Are you one of those companies that would rather preserve everyone than let them go? Right now, I know of at least one organization -where despite lackluster performance, poor behavior and the disbanding of their team of direct reports- a leader is being salvaged beyond their time because no one has the balls to let go of people who are detracting from the organization.
Let’s be honest employers…
With the exception of a select group of companies, it has been my experience that many of you see your workforces as being dispensable. If business is down over a period of time and tough decisions have to be made- you layoff people without blinking an eye. If one of your employees doesn’t exactly fit the mold or doesn’t flow with the way of the company- get rid of them is what you say. Oh, but there are a select “untouchable” few that get to stay for the ride. They have a certain pedigree these untouchables. If you went around and did a very unofficial survey of your workforce at the moment to find out who people believe are “untouchable” in your organization they would either be reluctant to answer and/or with some further assurance of no retailiation -they would give you at least one name. Note: silence is also an answer.
Sometimes these people are at the staff level. In the eyes of their peers, they are disruptive to an otherwise healthy work environment. They do very little or sometimes they do a lot. Whatever they do, they are not interested in assimilating and working cooperatively, because they don’t have to. Despite any complaints or even visual cues that they are contaminating your ecosystem- you, the employer continue to reward poor behavior by promotions that they aren’t worthy of. You offer these “untouchables” opportunities that your other employees would die for. In fact, they may be dying for said opportunities- as they continue to work painfully hard hoping that it will someday be recognized and rewarded.
What of the untouchable leader?
This is probably the most damaging of all of the untouchables. You all know at least one leader that you have encountered that shouldn’t be allowed to lead anyone- let alone be employed by a company in such a capacity. They are not always the vile characters we often think about. Sometimes they are just cunning, undercutting, always playing and dealing a card at the right time. Everyone on their staff sees them for who they are. Internal and external partners even see it. The trouble is when HR ignores the smoke and the C-Suite is blinded completely by charm and other artificially-sweetened personality trickery. There are usually attempts to dethrone this person, but they are usually thwarted by a lengthy list of reasons why the person cannot be fired.
You may be saying: “this is how it is”. If that is your stance, you should also be made aware of the damage these people cause.
Here are some reasons why you should stop salvaging bad employees now:
1) You are setting a precedent that good performance and showing up everyday in a positive manner has no bearing on an employee’s success in your company.
2) These people disrupt the office environment. People tip-toe around them, avoid them and are sickened by having to share in office events or the presentation of yet more accolades for someone who really isn’t deserving of any of it.
3) It causes a slow and painful deterioration to both employee loyalty and effort. Some will hang in there with you unwavered, but many will see your allegiance to an untouchable as a personal affront to their career aspirations. If the sentiment is the latter, you will either lose people or see people do less, because they will figure working hard isn’t a worthy approach in your company.
It’s important to be cognizant of the messages you send about what success looks like in your organization. It’s fairly easy to write down a mission and values statement, but what does that look like in practice? Be sure that the picture of success that you woo candidates with is the same view they have as they progress through your organization.
More insights on this topic will be on The Aristocracy of HR You Tube Channel tomorrow. Click here to tune in.
The holidays are upon us and as if most other times of year aren’t crazy enough- this time of the year is down right frenetic. It has been just around a month since I wrote something here. My absence wasn’t because I no longer care to write or that I am somehow lacking in ambition. Quite simply, I needed a break after an epic year of opportunity that left me exhausted. Actually, if I am honest with myself I experienced a bout of exhaustion- there I said it!
If you look around there are all sorts of cues around us urging us to keep going, work harder, and do more. What may be social cues for others is a daily log of messages in my head. It replays over and over again. There’s no question that success comes to those who work for it. Working hard and consistently is how you make your luck in life. The dilemma is: Sometimes over-achievement comes at a price and that price is very likely to be your health. All of this chatter about “hustling hard” is a myth. There is something called rest and your body needs it. There is something called “burnout” and that is also a very real thing.
The goal and sweet spot is to work smarter, not harder. That isn’t to say that when I need to get something done and it requires a late night that I won’t do it. I will do it and drink a half a pot of coffee doing it. What I am saying is we all need balance and/or a break. While it isn’t a perfect science for many of us day-to-day, it is certainly something we all should try to work towards on a regular basis.
This topic of “The Myth of Hustling” was so dear to me that I tackled it on a recent “Ask Czarina Live” episode. I urge you to watch the show below and share your stories and thoughts with me.
