play the numbers game. Be careful with this roller coaster!
I say to you that we do have managers in positions that may not be prepared or qualified to be in. Many of them have not had training or leadership development, others have no interest to be in the position. We can all be leaders, a management title doesn’t make you a leader, so take a look to see how you can have a positive impact on your team, department or company.
Stay positive, develop your skills, and make a difference!
About Me
- Scott Arnett
- Scott Arnett is an Information Technology & Security Professional Executive with over 30 years experience in IT. Scott has worked in various industries such as health care, insurance, manufacturing, broadcast, printing, and consulting and in enterprises ranging in size from $50M to $20B in revenue. Scott’s experience encompasses the following areas of specialization: Leadership, Strategy, Architecture, Business Partnership & Acumen, Process Management, Infrastructure and Security. With his broad understanding of technology and his ability to communicate successfully with both Executives and Technical Specialists, Scott has been consistently recognized as someone who not only can "Connect the Dots", but who can also create a workable solution. Scott is equally comfortable playing technical, project management/leadership and organizational leadership roles through experience gained throughout his career. Scott has previously acted in the role of CIO, CTO, and VP of IT, successfully built 9 data centers across the country, and is expert in understanding ITIL, PCI Compliance, SOX, HIPAA, FERPA, FRCP and COBIT.
I like your blog. Very informative and I agree, we have lost the human touch. I get so busy with meetings, tasks, and deliverables that I don't engage my staff unless there are issues or I need something. I will schedule floor time to do just as you suggest, good idea!
ReplyDeleteScott - let's take this one more step.
ReplyDeleteNice blog by the way!
I am sick and tired of Corporate America building their profits and wealth off the backs of the workers. CEO, CFO, CIO and all the managers get bonus, but let's cut reimbursed expenses, benefits, and perks for the average employee. Can't afford to pay for DSL? Really? Did you not just drive to work in your BMW? So a $50 a month DSL bill is no big deal to you, but to those that try to make ends meet with the frozen wages, 2% raise and poor benefits - it is a big deal. We continue to take away from the employees under this new "economic challenges" label and think they can get away with it. How about the "all the other companies are doing it" or this one " where else you going to go?". This will all turn around, you watch. What comes around goes around. These executives are suppose to be our neighbors, community leaders, and human beings, but they can't see past their own greed.
Let's send more jobs oversees to make the bottom number look better, so my bonus is better. Let's not be happy with a year of flat margins, let's cut jobs, overwork staff, take away benefits, and stick it to those still working here. I got my bonus, I'm on my boat - isn't life good? Wonder what the poor folk are doing today?
I have to say Scott, these executives these days could care a less about the employee, their family, and well being. It is all about them, their huge salary, bonuses and perks and looking good at the country club. Forget talking to us little people, taking us to lunch or give a f**k about us. They should all be ashamed of themselves!
There - now it has been said.
Tom
The problem is, we reward senior management through the good old boys network. We no longer reward employees for hard work, innovation, and dedication. Corporate greed is killing our country. Jobs going offshore is a symptom of the disease of greed.
ReplyDeleteI have to say, I always appreciated your efforts to take our department to lunch, us as individuals and listen. But you did more than listen, you took action, you went to bat for your staff, and you rolled up your sleeves to help. You sir, are a professional leader all the way around.
I look forward to following your blog!
I would add that the comment be thankful you have a job really eats at me. I work to live and provide for my family, I don't live to work. And the expectation to put in 60 plus hours a week to "help" the company is BS. I put my 40 hours in, that is what I am paid for. I have not gotten a raise in 2 years, I don't even get a christmas bonus anymore. My family has been impacted by the company decisions. I am no longer a "company man" but do my job and go home.
ReplyDeleteActually has been a pleasing through all of this. I spend more time with the kids, play basketball now at night, and have a life after 5pm. If the company no longer wants me, someone else will. I am tired of living my life in fear of loosing a job. Tired of living my life looking for a better job. I am just going to live life and what happens - happens.
Years ago, you told us that family comes first. That jobs come and go, but family is forever. I never took that to heart till the past few years. You are also the only manager that ever said thank you. Has been a pleasure to know and work with you Mr. Arnett. You have taught me more than I realized.
I will be checking your blog on a regular basis.
I want to chime in, I usually don't post on these things, but this is important to me.
ReplyDeleteI had a boss sometime back that was and forever will be the best. This individual truly cared for me, my family and our team. He worked hard and set the example for us all. He also rewarded us for hard work or going above and beyond. He regularly thanked us, provided feedback, recommendation or direction.
I remember several instances of my manager treating me fair and well. One such instance was on my 10 year wedding anniversary. We had a big upgrade going on, and it didn't go well. Some of it my fault, some not, but any case it required us to work the entire weekend. This weekend was our anniversary and I had travel plans, plus vacation the following week. I was so angry with my manager telling me to cancel and reschedule I was ready to resign. I went into his office ready to pull the plug, and he took one look at me, and said sit down, you are not going to do this. How did he know? He not only talked me out of it, but sent my wife flowers with an apology note. We moved our weekend back 1 week, to the opposite end of our vacation week. He also paid for a dinner for us, and thanked me again. He listened, he cared, he took action, but we also had a job to do.
He always pointed me in the right direction, and pointed out when I was wrong or did something wrong, but always in a positive manner. This man was so in tune with his staff, that he seemed to know what a person was thinking before they said anything.
That manager was you. I would love to work for you again in my career. Anyone working for you right now is really lucky. Thanks for making my career so successful!
Dave
I think economics plays a big part in much of this discussion Scott. The company does not want to spend money on training or leadership development. They don't want to spend money to reward employees, or even have a summer/christmas gathering. It has just become a cold, business transaction. We provide a service, they pay for the service. They stop paying, we stop providing the service. They don't like the service, they go find it elsewhere. Just the cold facts.
ReplyDeleteWe have to stop looking at our employment as a place of friendship, enjoyment and learning. You have to find other avenues of finding friends, sense of accomplishment, sense of ownership, sense of contribution. Work is work, leave at 5 and have a life. Corporate America is dying from the inside out.