Ghost Writer stealing a moment while Marti's back is turned to snark on how the old thing might just be better.
In a world where "new" is synonymous with "better", increasingly complex systems have been brought to play to manage seemingly simple tasks. For example, Marti's recent R.I.P. Really? That much work? For what?
One of my prior blog mentions that policies are for 3% of the people, and I believe I suggested shock collars for them. The reason being so the rest of us could quit working so hard on all those darn rules and noting compliance with same, when we would have complied because it was the right thing to do. This blog picks up about there.
I fix stuff. That's my job. I take broken things and fix them. Physical processes. Paper processes. Fix it. And really, fixing them usually falls to three things: someone didn't do what they were supposed to, somebody didn't tell someone what to do, someone didn't enforce compliance consistently.
Really, folks. That's it. Period.
But we dress it up with "one-on-one" and with "six sigma" and "employee engagement" and ... buzzword bingo starts in 5... 4... 3... 2... 1...
As a colleague of mine once said, "The firings will continue until morale improves." Most of what our employees need are simple, clear directions, the tools to do it with, including communication, and the bad people fired. Quickly!
So HR Leaders, when you have your boss hat on and are considering another program. STOP! Think twice. And ask yourself... what about the current process isn't working? Am I not giving clear direction? Am I not communicating? Am I not consistently reinforcing the behavior? Bottomline: it's all the boss' fault, and usually what went wrong happened with the answers to those three questions.
It's that simple. Throw out all the books on "being nice" and "singing kum-by-ya".
In a world where "new" is synonymous with "better", increasingly complex systems have been brought to play to manage seemingly simple tasks. For example, Marti's recent R.I.P. Really? That much work? For what?
One of my prior blog mentions that policies are for 3% of the people, and I believe I suggested shock collars for them. The reason being so the rest of us could quit working so hard on all those darn rules and noting compliance with same, when we would have complied because it was the right thing to do. This blog picks up about there.
I fix stuff. That's my job. I take broken things and fix them. Physical processes. Paper processes. Fix it. And really, fixing them usually falls to three things: someone didn't do what they were supposed to, somebody didn't tell someone what to do, someone didn't enforce compliance consistently.
Really, folks. That's it. Period.
But we dress it up with "one-on-one" and with "six sigma" and "employee engagement" and ... buzzword bingo starts in 5... 4... 3... 2... 1...
As a colleague of mine once said, "The firings will continue until morale improves." Most of what our employees need are simple, clear directions, the tools to do it with, including communication, and the bad people fired. Quickly!
So HR Leaders, when you have your boss hat on and are considering another program. STOP! Think twice. And ask yourself... what about the current process isn't working? Am I not giving clear direction? Am I not communicating? Am I not consistently reinforcing the behavior? Bottomline: it's all the boss' fault, and usually what went wrong happened with the answers to those three questions.
It's that simple. Throw out all the books on "being nice" and "singing kum-by-ya".
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