WHY MANAGINGSUCKS
AND HOW TO FIX IT
employeesdon’t leaveCOMPANIES
they leaveMANAGERS
70%   of employees don’t feel      valued by their employers
64%   of Americans leave their jobs      due to lack of recognition
so how can we   IMPROVE  EMPLOYEEENGAGEMENT?
so how can we    IMPROVE  EMPLOYEEENGAGEMENT? WHILE MAXIMIZING BUSINESS SUCCESS
MANAGE THE WORK,NOT THE PEOPLE.
?WHAT ISMANAGINGPEOPLE?
? What time did you get in?                              How many hours                              did you put in on    ...
? WHAT DOESMANAGING WORK  LOOK LIKE
?                            We need to                            improve our sales                            figures by...
HOW DID THISHAPPEN?
The evolution of the workplace
1942: The typing poolWe didn’t have the technology we do today, so everyonehad to be in a specific location to communicate...
1975: The cubiclePutting in time in a physical place was thoughtto be the way to produce the optimal results.
1995: The “open” officeWith technological advances, people could move aboutmore. But the open workspace is not much differ...
Today: The dog parkCompanies decided that people would be happier ifthey brought their dogs into the workplace, installed ...
IN 70 YEARSNOTHINGhas changed
EMPLOYEESare still expected toSHOW UP,CLOCK IN,AND CLOCK OUT
. . . BU T WH AT ABOUTTELECOMMUTERS?
different place, same rules.
Employees allowed the “privilege” of workingremotely are still expected to “put in time”during “traditional business hours...
The culture of work didn’t change.
“Flexible schedule”is an oxymoron.
And even if you get it, you lookless dedicated. You could getpassed over for a promotioneven if your work is stellar.
IT’S TIME TO CHANGETHE CONVERSATION
Try:  Performance-related     conversations
Avoid:      Managing by     walking around
Try:Sending an email insteadof scheduling a meeting
Avoid:     Useless labels like    “telecommuter” or     “remote worker”  - everyone is a worker
THE RESULT:HALL MONITOR BECOMESMENTOR
Ready for more?Watch the on-demand webinar.             Speakers             Razor Suleman       Jody Thompson            ...
STAY CONNECTED WITH US
1. U.S. Department of Labor2. The Gallup Organization
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Why Managing Sucks and How to Fix It

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In this webinar Why Managing Sucks and How to Fix It join author Jody Thompson and Razor Suleman as they show you a few simple changes to management behaviors that will transform your 20th century workplace into a 21st century workforce!

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Why Managing Sucks and How to Fix It

  1. 1. WHY MANAGINGSUCKS
  2. 2. AND HOW TO FIX IT
  3. 3. employeesdon’t leaveCOMPANIES
  4. 4. they leaveMANAGERS
  5. 5. 70% of employees don’t feel valued by their employers
  6. 6. 64% of Americans leave their jobs due to lack of recognition
  7. 7. so how can we IMPROVE EMPLOYEEENGAGEMENT?
  8. 8. so how can we IMPROVE EMPLOYEEENGAGEMENT? WHILE MAXIMIZING BUSINESS SUCCESS
  9. 9. MANAGE THE WORK,NOT THE PEOPLE.
  10. 10. ?WHAT ISMANAGINGPEOPLE?
  11. 11. ? What time did you get in? How many hours did you put in on that project? WHAT IS MANAGING PEOPLE?We need everyonein the office forthe customer.
  12. 12. ? WHAT DOESMANAGING WORK LOOK LIKE
  13. 13. ? We need to improve our sales figures by 15%I need thatreport by 2 pm WHAT DOESon Thursday MANAGING WORK LOOK LIKE Let me know when you need my help.
  14. 14. HOW DID THISHAPPEN?
  15. 15. The evolution of the workplace
  16. 16. 1942: The typing poolWe didn’t have the technology we do today, so everyonehad to be in a specific location to communicate andmove work along.
  17. 17. 1975: The cubiclePutting in time in a physical place was thoughtto be the way to produce the optimal results.
  18. 18. 1995: The “open” officeWith technological advances, people could move aboutmore. But the open workspace is not much different thanthe typing pool. People are still expected to show up inone place and put in their time.
  19. 19. Today: The dog parkCompanies decided that people would be happier ifthey brought their dogs into the workplace, installed pingpong tables in the break room, and whatnot.
  20. 20. IN 70 YEARSNOTHINGhas changed
  21. 21. EMPLOYEESare still expected toSHOW UP,CLOCK IN,AND CLOCK OUT
  22. 22. . . . BU T WH AT ABOUTTELECOMMUTERS?
  23. 23. different place, same rules.
  24. 24. Employees allowed the “privilege” of workingremotely are still expected to “put in time”during “traditional business hours” and be“set up” with a home office.
  25. 25. The culture of work didn’t change.
  26. 26. “Flexible schedule”is an oxymoron.
  27. 27. And even if you get it, you lookless dedicated. You could getpassed over for a promotioneven if your work is stellar.
  28. 28. IT’S TIME TO CHANGETHE CONVERSATION
  29. 29. Try: Performance-related conversations
  30. 30. Avoid: Managing by walking around
  31. 31. Try:Sending an email insteadof scheduling a meeting
  32. 32. Avoid: Useless labels like “telecommuter” or “remote worker” - everyone is a worker
  33. 33. THE RESULT:HALL MONITOR BECOMESMENTOR
  34. 34. Ready for more?Watch the on-demand webinar. Speakers Razor Suleman Jody Thompson Founder and Chief Founder, Evangelist, CultureRx Achievers WATCH NOW
  35. 35. STAY CONNECTED WITH US
  36. 36. 1. U.S. Department of Labor2. The Gallup Organization

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