When we speak of ego, exactly what is it that we are referring to? There are three definitions that I am aware of. My three definitions of ego are: a) the idea that one is better than, or superior to, others, b) the part of the psyche that is entirely focused on self, and c) the part of the psyche that keeps us feeling separate from others and the "universe". Any, or all of these aspects of character, are detrimental to how a manager interacts with their subordinates. There is no place in management for ego. It must be edged out in order for a business to operate smoothly and productively.
I will address the three concepts of ego individually by speaking on their drawbacks, and then offering some alternatives that can be put into practice, in order to edge ego out of your management practices. Firstly, let me address the idea that one may have that they are superior to others. This thinking is detrimental to the manager as your subordinates will immediately "feel" it. No one likes to be treated as if they are inferior. This simply leads to feelings of resentment in the employee, and they will resist any direction they are given by that manager. This, in turn, effects productivity and employee satisfaction severely. Something that is very important for a manager to bear in mind is that no one is better than, or superior to, anyone else. We all have different levels of education, different skills, and different life experiences. No one, however, is better than anyone else. Many doctors and other professionals insist on being addressed by their title. They want to others to believe that they are are superior because of their education. I know of a doctor who has edged ego out of his life and insists that others not address him as "doctor". He reminds people that he is not superior to them, he simply has different skills than others. His thinking is, that he could no more do someone else's job, than they could do his. If, as a manager, you adopt this thinking, you will find that your employees will be willing to accept any direction they are given, and will be happy to aid you in the success of the business.
The part of the mind that likes to stay focused on self can be a tricky one to control. A good portion of people in the Western world are completely controlled by this part of their psyche. A manager, who is controlled by their self-focused ego, will care nothing of his subordinates needs. He is only concerned with what they can do for him, to make him look better and to help him succeed with his own goals. Do not be disillusioned. Your subordinates will care nothing of your success, or your goals, if you employ this approach. I have found the easiest way to break free of this mind-set is to help others. You may ask, "How can I help my employees?" The answer is simple. Care about them. The employees are a business' greatest asset. They need to be treated with care and respect. My suggestion is that you take the time to find out what each employees needs are and what their goals are. Not just in the workplace, but in their personal lives as well. Once you have established what these needs are (over and above basic human needs), make every effort to help them in having those needs met. In turn, you will find yourself with employees who are more than willing to help you meet your own needs and goals. They may even end up doing it without even realizing that they are.
Whether you want to believe it or not, everything in this universe is made up of energy. As human beings, we are all connected to this energy and to each other. A manager who believes that he is not connected to those he manages, does himself a disservice. Here again, is something that co-workers can "feel". Everyone knows when someone else is doing everything in their power to be "separate". If a manager is carrying around negative energy, employees will feel it and not want to be near that manager. If your subordinates don't want to be within your proximity, it will prompt them to not interact with you. In order to manage people effectively, you need their input. You simply can't get their input if they don't want to, or are scared to, interact with you. Now you may be asking yourself, "How can I feel more connected to people and the universe." There is only one way I know of, and you may resist the idea. Meditation!!!! Meditation clears negative energy out of your body and connects you to the universal energy. Believe me when I tell you that you will feel it the very first time you give it a try. What have you got to lose other than living a happier, more fulfilled life, and being a far better and approachable manager.
Now, I would like to present you with some homework that will help you with "ego" by allowing you to step out of your own little world, and step into the world of those around you. These are some questions that I want you to ask yourself and investigate within your workforce.
1) What are my employees needs? Some of these needs may be obvious to you as you have the same needs. The basic human needs are shelter, food, and clothing. This equates to money for most of us. I recently had a business owner comment to me that his employees were unable to focus on their work and didn't seem to care about his business. He then told me that he pays a below poverty wage. I reminded him that his employees were unable to focus on their jobs because they were living in survival mode. Their daily focus was on how they were going pay the rent, buy groceries and afford a bus pass to get to work. There are also other needs, that human beings have, over and above the basics that an employer can help fulfill. People need to grow as human beings, they need a sense of self worth, they need quality time with friends and family and they need quality recreation time. Ask yourself, how can you help meet these needs in your employees.
