Four Signs it’s Time to Say Goodbye to An Employee

By Roberta Matuson | Published April 6, 2012

Adios!

To celebrate the selection of Suddenly in Charge for Amazon/Kindles special promotion this month, I am posting excerpts from Suddenly in Charge. The complete book is available for download for $1.99 through the month of April. Click here to download

I’m often see managers do everything they can to save a relationship that in the end, takes then down. Here are four signs that a relationship cannot or should not be saved.

Signs this relationship cannot or should not be saved

There are clear indicators that some relationships are not repairable. If you fail to recognize these signs early on, others will question your judgment. Here are a few examples:

Your employee goes to your boss and tells her you are inept. It’s very difficult to rebuild trust with an employee who has just stabbed you in the back.
An employee knowingly divulges confidential information to your competitors. This person has decided to play for the other team. Trade him or her before they do more damage.
Your work styles are incompatible. For example, you require work to be completed when it is assigned and they have no comprehension of deadlines.
Your employee has asked you to match a job offer he has just received. If you agree to do this, it won’t be long before he decides he’s unhappy again and either asks for more money or quits to take a new job.

In time, you will learn that there will be situations where no matter what you do, things are not going to work out. Relationships require both parties working together towards a common goal. Neither party will survive if you aren’t working in concert with one another. You have a choice to make. Are you willing to let go of the other party so you don’t go down with them or will you continue to hang on until such time as you are the one who is asked to leave?

What would you add to this list? Please post your response in the comment section.

Posted in Employee Terminations, Suddenly In Charge

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Invest $1.99 and Get the Raise You Deserve

By Roberta Matuson | Published April 3, 2012

Suddenly in Charge $1.99 on the Kindle for one month only

I’m not going to throw in a set of steak knives with this exceptional offer but I am going to direct you to the Amazon/Kindle store where my book, Suddenly in Charge is being featured in this month’s exclusive promotion. In fact, my book is #1 in the Kindle Leadership Category. Here’s an excerpt from the chapter on How to Ask for a Raise and Actually Get it.

Why Now is the Time to Ask for a Raise

Are you feeling like you deserve a raise? Join the club. In my book, Suddenly in Charge, I talk about six situations where you stand a good chance of receiving the raise you deserve. Here are three of those situations.

You hit a homerun—You hit the project out of the park and the fans are cheering. Negotiate for better terms while you are still a superstar.

Atlas in the workplace—The weight of the department is on your shoulders, now that half the staff has been eliminated.

Cashing in on promises—You accepted your current compensation under the premise that an adjustment would be made at a specific point in time. That time has passed.

In my coaching practice, I tell people you can’t simply sit around waiting for someone to knock on your door telling you that you’ve won a sweepstakes. You have to take matters into your own hands. So go forth and ask for a raise and don’t be surprised when you actually get it.

Don’t delay as this pricing is only in effect until the end of April. Download the book today and come back and share how you asked for a raise and actually got it!

Roberta

Posted in Managing Up, Suddenly In Charge

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Great Service Down Under

By Roberta Matuson | Published April 2, 2012

No, this post isn’t about a great customer service experience in Australia. In fact, this situation happened right here in the great state of Massachusetts.

I had a meeting the other day at Harvard University. If you’ve ever been to Harvard you know there is no parking in the Yard or anywhere else for that matter. That means you have to pull into a parking garage and pray you find a space. I did exactly that in a lot operated by Central Parking Systems. Lucky for me, I was greeted by an employee whose enthusiasm could be felt on every level of the garage. This gentleman offered to take my car and park it for me in one of those spaces that only a well trained driver would ever get into or out of for that matter. I went off to my meeting thrilled to know that my car needs were handled.

Upon my return, I encountered another exceptional employee who worked in the office of the garage at 124 Mt. Auburn Street. He couldn’t have been more pleasant and helpful.

I suspect these jobs may not be the most desirable, as there are days when one barely sees the outside, but somehow Central Parking Systems has hired not one, but two exceptional employees to service their customers. I don’t think that having two helpful employees running their garage is a coincidence. This organization has found a way to hire people who are great at interacting with customers.

There is a lot to be learned from those who work underground. Perhaps it’s time to pay a visit so you can see for yourself what it’s like to deliver high levels of customer service in a work environment that is most likely a lot different than the Ivory Towers where most of us reside.

Roberta

Posted in Customer satisfaction

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Candidates are Applying for More Than a Paycheck

By Roberta Matuson | Published March 27, 2012

Attracting Top Talent

A joint survey from CareerBuilder and Inavero of 4,500 job seekers nationwide shows the impact a positive employment brand brings not only to your talent bench, but to the bottom line. The survey found that employees are seeking much more than a paycheck.

For most job seekers surveyed, starting salary is less important than the perception of the organization with which they are interviewing.

When asked whether they’d take a job for less money at the organization they’d most like to work for, an overwhelming majority said they would.

