Here’s what I’m doing with my employees to manage more effectively in this economy.
These ideas make sense for your organization, no matter its size or industry:
- Be very clear with workers about how the business makes and keeps money. Although I’ve always had open-book management, to help employees understand the numbers that much better, I had them watch the HR That Works The Accounting Game Webinar. You might want to have at least your management team do the same thing.
- Refocus your objectives. This is a good time to reestablish your core values. In our recent webinar, The Integrity Dividend, Cornell University professor Tony Simons advised members to focus on no more than three to five core values. Make these points memorable and brand them as often as possible. Then ask a simple question: How does this activity help or hinder moving toward these values?
- Increase your productivity. Eliminate any time wasters. Whether it’s a MySpace chat or shopping online, there’s simply no time for it in today’s workplace. We’re tightening up our standard operating procedures, job descriptions, benchmarks, and 90-day game plans. If you’re an HR That Works member and haven’t yet done so, please watch my Training Module on Performance Improvement.
- Work on your business. In my business, the summer months are generally slow. Every year, we use it to work “on” the business. Right now, we’re all having an early summer and I believe that smart companies will use the slowdown to strengthen their operations. As the economy recovers, your company will be better positioned for growth and prosperity.
- Live up to your commitments. Tony Simons reminded us about the risks associated with making “casual commitments.” In my workshops I talk about the trap of heroes being over committed. When we over-commit, we produce a lie and then the drama begins. So, be clear about what you’re committed to, don’t over commit — and then walk the talk.
- Create some positive dramas. Lord knows we’ve had enough of the negative ones! Don’t allow your business to wallow in some collective pity party. Create a fun committee. Have a creativity day. Let your employees’ kids do artwork that can be displayed in one of your hallways. Create some “positive energies” and you’ll get some positive results!
It’s not just employers who are feeling financial stress today. It’s every one of your employees, too. According to a January 2009 poll reported by SHRM, more employees are finding wages garnished, asking for advances on 401(k) and wages, and reporting losing their homes than any time since the early 70s. The fear of survival is real today, but we often find ourselves dealing with it alone. Smart companies will take the bull by the horns by taking these steps:
- Open up your books. Read Jack Stack’s Great Game of Business. We recommend that HR That Works users see the Webinar on Open-Book Management.
- Teach employees about the numbers. Most employees have a horrible understanding about accounting. Watch this month’s webinar: The Accounting Game.
- Finally, make sure employees get their personal financial act together by offering lunch-and-learn education. Have your benefit broker discuss all the ins and outs of 401(k) and health plans. Bring in a financial planner to help employees understand basic financial management. Have your managers watch the Dave Ramsey Organization Webinar on Financial Peace in the Workplace.
Change is inevitable. If you need proof, just look at where you were 10 years ago.
Fast Company magazine sees change management as one of the three essential components for survival in today’s economy (with learning and leadership being the others). Although changing with the times makes sense, there can be a great amount of emotional resistance in getting people to “move their cheese.”
The word “change” evokes images of a distant past. For most people, their first experience with the concept came when their parents told them to change one of their behaviors. Since early on, “change” has been associated with control, the threat of punishment behind it, and rebellion.
We were resistant to being told to change then, and we remain so today, even when it makes sense to do so! That’s why managers and leaders have to be very understanding when going about the process.
Before implementing “change” in your workplace, start by asking team members to describe an experience in their career that involved change. Ask them how going through the process felt and what the eventual outcome was. Acknowledge that not all change is positive: Things often change for the worse.
Telling stories allows us to connect emotionally with change by expressing our fears and anxieties, as well as our hopes and desires. We can build on past lessons, including successes and failures alike. Going through this type of group exercise allows team members to have some ownership of the change that will affect them. Once these emotional fears and anxieties are on the table, they will disappear in the light of understanding — and big changes can happen!