2) How can I increase your employee's sense of self-worth. A pat on the back goes a long way in motivating employees. Financial bonuses go a long way. Although one would think that these are standard practices, they are not. There are many other things that can be done as well. Tickets to sporting events or concerts.....how about buying 10 tickets to the next casino concert for your top 10 employees and their significant others? How about a weekend at a hotel for top employees. I know of one company that takes an entire department to a tropical resort for 5 days. While there, they have learning and team building sessions, and they don't even realize that are "working." There are many things you can do. Give it some thought. Be creative.
3) How can I help my employees grow as human beings? All people to need to grow. We do this through learning, and through our spiritual practices (not necessarily religious practices). A suggestion might be to send employees to seminars. They can be either work related or self-help related, it doesn't really matter. They will grow through the process. Volunteer your employees to take part in a community event. I might even suggest that you pay them for their time. They will feel better about themselves and you will receive a better employee in return.
4) What can we do for our employees to make their lives easier? I was talking to a 55 year old journeyman welder today who is finding the physicality of his work increasingly difficult. He told me that he would be happy if his employer gave him more time off to recuperate from the work week. He said he didn't care about the money. I guarantee that if this fellow's employer would put him on an 8 hour a day, 4 day work week, that he would actually have a more productive employee. This employee's life would be easier with a shorter work week. Flex time and the ability to work from home are other ideas to make employees lives easier. Their are many ways. Once again, I suggest you give it some thought and be be creative.
5) What is truly important to our employees? If we take the time to talk to our employees, and really listen, we will find out what their passions are what is important to them. To some it may be family, to others it may be a nice tropical vacation each year, and to others it may be time to pursue their hobbies. Whatever it may be, we have the ability to help the people we rely on, to have the ability to enjoy the things that are important to them.
So, whether you are a small business owner, corporate CEO, middle manager or shop foreman, I can't stress enough the importance of putting our egos aside and taking care of those we manage. Their success is our success. I suggest that you not minimize the importance of these people and also bear in mind that their needs are the same as our own. Vishen Lakhini, CEO of Mind Valley (the happiest workplace on earth) has put the following very successful concept into practice......."Happiness is the New Productivity".
Sunday, 16 September 2012
Thursday, 5 April 2012
The Employee: A Company's Most Valuable Asset?
I wrote the title of this blog with a question mark at the end for a reason. It should actually have an exclamation mark at the end. The employee is indeed a company's most valuable asset. What I have been finding, time and time again, is that business owners and managers have completely lost sight of this fact. It is simply one of the basics of business, that seems to be disappearing more and more. I have actually had managers tell me that they feel that their inventory was their greatest asset. What good is an inventory if there are no people to sell that product, deliver it or even produce it? Frankly, what I have been witnessing over the past few years, are business owners and managers treating their employees in a deplorable manner. I could state hundreds of examples of this but, may aim with this blog is to exact positive change. Complaining has never changed anything in this world, but the creation and spreading of new business models and ideas could quite possibly instill a desire to change, in the minds of business owners and managers.
In the middle part of the 19th century, workers grew tired of the poor treatment they were receiving from their employers. Their solution was to form unions. Unions still exist today because employers still fail to recognize that their employees are their most valuable asset. Workers still feel a need to protect themselves, and force their employers to be fair with them. Unfortunately, unions are a negative force, as they are adversarial in nature. It pits the workers against the employer. There is no respect between the parties and it is counterproductive in nature. From my experience, employees need to know that their employer wants them to succeed. In turn, the employee then wants their employer to succeed. This thinking creates mutual respect and success for both parties. Neither the employee, nor the manager, sees the other as the opposition. Once this new thinking is established, there are a number of other facts that business owners need to be aware of in order for their employees to feel that they truly matter and are of great importance.