In just a few short days, I will be taking a more substantial break where I tune out a bit more to take in the holiday festivities and reflect on my year. It will also provide quiet, creative space for me to churn out some items that are sure to please when I return with a vengeance in 2016. This will mark another time where “The Aristocracy of HR” goes quiet for a bit. I wasn’t sure if I was fine with taking this break, but I have decided that it is fine and it is necessary. I will touch base here twice more before it goes quiet for about two weeks or so ( still deciding how much time I want to take). I will be back before you know it filling your brains with all things, tech, data, world of work, entrepreneurship and of course my newest baby “Ask Czarina Live”.
A few month’s ago, I was searching for articles on female entrepreneurship. I needed statistics and facts around this topic. I was beyond pleasantly surprised to find this Entrepreneur article called: The fastest-growing group of entrepreneurs in America. This article not only summarized the state of entrepreneurship for females, but it highlighted a statistic- even I was not aware of. The statistic was: The number of African-American owned businesses grew 322% since 1997. So, while entrepreneurship by females in general grew 74% from 1997 to 2015, black women blew that statistic away.
Image of Biddy Mason Courtesy of Wikipedia
I believe there are many reasons for this rapid increase in female entrepreneurs and even more so for black women taking this leap.
In this episode I will share the following:
What I believe is contributing to the rise in females becoming entrepreneurs in general.
What factors may be contributing to the rise of the businesses owned by African-American Women?
What does this mean for the future of work?
Great statistics, but is there room for improvement?
If Entrepreneur can put this topic on blast, so can I. We are going to explore all sides of female entrepreneurship this week.
To get your palate wet for this week’s discussion, check out these articles for more insights:
I’m calling out all mompreneurs, womeneurs, solopreneurs, entrepreneurs, boss ladies, and even aspiring female entrepreneurs to join me on Thursday at 11pm EST/10pm CST/8pm PST for “Ask Czarina Live”.
Good News! I promised you that I would be posting the replays of “Ask Czarina Live” to “The Aristocracy of HR” You Tube Channel for those of you not ready to take the Periscope plunge. Fortunately, I have been enlightened that an app named Katch.me exists. Katch.me saves all of my Periscope episodes so I can share and download my episodes. If you’re on Katch, you can check out “Ask Czarina” replays there. Otherwise, I am happy to announce that my replay from last week is up on “The Aristocracy of HR” You Tube Channel.
As usual it will be fun, fresh, and insightful. I look forward to seeing you there.
Want more? Click here to watch the latest “Ask Czarina” episode. Subscribe to “The Aristocracy of HR” You Tube Channel to be notified when new episodes are published.
If you haven’t been bitten by the Periscope bug yet, let me coax you to join me this upcoming Thursday, 10/22 as I kick off my weekly Periscope show: “Ask Czarina Live”. This will be an opportunity for me to tackle topics both in the HR realm and some things that may be a little bit more mainstream. Either way, I’m looking forward to connecting with you (my readers) and others on a different level.
To date, I have braved my way through over 20 Periscope videos. I can assure you each have been recorded with the same spirit and heart as this blog. I’m not claiming to be a “guru”,”ninja”, or ” a professional who will teach you how to make a million dollars in one day”. What I can promise you is information and dialogue that is truthful and helpful. Sound too simple? Then, this may not be the show for you. That’s all I have. I am willing to share what has helped me to be successful in various aspects of my life- in the hopes that it may help you as well.
Whether it is sharing my thoughts on keeping it together during crazed days of parenting to the latest world of work headline, I will be spending 30 minutes with you every Thursday sharing my thoughts and taking your questions. There are so many topics and so little time to capture it all in blog posts. Sometimes you just want to chat with good people about ideas and things going on in your life in real-time.
1) 15 minutes of dialogue around my topic of choice.
2) 15 minutes Q&A on any topic you choose to probe me about.
This week’s topic is: What Would It Take For An Employer To Keep You?
There was a recent article by Inc.com called: “Do These 8 Things and Your Employees Will Never Want to Leave“. It simply lists 8 actions that employers should take to retain their employees. It’s an interesting read and worth exploring on Periscope to see if any of it matters a lot or just a little. There are many valuable points in the article and yet there is at least one that makes me uncomfortable. We will explore why and I hope to hear your thoughts and rebuttals as well.
Join me on Thursday at 11pm EST/10pm CST/8pm PST for the first ever “Ask Czarina Live”. In addition to viewing it on Periscope, within the 24-hour window allotted, I will be posting the replays of “Ask Czarina Live” to “The Aristocracy of HR” You Tube Channel for those of you not ready to take the Periscope plunge.
It’s going to be fun, fresh, and insightful. I look forward to seeing you there.
Want more? Click here to watch the latest “Ask Czarina” episode. Subscribe to “The Aristocracy of HR” You Tube Channel to be notified when new episodes are published.
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