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Another way to put it is building a culture that helps everyone perform better. There are conscious levers that conscious managers can pull to make sure his hap

by suff 8y ago

Another way to put it is building a culture that helps everyone perform better. There are conscious levers that conscious managers can pull to make sure his happen. Have you ever worked in an environment where managers created conflicting goals or perverse incentives? Did that help teamwork, or create frustration? Do frustrated teams perform at their best? How many people have you managed?

umanwizard 8y ago
Everywhere I've worked from McDonald's to tech companies, managers were trying to help everyone perform better (i.e., make more money for the business per hour).
- borski 8y ago
  Ah, you're conflating things here. Bad managers often think making more money for the business per hour is a 'get more work out of the employees per minute' strategy. That doesn't work, due to the off-pay benefits a happy employee provides that a bullied or unhappy one doesn't. Staying a few minutes late to finish up a job, coming on time, not fudging their hours a few minutes here and there, recruiting on your behalf by telling their smart friends about how much they love their job, being willing to come up with new ideas to improve the business, etc. Many bad managers think short term, and are looking to squeeze every ounce of work out of their employees, which leads to burnout, disillusionment, and resentment. My point is it's far more important to make them happy and have them convinced they want to do their best work, not because they fear losing their job, but because they feel inspired, capable, trusted, well-compensated / rewarded, and like they have autonomy. If McDonald's had that, their turnover would be a hell of a lot lower, guaranteed. [edit] Here's an example of what I mean by the unpaid extras I refer to: https://economictimes.indiatimes.com/jobs/bullying-bosses-negatively-impact-employee-performance-behaviour-study/articleshow/68343605.cms https://economictimes.indiatimes.com/jobs/bullying-bosses-ne...

by suff 8y ago

umanwizard 8y ago

Everywhere I've worked from McDonald's to tech companies, managers were trying to help everyone perform better (i.e., make more money for the business per hour).

borski 8y ago
Ah, you're conflating things here. Bad managers often think making more money for the business per hour is a 'get more work out of the employees per minute' strategy. That doesn't work, due to the off-pay benefits a happy employee provides that a bullied or unhappy one doesn't. Staying a few minutes late to finish up a job, coming on time, not fudging their hours a few minutes here and there, recruiting on your behalf by telling their smart friends about how much they love their job, being willing to come up with new ideas to improve the business, etc. Many bad managers think short term, and are looking to squeeze every ounce of work out of their employees, which leads to burnout, disillusionment, and resentment. My point is it's far more important to make them happy and have them convinced they want to do their best work, not because they fear losing their job, but because they feel inspired, capable, trusted, well-compensated / rewarded, and like they have autonomy. If McDonald's had that, their turnover would be a hell of a lot lower, guaranteed. [edit] Here's an example of what I mean by the unpaid extras I refer to: https://economictimes.indiatimes.com/jobs/bullying-bosses-negatively-impact-employee-performance-behaviour-study/articleshow/68343605.cms https://economictimes.indiatimes.com/jobs/bullying-bosses-ne...