In the middle of the 20th century, two noted psychologists developed theories, that have been used in varying levels in business ever since. In 1960, Douglas McGregor published his "X" and "Y" management theories. He established that Theory X managers believed that their employees were inherently lazy, will avoid work if they can, and that they inherently dislike work. This type of management has been proven to be archaic and ultimately ineffective. The Theory Y manager assumes that employees are ambitious, self motivated, and excercise self control. They posses the ability for creative problem solving, but their talents are underused in most organizations. Managers who employ Theory X concepts have generally been relatively successful at keeping employees happy, yet in today's business environment, these 50 year old concepts are sorely lacking. Managers of today need to be aware that employee needs have changed drastically. Without these needs being met, employees will not be happy or content and that will effect the productivity and growth of the business. Employees need to know that their talents are recognized by their employer and that they will be rewarded in some manner. Overlooked talents and experience cost companies dearly.
In 1950, Abraham Maslow developed his hierarchy of human needs. These needs are broken up into five individual levels. The first level of needs, that human being have, are the "basic" needs of food, water, sex (procreation) and breathing. The next level includes security of body, employment, the family, health and property. Following that are the "Love/Belonging" level of needs including friendship, family and sexual intimacy. The fourth level are the "esteem" needs of self-esteem, confidence, achievements and respect of others. The final and highest level of human needs are the "self-actualizing" needs. These include creativity, problem solving and spiritual/personal growth. In our western society, the secondary need of "employment" is necessary to fulfill the basic needs of food, clothing and shelter. So, employment has actually become a basic human need. Many employers believe that this should be enough to keep employees happy and motivated. Many employers do not even compensate their employees well enough for them to meet their basic needs. In the business environment of today, workers needs have expanded greatly and a number of companies are recognizing this and the results are astounding. Workers family and friendship needs are being taken into account. Employers are going to great lengths to ensure their employees health is protected and their self-esteem and confidence are being boosted on a daily basis. Some employers today are beginning to recognize how, in aiding in their employees spiritual and personal growth, the payoff for their business is astounding.
My sole purpose, in writing this blog, is to aid in the expansion of a vision. That vision is that all employers and managers will recognize their employees needs, and seek to meet those needs for the benefit of their workforce and the business. One company, who I believe is the world's leader in this vision, is Mind Valley. Mind Valley is an on-line publishing company based in Malaysia. CEO Vishen Lakhiani's ideas and business model are both ground breaking and revolutionary. Recently, Mr. Lakhiani has open sourced his entire business model in an effort to expand his vision throughout the business world. His goal is have Mind Valley considered the world's "Happiest Workplace." In just a few short years he has, in my opinion, already achieved that goal. Currently, his company attracts the brightest minds from all over the world. Many of his ideas may seem counterintuitive to many managers but, the proof is in his company's success. Over the past four years, Mind Valley has achieved a 100% increase in profits each year. Business leaders such as Sir Richard Branson invite Mr. Lakhiani for private consultations, and Mr. Lakhiani is invited to speak to business people world wide, in an effort to learn of his radical practices. While including a lot of my own ideas within this blog, I would also like to include some of Vishen Lakhiani's ideas as well. Spreading a positive message to as many business leaders as possible will, without doubt, change the world for the better.
Here are but a few of the concepts that Vishen Lakhiani has instituted at his Mind Valley company. Each morning employees log on to "Gratitudelog.com" and state what they are grateful for that day. This website is also open for the general public to use. I use it myself, and find it gives me a very positive start to my day; Employees have a daily meeting whereby they report positive aspects of their workday; 10% of profits are distributed monthly to employees thus increasing employee motivation and pay drastically; The company has a strict 45/5 rule. What this means is that employees are not permitted to work more than 45 hours per week. 5 hours of that must be spent learning something new. This rule ensures that the employee need for family and friend time is ensured. The information that employees learn each week is shared with other employees at a weekly meeting; Since Mr. Lakhiani does not have time to individually praise employees, an internal website has been set up for employees to praise each other; Group meditations are held within the company, whereby employees envision their lives in a year. Company sponsored trips and parties are held as a regular "thank you" to employees. Employees are encouraged to bring their two smartest friends to these parties thus ensuring that the company is introduced to possible new talent; Flex time is also encouraged which allow employees to take ample vacation time. These are but a few of the business practices at Mind Valley, and the result is a very happy workforce, whose highest human needs are met through their employment. The happiness of the workforce has resulted in the attraction of the highest level of talent from around the world, and ever increasing productivity and profits. One last thing that I would like to mention about this company that sets it apart from standard business thinking, is it's concept of business priorities. The first priority of Mind Valley is the world/environment. The second is the customer. The third is the employee, and lastly is profit. Putting profit as the lowest priority has actually resulted in huge profit growth. How many business owners or managers would have ever thought this. How many would have thought that the better you treat your employees, the more you focus on their highest levels of needs, and the more you show them that they are your company's most valuable asset, that your business would grow at an exponential level?
