Thursday was a pivotal day in my professional life; the past year has been a year of serious firsts if I really look back on it. My first time to go through an acquisition, my first time to go through a merger (sort of), my first time to be “down sized” (or whatever the vogue term for having your position eliminated is now). These kinds of things change you. But change does not have to be viewed as a negative.
So here I sit on a Sunday morning- just a few short days after losing my job- trying to look on the bright side of things. It is easy to feel sour, but I just can’t let myself go there…so loving the old cliché, “When life hands you lemons, make lemonade”, I decide that is the way to go for me.
What can be considered sweet in all of this or any workplace adversity for that matter? Well let’s see if I can discover at least three things that are positive (three seems to be a good starting point when something seems overwhelming to me):
- In my short time there, I learned some truly valuable lessons. While it was awful putting up with certain inequities and unethical behaviors, I did learn that trust is paramount to an organization’s overall health. Once it is gone, it is gone. I have never seen this in practice in such a blatant manner before but I certainly was able to gather many “What not to do” stories that will help me bring life to my teaching and will serve as a reminder of what I never want to be. My dad says, “You have to experience the bad to appreciate to good.” So that is my first positive- I can now truly appreciate the good and can use my experience to help others improve the health of their organizations.
- I met some really great people. I made some very good connections- both professionally and personally- which I would never trade for the world. I know that staying in touch is difficult once you are gone from their daily life but I know there are a few people that I will work very hard to continue to communicate with on a regular basis.
- While free-falling is a terrifying feeling, I believe that if I had not been pushed out of the nest I would not have propelled myself forward as hard or fast to begin my own company. Not that I wouldn’t have gotten there eventually but I certainly would have taken my time and approached it in a very methodical manner. I do think that often times this calculated approach stifles our creativity. While emotionally difficult for me- the rejection you feel when you are told you are no longer wanted somewhere is painful, even if you know that to them you were not a person but a number-being laid off gives me the opportunity to let the creative juices flow free and makes me have to work extremely hard to ensure the success of my new endeavor.
If I worked at it a little longer, I bet I could have come up with a few additional blessings that this hardship has bestowed upon me. Life is messy sometimes and we can either choose to cry over the spilled milk or embrace the challenge as an open door to a bright new opportunity. I am choosing to make some really delicious lemonade and I am excited to pour a nice cold glass and bask in the glow of a sunny future- care to join me?
If you are shooting for higher productivity, look to psychology not policy. Productivity is the result of motivated employees. Motivated employees are not the result of policies….let me repeat that. Motivated employees are not the result of policies.
Managers worry about when employees come and go, when they take a break and for how long, how long they spend on the internet, and on and on. So their first instinct is to create a policy to limit what the employee can do. Sounds sensible, right? Hmmmm….I don’t think so.
To find out what really motivates employees, you need to have an understanding of motivational theories. Motivational theories are psychological understandings of what can inspire people to extend their abilities and to perform to the best of those talents.
There are many great theories out there and it is certainly worth the time and effort required to at least garner a basic knowledge of some of the most prominent. Maslow’s Hierarchy of Needs, Herzberg’s Two-factor Theory and Alderfer’s ERG Theory are three good ones to investigate.
You will find one theory after another out there and most have their merits. Bottom line is each will discuss what people need to be motivate in the workplace and most will discuss what can kill that motivation.
People want to feel trusted, they need to be able to express creativity, they want growth opportunities, they want what they give to their job to equal what they feel they get in return…not once will you hear that people want to inundated with rules, micromanaged and controlled. Yet, that is exactly what some policies do.
Now don’t misunderstand me, policies are necessary to run a smooth operation just as laws are necessary to have orderly neighborhoods. There is a line however, between laws for an orderly neighborhood and a military state where people are oppressed by the government. It is exactly the same with an organization and its policies- less can be more; more creativity, more trust, more loyalty and more productivity.
Understanding your employees and learning what motivates them will give you the productivity you are looking for without writing a single prohibitive policy. Give them a try!