Mikey P
Administrator
http://mikeysboard.com/2013/10/05/3-signs-of-a-miserable-job/
One of the most frequent posts on Mikey’s Board is the endless search for how to find good people. In 3 Signs of a Miserable Job Patrick Lencioni he uses storytelling to make what could have been a boring book into an entertaining fable.
#1- Anonymity
People cannot be fulfilled in their work if they are anonymous. Technicians need to be understood and appreciated for their unique qualities by someone in a position of authority. People who see themselves as invisible, generic or anonymous cannot love their jobs, no matter what they are doing. Yes I know the cynics amongst you maybe thinking “oh yeah my techs are unique alright.”
“Knowing” your employees can be as simple as asking about their families, hobbies, or other interests. Technicians do not want to feel like they are an interchangeable cog in a McDonald’s type system. A manager does not have to do a lot to make a big impact. Remember they have a life outside of cleaning carpet.
#2- Irrelevance
Everyone needs to know that their job matters- to someone. Anyone! Without seeing a connection between the work and the satisfaction of Mrs. Piffleton, a technician will not find lasting fulfillment.
As adults, most of us want a job that allows us to make a difference. In the cleaning world it is easy to see in the eyes of the customer how creating a clean and healthy environment has improved their world. If dogs could talk I am sure they would thank us immensely for removing the “accident” they caused on that beautiful wool rug. For the dog it may make the difference between sleeping in a warm cozy house as opposed to the cold doghouse!
#3- “Immeasurement”
Technicians need to be able to gauge their progress and level of contribution for themselves. A helper needs to get feedback from the lead technician. The lead tech needs to get feedback from the owner. A savvy owner needs to get feedback from the technicians. Without tangible means of assessing success or failure a technician’s motivation will eventually deteriorate since the technician will see them selves unable to control their own fate. Long-term goals do not work in this situation. These measures need to be on a daily basis for immediate feedback.
OK, now let’s put these concepts to work for a typical cleaning or restoration technician. Your employee must be able to answer: How many Scotchgard up-sells did I make today? How many referrals did I get today? How many people did I wow today? Sometimes it is the simplest measurements that make the biggest difference. Einstein said “not everything that can be counted counts; and not everything that counts can be counted.” Let your technicians chime in on what needs to be counted.
Lencioni wrote this book because he was surprised and anguished by the number of people who suffered from what he calls the “Sunday Blues”- those awful feelings of dread and depression that many people get towards the end of their weekend as they contemplate going back to work on Monday!
The “Sunday Blues” have become a true social phenomenon. The rest of employee’s lives are affected by their attitudes developed during their work hours. Employees that have a good work experience and are engaged by their jobs come home in better moods and treat their friends and families in a better fashion! You didn’t know that your management practices could have such a far ranging effect, did you!
If you would enjoy reading more on this subject I recommend Drive by Dan Pink and The One Thing You Need to Know by Marcus Buckingham.
-Bill Yeadon
http://sfs.jondon.com/
One of the most frequent posts on Mikey’s Board is the endless search for how to find good people. In 3 Signs of a Miserable Job Patrick Lencioni he uses storytelling to make what could have been a boring book into an entertaining fable.
#1- Anonymity
People cannot be fulfilled in their work if they are anonymous. Technicians need to be understood and appreciated for their unique qualities by someone in a position of authority. People who see themselves as invisible, generic or anonymous cannot love their jobs, no matter what they are doing. Yes I know the cynics amongst you maybe thinking “oh yeah my techs are unique alright.”
“Knowing” your employees can be as simple as asking about their families, hobbies, or other interests. Technicians do not want to feel like they are an interchangeable cog in a McDonald’s type system. A manager does not have to do a lot to make a big impact. Remember they have a life outside of cleaning carpet.
#2- Irrelevance
Everyone needs to know that their job matters- to someone. Anyone! Without seeing a connection between the work and the satisfaction of Mrs. Piffleton, a technician will not find lasting fulfillment.
As adults, most of us want a job that allows us to make a difference. In the cleaning world it is easy to see in the eyes of the customer how creating a clean and healthy environment has improved their world. If dogs could talk I am sure they would thank us immensely for removing the “accident” they caused on that beautiful wool rug. For the dog it may make the difference between sleeping in a warm cozy house as opposed to the cold doghouse!
#3- “Immeasurement”
Technicians need to be able to gauge their progress and level of contribution for themselves. A helper needs to get feedback from the lead technician. The lead tech needs to get feedback from the owner. A savvy owner needs to get feedback from the technicians. Without tangible means of assessing success or failure a technician’s motivation will eventually deteriorate since the technician will see them selves unable to control their own fate. Long-term goals do not work in this situation. These measures need to be on a daily basis for immediate feedback.
OK, now let’s put these concepts to work for a typical cleaning or restoration technician. Your employee must be able to answer: How many Scotchgard up-sells did I make today? How many referrals did I get today? How many people did I wow today? Sometimes it is the simplest measurements that make the biggest difference. Einstein said “not everything that can be counted counts; and not everything that counts can be counted.” Let your technicians chime in on what needs to be counted.
Lencioni wrote this book because he was surprised and anguished by the number of people who suffered from what he calls the “Sunday Blues”- those awful feelings of dread and depression that many people get towards the end of their weekend as they contemplate going back to work on Monday!
The “Sunday Blues” have become a true social phenomenon. The rest of employee’s lives are affected by their attitudes developed during their work hours. Employees that have a good work experience and are engaged by their jobs come home in better moods and treat their friends and families in a better fashion! You didn’t know that your management practices could have such a far ranging effect, did you!
If you would enjoy reading more on this subject I recommend Drive by Dan Pink and The One Thing You Need to Know by Marcus Buckingham.
-Bill Yeadon
http://sfs.jondon.com/