I have stated my goals in writing this blog, and my hope is that I reach as many business owners and managers as possible in spreading such as basic, yet counterintuitive and radical way of doing business. I very short time, I have already discovered one business, that jumped on board with this business model, the day after hearing about it's benefits. That company is Ascending Koi Tattoo and Apparel. I have been invited to work closely with them in the implementation of a truly caring way of conducting business, whereby the employee's, customers and manager's "spiritual and soul" needs are taken into careful consideration. I am positive that the result will be a happy workplace, where the customers enjoy visiting. This will result in great success and happiness for all involved be it employee, customer, manager, owner and planet earth.
I am truly grateful to all who have taken the time to read my writing. The sharing of positive ideas is of great importance to me. I hope I have been able to enlighten or teach something of value with my words. Thank you.
Michael K. Parkinson
In the middle part of the 19th century, workers grew tired of the poor treatment they were receiving from their employers. Their solution was to form unions. Unions still exist today because employers still fail to recognize that their employees are their most valuable asset. Workers still feel a need to protect themselves, and force their employers to be fair with them. Unfortunately, unions are a negative force, as they are adversarial in nature. It pits the workers against the employer. There is no respect between the parties and it is counterproductive in nature. From my experience, employees need to know that their employer wants them to succeed. In turn, the employee then wants their employer to succeed. This thinking creates mutual respect and success for both parties. Neither the employee, nor the manager, sees the other as the opposition. Once this new thinking is established, there are a number of other facts that business owners need to be aware of in order for their employees to feel that they truly matter and are of great importance.
In the middle of the 20th century, two noted psychologists developed theories, that have been used in varying levels in business ever since. In 1960, Douglas McGregor published his "X" and "Y" management theories. He established that Theory X managers believed that their employees were inherently lazy, will avoid work if they can, and that they inherently dislike work. This type of management has been proven to be archaic and ultimately ineffective. The Theory Y manager assumes that employees are ambitious, self motivated, and excercise self control. They posses the ability for creative problem solving, but their talents are underused in most organizations. Managers who employ Theory X concepts have generally been relatively successful at keeping employees happy, yet in today's business environment, these 50 year old concepts are sorely lacking. Managers of today need to be aware that employee needs have changed drastically. Without these needs being met, employees will not be happy or content and that will effect the productivity and growth of the business. Employees need to know that their talents are recognized by their employer and that they will be rewarded in some manner. Overlooked talents and experience cost companies dearly.
In 1950, Abraham Maslow developed his hierarchy of human needs. These needs are broken up into five individual levels. The first level of needs, that human being have, are the "basic" needs of food, water, sex (procreation) and breathing. The next level includes security of body, employment, the family, health and property. Following that are the "Love/Belonging" level of needs including friendship, family and sexual intimacy. The fourth level are the "esteem" needs of self-esteem, confidence, achievements and respect of others. The final and highest level of human needs are the "self-actualizing" needs. These include creativity, problem solving and spiritual/personal growth. In our western society, the secondary need of "employment" is necessary to fulfill the basic needs of food, clothing and shelter. So, employment has actually become a basic human need. Many employers believe that this should be enough to keep employees happy and motivated. Many employers do not even compensate their employees well enough for them to meet their basic needs. In the business environment of today, workers needs have expanded greatly and a number of companies are recognizing this and the results are astounding. Workers family and friendship needs are being taken into account. Employers are going to great lengths to ensure their employees health is protected and their self-esteem and confidence are being boosted on a daily basis. Some employers today are beginning to recognize how, in aiding in their employees spiritual and personal growth, the payoff for their business is astounding.
