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Why Managing Sucks and How to Fix It
The document discusses the challenges of management, emphasizing that employees often leave due to poor manager relationships rather than the companies themselves. It critiques traditional management practices and suggests focusing on managing work instead of people, advocating for performance-based evaluations over time-based metrics. The evolution of the workplace is traced from the typing pool to modern flexible schedules, highlighting that despite technological advances, work culture remains largely unchanged.
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Why Managing Sucks and How to Fix It
- 1.
- 2. AND HOW TOFIX IT
- 3.
- 4.
- 5. 70% of employees don’t feel valued by their employers
- 6. 64% of Americans leave their jobs due to lack of recognition
- 7. so how canwe IMPROVE EMPLOYEE ENGAGEMENT?
- 8. so how canwe IMPROVE EMPLOYEE ENGAGEMENT? WHILE MAXIMIZING BUSINESS SUCCESS
- 9. MANAGE THE WORK, NOTTHE PEOPLE.
- 10.
- 11. ? What timedid you get in? How many hours did you put in on that project? WHAT IS MANAGING PEOPLE? We need everyone in the office for the customer.
- 12. ? WHAT DOES MANAGINGWORK LOOK LIKE
- 13. ? We need to improve our sales figures by 15% I need that report by 2 pm WHAT DOES on Thursday MANAGING WORK LOOK LIKE Let me know when you need my help.
- 14.
- 15. The evolution ofthe workplace
- 16. 1942: The typingpool We didn’t have the technology we do today, so everyone had to be in a specific location to communicate and move work along.
- 17. 1975: The cubicle Puttingin time in a physical place was thought to be the way to produce the optimal results.
- 18. 1995: The “open”office With technological advances, people could move about more. But the open workspace is not much different than the typing pool. People are still expected to show up in one place and put in their time.
- 19. Today: The dogpark Companies decided that people would be happier if they brought their dogs into the workplace, installed ping pong tables in the break room, and whatnot.
- 20. IN 70 YEARS NOTHING haschanged
- 21. EMPLOYEES are still expectedto SHOW UP, CLOCK IN, AND CLOCK OUT
- 22. . . .BU T WH AT ABOUT TELECOMMUTERS?
- 23. different place, samerules.
- 24. Employees allowed the“privilege” of working remotely are still expected to “put in time” during “traditional business hours” and be “set up” with a home office.
- 25. The culture ofwork didn’t change.
- 26. “Flexible schedule” is anoxymoron.
- 27. And even ifyou get it, you look less dedicated. You could get passed over for a promotion even if your work is stellar.
- 28. IT’S TIME TOCHANGE THE CONVERSATION
- 29. Try: Performance-related conversations
- 30. Avoid: Managing by walking around
- 31. Try: Sending an emailinstead of scheduling a meeting
- 32. Avoid: Useless labels like “telecommuter” or “remote worker” - everyone is a worker
- 33. THE RESULT: HALL MONITOR BECOMES MENTOR
- 34. Ready for more? Watchthe on-demand webinar. Speakers Razor Suleman Jody Thompson Founder and Chief Founder, Evangelist, CultureRx Achievers WATCH NOW
- 35.
- 36. 1. U.S. Departmentof Labor 2. The Gallup Organization