Comments on: Is work a place or something you do?

By: Chris Young

Chris Young — Wed, 13 Feb 2008 15:42:41 +0000

Erik – great post. Organizational cultures that place importance on face time and just being there are ones that get exactly that from their employees – just being there. These individuals are far less likely and are likely to punch out the minute the click strikes five. It is unlikely these individuals will be willing to put in any extra effort than is absolutley required. Why? Because the culture they belong to has emphasized that they need to be there from time A to time B.

Your comments about Marine Corp missions reminded me of a great quote from General George Patton:

“Don’t tell people how to do things, tell them what to do and let them surprise you with their results”

I think this is a great way to approach management – set goals and expectations and let your team accomplish them on their their terms and you will be surprised with the results.

If a manager needs a task accomplished it shouldn’t matter if the work takes place as you say at 8pm after getting pumped up at the gym or at three in the morning while one is staying up with a sick child.

Maybe there is hope with Generation Y… if management can get away from their notion of face-time and the typical 8-5 routine maybe this generation can lead a revolution to be more mission/outcome based rather than putting in one’s time and collecting a paycheck twice a month.

-Chris Young
The Rainmaker Group

By: karl Staib - Your Happiness Matters

karl Staib - Your Happiness Matters — Fri, 08 Feb 2008 14:11:41 +0000

I know my manager could learn a little bit about giving orders that make sense. Many times I’m lost at to why we are doing things. I know that he knows within his own mind, I just wish he would share it with me.

By: Debra Fish, Psy. D.

Debra Fish, Psy. D. — Wed, 06 Feb 2008 22:20:16 +0000

You are right that change in this direction must come from organizational leadership. Too many times, though, organizations do not have clear direction identified for the enterprise as a whole. Fuzzy definitions about what performance needs to looks like for the organization make it impossible for lower level leaders to set performance goals for their employees. So, the default measurement becomes about hours rather than accomplishments. Not exactly the recipe for true organizational success, let alone for employees to become really engaged in their work. Our experience is that these constructs hold true for employees of all ages, but they will certainly become more important as the shrinking workforce is made up more and more of Gen Y.