My sole purpose, in writing this blog, is to aid in the expansion of a vision. That vision is that all employers and managers will recognize their employees needs, and seek to meet those needs for the benefit of their workforce and the business. One company, who I believe is the world's leader in this vision, is Mind Valley. Mind Valley is an on-line publishing company based in Malaysia. CEO Vishen Lakhiani's ideas and business model are both ground breaking and revolutionary. Recently, Mr. Lakhiani has open sourced his entire business model in an effort to expand his vision throughout the business world. His goal is have Mind Valley considered the world's "Happiest Workplace." In just a few short years he has, in my opinion, already achieved that goal. Currently, his company attracts the brightest minds from all over the world. Many of his ideas may seem counterintuitive to many managers but, the proof is in his company's success. Over the past four years, Mind Valley has achieved a 100% increase in profits each year. Business leaders such as Sir Richard Branson invite Mr. Lakhiani for private consultations, and Mr. Lakhiani is invited to speak to business people world wide, in an effort to learn of his radical practices. While including a lot of my own ideas within this blog, I would also like to include some of Vishen Lakhiani's ideas as well. Spreading a positive message to as many business leaders as possible will, without doubt, change the world for the better.
Here are but a few of the concepts that Vishen Lakhiani has instituted at his Mind Valley company. Each morning employees log on to "Gratitudelog.com" and state what they are grateful for that day. This website is also open for the general public to use. I use it myself, and find it gives me a very positive start to my day; Employees have a daily meeting whereby they report positive aspects of their workday; 10% of profits are distributed monthly to employees thus increasing employee motivation and pay drastically; The company has a strict 45/5 rule. What this means is that employees are not permitted to work more than 45 hours per week. 5 hours of that must be spent learning something new. This rule ensures that the employee need for family and friend time is ensured. The information that employees learn each week is shared with other employees at a weekly meeting; Since Mr. Lakhiani does not have time to individually praise employees, an internal website has been set up for employees to praise each other; Group meditations are held within the company, whereby employees envision their lives in a year. Company sponsored trips and parties are held as a regular "thank you" to employees. Employees are encouraged to bring their two smartest friends to these parties thus ensuring that the company is introduced to possible new talent; Flex time is also encouraged which allow employees to take ample vacation time. These are but a few of the business practices at Mind Valley, and the result is a very happy workforce, whose highest human needs are met through their employment. The happiness of the workforce has resulted in the attraction of the highest level of talent from around the world, and ever increasing productivity and profits. One last thing that I would like to mention about this company that sets it apart from standard business thinking, is it's concept of business priorities. The first priority of Mind Valley is the world/environment. The second is the customer. The third is the employee, and lastly is profit. Putting profit as the lowest priority has actually resulted in huge profit growth. How many business owners or managers would have ever thought this. How many would have thought that the better you treat your employees, the more you focus on their highest levels of needs, and the more you show them that they are your company's most valuable asset, that your business would grow at an exponential level?
I have stated my goals in writing this blog, and my hope is that I reach as many business owners and managers as possible in spreading such as basic, yet counterintuitive and radical way of doing business. I very short time, I have already discovered one business, that jumped on board with this business model, the day after hearing about it's benefits. That company is Ascending Koi Tattoo and Apparel. I have been invited to work closely with them in the implementation of a truly caring way of conducting business, whereby the employee's, customers and manager's "spiritual and soul" needs are taken into careful consideration. I am positive that the result will be a happy workplace, where the customers enjoy visiting. This will result in great success and happiness for all involved be it employee, customer, manager, owner and planet earth.
I am truly grateful to all who have taken the time to read my writing. The sharing of positive ideas is of great importance to me. I hope I have been able to enlighten or teach something of value with my words. Thank you.
Michael K. Parkinson
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