Tag Archives: Behaviors

Management - Workplace

The Drama of Unintended Consequences

This is a story of killing with kindness. Well, there isn’t any actual murder involved, but you’ll see what I mean.

About 30 years ago, when I was the director of training for a large national bank, I had the privilege of working with a kind, conscientious, and hardworking teller trainer named Donna.

She ran a two week training course for 15-20 tellers at a time. At the end of each day, a quiz reinforced the day’s teachings. After the two weeks, there was a comprehensive test. If the trainees passed the quizzes and the test, they would go into the branches for a six-week probationary period. If all went well, they would then become full-fledged tellers.

It was the bank’s policy that if a probationary employee had a shortage or overage, they were immediately terminated. One of the branch managers called me and asked me, as director of training, why so many tellers were ill-equipped when they came to his branch. As we did an analysis, we started to notice that several would-be tellers had suffered this fate.

I discussed this quandary with Donna and asked her to pull the fired tellers’ tests and quizzes. I began to notice a common thread: lots of eraser marks and crossed-out answers on the ex-employees’ papers. It was then that I learned that kind-hearted Donna was helping the struggling students with their tests.

I explained to her that we had a system in place — the tests and quizzes — that worked. But because she was ‘helping’ the tellers, it wasn’t working. She had to stop. She agreed.

Fast-forward eight months: Tellers were still getting fired during the probationary period. One teller had just purchased a car that he now was going to have to return, and another failed teller was going to have to break a lease on her apartment. In both cases, the two would-be tellers simply didn’t have the needed math skills, a fact that should have been evident on the tests. It was clear that Donna had helped them, and I called her on it. “I just want everybody to succeed,” she lamented.

My response: “Wouldn’t it have been kinder to those people if they had known in the first week of training that it wasn’t going to work out?”

She burst into tears. “I blew it.” Donna resolved to stop changing test results for the tellers, and our probationary firings decreased dramatically.

No one can blame Donna for doing what she perceived to be kind and compassionate. But in reality, her actions were just the opposite. When we work with people, it’s important to ask ourselves: “What is my motivation? Am I really serving the best interests of the employee?”

What employer policies do you have in your workplace that help employees?

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Communication - Management - Workplace

Blooms are not Incidental

A year ago, I needed to replace the walkway leading to my office. I called three landscapers to estimate the project. The first landscaper was affable enough, took some measurements, and left.

The second assessed the area and then turned to me and said, “What mood are you trying to create?” I had no idea, so he offered to drive me around to look at “mood.” He had me show him what I liked. When we returned, he looked at the surroundings and he explained how the atmosphere created by the path would influence how people felt when they walked into the office.walkway

As we talked more, I was excited by the possibilities, but nervous about the potential cost, which must have shown in my face. “Don’t worry,” he said. “We’ll start with the walkway, and then you can do the rest of the plan in stages, if that’s what you choose. I want to give you a whole plan, so that it will all work together.”

When the third landscaper pulled out his measuring tape, I had already been won over by the second landscaper’s approach. He had created a compelling vision for the walkway and allayed my money fears.

He got my business because, unlike the other two landscapers, he was more than just an order taker.

In training programs, sometimes participants say, “Oh, I don’t need sales skills. It’s not part of my job.” Regardless of your work, it pays to be persuasive, and it’s important to have a little sales mojo.

All of us need to be able to influence, which is essentially what “sales” is. When we work with our members, patients, clients, employees, and customers, getting to know them as individuals is key. What are their goals? Concerns? Wishes?

It’s only when we know people as individuals that we can truly influence and persuade. And persuasion is something we all need to do, even if you think you’re not in sales.

You may be a doctor encouraging your patient to quit smoking, an HR manager asking an employee to fill out a timesheet – or a landscaper building a walkway.

Whatever your role, sales skills will make you more successful.

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Employee Feedback - Meaningful Conversations - Workplace

A Thimble or a Beer Stein?

You’ve followed all the rules for a effective performance review with your assistant:  you found a time that works for both of you; you booked a private spot; and you made sure you wouldn’t be interrupted.  It all seemed to be going well until he suddenly turned defensive and withdrawn. What went wrong?
You may have misjudged his capacity for feedback.
feedback-graphic
I like to think of feedback as being something you pour.  Some people have a huge beer stein-sized capacity for receiving feedback and they are appreciative the more you fill their metaphorical glass (to a degree). Others have a tiny thimble – and if you overpour, all you do is make a big mess. So how do you tell whether someone is receptive to what you’re saying? It’s all in the body language.
Keep talking if:
  • they are asking questions such as, “Can you tell me more?  Can you be more specific?”
  • they thank you for sharing your insights
  • they appear relatively calm
  • they are attentive and listening
Put a cork in it if:
  •  they start giving excuses
  •  they aren’t making eye contact
  •  they appear agitated
  •  they are red in the face
  •  they tell you why they did what they did
The key is to not let the session turn into an argument, or even a milder form of disagreement…
You’re going to lose their respect and it won’t be a productive dialog.
Understanding a person’s ability to handle feedback is a valuable tool for productivity, retention, and the bottom line.  In fact, it’s so pivotal – and so hard to get right – that we offer training on the art of giving feedback.
When have you been on the receiving end of positive feedback?   How has someone enhanced your career by sharing their observations and suggestions?  Feedback really can be a gift.
I would love to hear your experience.
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