I wanted to share some content the book I am reading now. This book is based on research that attempts to show that an enthusiastic employee makes a big difference in organization’s performance.
I was reading chapter 3: Job Security. I liked the principles suggested to avoid lay offs.
We’ve seen that although companies can preach forever that “our people are our most important asset,” that means little when dismissing works in terms of economic difficulty is the first thing a company does instead of the last. What’s even worse is when people are laid off despite the business being successful.
- Principle 1: Exhaust all possible alternatives before laying off people
- Principle 2: When layoffs cannot be avoided, first ask for volunteers
- Principle 3: When layoffs cannot be avoided and there are no more volunteers, act generously and decently. From an organizational standpoint, you’re not doing it just for those who are let go, but for those who will stay.
- Principle 4: Communicate honestly, fully, and regularly throughout the entire process
- Principe 5: Recognize the impact of what you are doing on the survivors, and take steps to minimize negative impact
Do not confuse providing employment stability with tolerance for unsatisfactory employee performance. We must distinguish between conditions over which employees have no control – such as a market downturn or the introduction of labor-saving technology – from those where an individual simply chooses not to perform.
Whenever I see a news item mentioning a layoff, I hope that they have considered some of the principles mentioned above.
Related links:
The Enthusiastic Employee: Website that show cases the book (Opens in a new window)
It started with a chance reading of a blog post. Mention of inspiration from the book “Tuesdays with Morrie” made me look for it and watch the movie. That lead to watching another movie “Five people you meet in heaven”. Only after watching the moive and getting inspired by it, I went online to read more. I found that both were books written by Mitch Albom.
It is great to see such good stuff that is providing inpsiration to different people in different ways. I read related comments on Amazon.com (about the book), Netflix.com (about the movie) and also on websites dedicated to these books.
If you have not heard about these books, I hope this post will provide a start to you. Do whatever is convenient to you. Rent the movies and watch them (if you are pressed for time). Borrow or buy the book and read the books.
Both are must read resources for everyone who has been following my posts.
Lessons Eddie’s Five People teach him.
1. Blue Man: no random acts/circular nature of life. Blue Man tells Eddie that “the human spirit knows, deep down, that all lives intersect” (48).
2. The Captain: when you lose something, you gain something else. “Sacrifice is a part of life”, the Captain tells Eddie (93). “Sometimes when you sacrifice something precious, you’re not really losing it. You’re just passing it on to someone else (94).
3. Ruby: let go of anger. In Ruby’s words: “Holding anger is a poison. It eats you from inside. We think that hating is a weapon that attacks the person who harmed us. But hatred is a curved blade. And the harms we do, we do to ourselves” (141).
4. Marguerite: Although life ends, love endures; the power of love.
5.Tala: Eddie’s life had a purpose; he kept children safe at the pier.
Related Links
Blog post on Tuesdays with Morrie that got me started (opens in a new window)
Site dedicated to book: Five People in heaven (opens in a new window)
I am reading another book by Neale Donald Walsch: “Communion with God”. Following is a brief extract I wanted to share.
“Pain is an experience. Suffering is a judgment which is made about that experience. The judgment of many is that the pain they are experiencing is not okay, and should not be occurring. Yet the degree to which pain is accepted as perfect is the degree to which suffering in life may be eliminated. It is through this understanding that Masters overcome all suffering, although they may not escape all pain.
Even people who have not achieved mastery have experienced the different between pain and suffering. An example of this might be having a badly aching tooth pulled. It hurts to have the tooth pulled, but it is very welcome pain.
Their feeling of separation from Me prevents humans from using Me, calling upon Me, having a friendship with Me, harnessing the full potential of My creative and healing power, either to end suffering, or for any other purpose. “
I experienced this recently when my daugther was vomiting. She accepted the pain as necessary to relive of her severe cold she has and she didn’t suffer. She didn’t cry that she is suffering but stayed unattached and believed that the pain is temporary and will go away.
Pain is common to everyone but suffering is a choice. And suffering is a feeling that comes out of ignorance and thinking that pain you are experiencing is not appropriate. It comes from ignorance of associating ourselves with body and taking a choice to accept the suffering. If you choose not to accept it, pain cannot become a suffering.
I have recently completed reading book Friendship with God. This book continues from Conversations with God (3 books). This book contains a little more personal life of the author and at same time continues to explore how we can are closer to God than we think.
You can read an excerpt from this book at this link
More than 6 years ago I wrote one article on power of personal recommendation. I talked about customer satisfaction and how people either recommend or not recommend the products. This concept has taken off very well in business world.
Concept of Net Promoter has been defined. A person who gives a positive recommendation is called Promoter. A person who gives negative recommendation is called Detractor. By asking customers whether they are willing to recommend or not, business organizations can try to quantify net promoter score.
“The Ultimate Question” Book by Fred Reichheld explains the concept and growth very well. I just finished reading the book. This is definitely a good read and this concept is going to gain more steam in coming years. Read more about the concept on Net Promter website which features a blog and forum on this latest trend.
Links: Net Promoter
Most organizations are a puzzle put together in a darkend room. Each piece is clumsily squeezed into place and then the edges are grown down so that they feel well positioned. But pull up the shades, let a little light into the room, and we can see the truth. Eight out of ten pieces are in the wrong place.
Eight out of ten employees feel they are miscast. Eight out of ten employees never have the chance to reveal the best of themselves. They suffer for it, their organization suffers, and their customers suffer. Their health, their friends and their family suffer. It doesn’t have to be this way. We can raise ths shades higher still. We can spotlight each person’s strenghts. We can provide him with a manager who is intrigued by these strengths. We can build and organization that asks him to play these strengths and that honors him when he does. We can show him the best of himself and ask him to keep reaching for me. We can help him live a strong life.
With the knowledge economy gathering pace, gloabl competition increasing, new technologies quickly commoditized, and the workforce aging, the right employees are becoming more precisous with each passing year. Those of us who lead great organizations must become more sophisticated and more efficient when it comes to capitalizing on our people. We must find the best fir possible of people’s strengths and the roles we are asking them to play at work. Only then we will be as strong as we should be. Only then we will win.
I just finished reading this book and it is a great book to understand common mistakes by new managers (may be experienced also make unintentionally). When individuals become managers, in most cases they are not completely trained on managing. Due to this they start making small mistakes that makes the job frustrating for the managers as well as the managed.
This book is a great book that helps understand worst things new managers can do. Each style of management approach is explained with case studies and examples and make a very good and quick read.
The concept of manager adopt a “doing nothing” style is I feel is toughest one. It is always difficult to get things done. I highly recommend reading this book even if you are an experienced manager.
The book starts with explaining All-Time Worst Manager List. Then it goes on to explain the concept of doing nothing. Second half of the book is dedicated to understanding three key skills of developing team members, active listening, giving and receiving feedback and creating a motivational change.
Chapter 2 mentions Ten bad management habits:
1. The Non-communicator
2. The Management Knocker
3. The Task Monger
4. The Best Friend
5. The Limelight Taker
6. The Self-Castigator
7. The Waffler
8. The Braggart
9. The Deceiver
10. The Exaggerator Congratulator
More about the book on AMA website
