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Just stop for a moment,
take a deep breath, scan your body for tension. Look around at
your co-workers and team maqtes. How much fun are you, or they, having? And we do
this for what? Money? Security? Pleasure?
The waves of business change
continue, ever onward, to where?
We have more automation, more electronic gadgets, more
information, more choice, more stress and LESS FUN, LESS PLEASURE and LESS
TIME.
The combination of
hi-tech, high competition, low-touch and low pleasure is driving
us onwards at 100’s of mile per hour to nowhere. Will our
workplace and teamwork be better tomorrow, next week maybe, next month
possibly, next year hopefully, maybe never!
To add insult to injury,
most leaders and management don’t really understand or care about our human
needs and how they relate to performance, productivity,
engagement and
team building or participation. They just don’t seem to care that our workplace
culture has become a quagmire of toxic torment.
All they
usually look at is the "Bottom-line"
We have little time to
really follow our hearts, live our dreams or fully engage in
personal or family activities, without some work fear, pressure or
expectation to work even longer hours again.
Globally people are
saying they want to “cash out”
of the rat race, they want more time for the things of
real value, but at this point it still seems that few are getting
it. Everywhere there's an ever-widening gap between what
workers want and what they're getting, especially in the areas of
pay, life balance and feelings of security, contribution and self-worth.
Our experience shows
that more than 50% don't know their company's Vision or mission
statement. Greater than 80% don't consider it fundamental to
their work and almost 50% don't feel a sense of connection to
their employers.
Trust is flagging and team building is v itslly necessary to sustain a positive workplace culture.
We
continue to hear from employees about sleepless nights, neglected
families, too much work and a sense of frenzy about getting it
all done, increased illness, lethargy, depression and anxiety.
We constantly observe
how energizing the human spirit relates directly to individual
and organizational performance. When people feel good about their work and themselves,
they tend to perform well. When they don't, they don't. As leaders and managers we must be asking ourselves each
day "How can we create a workplace where people feel good about
themselves and their work?"
We need to be focusing on actions that promote health,
family unity, enhanced self-awareness and self-management,
general well-being and, subsequently, greater production,
effective teamworking performance and overall improved office environment and workplace culture.
So Why Workers Don't Show Up For Work?
According to a CCH Inc. survey of 401 companies employing 800,000
workers, since 1995, illness, long the chief cause of work
absences, has lost ground to new excuses: "stress" and
"entitlement mentality" — that is, "I've worked my tail off; I
deserve some time off." The category "personal needs" increased
also.
In 1995, "illness" made up almost half of the reasons why people
took time off from work. In 1998, it had dropped to 20%.
The message? Pay attention to employees' emotional
well-being.
Source: Business Week, 11/16/98, page 8
Thomas D. Dee Professor of Organizational Behavior at the
Stanford Graduate School of Business says there is ample
evidence that companies that manage people (Emotionally) right
outperform others by 30% to 40%. So what is there to do?
Are your staff
assets? Most managers look at employees as a cost to be minimized
rather than an asset to be developed.
Modelling the Culture - Toxic companies have
a disparity between what the mission, vision and values say, and
how the leaders really behave.
Real Involvement - Toxic companies cling to
the past and resist real participation and involvement of the
workforce in the organization's thinking and acting.
In reality your staff
are just like growing trees. They join your company and begin
enthusiastic and energetic about their new opportunity, committed
in their support of their new organization, teamwork and leadership. At
this point they are totally able to withstand an occasional chop
from your proverbial axe.
However in toxic work environments, one proverbial “chop”
after another begins to take its accumulated toll until the
worker makes a decision, conscious or otherwise, to protect
themselves... they tune out, lose interest, lose commitment,
passion dies and ultimately the fate of the organization is
sealed.
And so, whose fault is
it? Look in the
mirror next time and really ask yourself am I a “noxious never
care” or am I a “contamination cleaning agent”?
Ps Mr. Boss... If
your staff are not fully "engaged", and usually only around 20%
ever are fully "engaged", then it's a direct reflection upon your
lack of interest, skill or ability, workplace, static and
politics, and lack of circumstances that lights their passion.
For more information or reprint rights please
contact Tony Dovale
of Lifemasters Team Building
Real Team Building Ideas 083-447-6300 |