What might prompt job seekers to take the lower pay? Those who would take the job for lower than their salary floor said they would consider if:

Company has a lot of recent positive press – 78 percent;
Your friends say the company is a great place to work – 74 percent;
Company created great impression through hiring process – 74 percent; or,
Company has very positive reviews online – 72 percent.

This doesn’t mean you should immediately start slashing pay levels, but it does show the power of an employment brand that conveys a desirable work culture, stability and growth prospects.

It’s interesting to note that over 55% of the respondents said they read the company website, although I would have thought this number would have been significantly higher.

When is the last time you gave your company website a facelift? I understand money is tight, but this isn’t the area where you should be pinching pennies.

First impressions count. How tired is your company looking these days?

Posted in Hiring and Recruitment

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It’s Not About the Money

By Roberta Matuson | Published March 20, 2012

If you think throwing a few more dollars into your employee’s paychecks is going to make a difference in their happiness levels, think again. According to the SHRM 2011 Employee Job Satisfaction and Engagement Survey Report, workers want much more than the shirt off your back. Here are the top four contributors to job satisfaction in 2011.

1. Job Security

2. Opportunities to Use Skills and Abilities

3. Organization’s Financial Stability & Relationship with Immediate Supervisor (tied)

No where do you see the word money. It’s interesting to note that new to the list this year is the relationship with immediate supervisor.

Now that you have this information, what are you going to do with it? I suggest you begin by increasing communication throughout the organization. People become insecure about their jobs when they don’t have enough information. The saying, “no news is good news” doesn’t apply to one’s job. The next step would be to dig down deeper to find out more about the hidden skills and abilities of those in your employ. Some times things are not as they appear. Here’s what I mean by this. Early on in my career I worked as a temp for a cellular phone company. Of course, because I was a temp, it was assumed that my abilities were as limited as the length of my assignment. My boss would tip toe around me and would hesitate to give me assignments that required more than a high school degree. Imagine his surprise when I informed him that it was okay to give me more challenging work, as I had an MBA. Assume nothing. Ask your people what else they feel they are capable of doing and then give them a chance to prove themselves.

The issue of financial stability of the organization goes back to communication. Be as transparent as possible so workers can decide how much risk they are willing to take on at this point in their careers.

I’m saving the best for last. The relationship with one’s immediate supervisor is within your control. You know who the great supervisors are as well as the ones who could be great with the right support. And of course you know the ones who should have been gone a long time ago. Take action and provide training and coaching to help your supervisors improve their relationships with their people. Rid the organization of those who aren’t fit to manage. Do this before the money flies out the door with those employees who decide that the grass is indeed greener on the other side of the fence.

Posted in Retention

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I’m Outta Here!

By Roberta Matuson | Published March 12, 2012

I’m paying closer attention to where I’m investing my time and money these days. In the last several months, I’ve decided not to renew two long-term affiliations that I’ve had with associations. Why? Because I’m no longer valued there and I’m no longer receiving any value. That seems like two really good reasons to say, “I’m Outta Here!”

I’m also unsubscribing from e-mail lists that bombard me with e-mails daily (and in some cases more than once a day) and I’m ridding myself of subscriptions to newsletters that have no value to me. They may have value to others, but not to me.

My colleagues in the corporate world seem to be on a spring cleaning kick as well. Only they are taking more drastic measures. They’ve decided to no longer stay someplace where they aren’t valued. That’s lucky news for employers looking for top talent and some not so lucky news for those employers who will soon be left with mediocre talent.

Everyone is looking for value these days. If you are not, then perhaps you should be.

Roberta

Posted in General Observations, Retention

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Guest Post: Ten Ways to Inform Employees About Weather Closure

By Roberta Matuson | Published February 29, 2012

It’s been a quiet winter here in New England, but it looks like that’s about to change today. Today’s guest blog posting is courtesy of PhoneService.

Most companies want their employees to show up for work come hell or high water, but sometimes weather conditions make it impossible. Hurricanes, blizzards, floods, tornadoes and other severe weather conditions can make businesses shut down until it’s safe to reopen their doors. With all the different communication options available these days, companies have a variety of ways of letting their workers know when the business is shut down. Here are 10 ways to inform employees about weather closures.

Telephone – For companies with only a few employees, the traditional way to inform them of weather closures would be to call them on the telephone. However, this isn’t practical for businesses with hundreds of workers or if the phone lines are down.
Cell phone – Since most people have mobile phones now and many don’t even have landline phones, the next best option for small businesses is to call their cell phones. These phones run on battery power and hopefully the employees have them fully charged.
Text message – Calling every employee would be difficult for large companies, so sending a text message would be much more practical and efficient. A single text can be sent out to everyone at the same time and is more likely to be received even if the phone battery is low.
Facebook – If the company has a Facebook page, the weather closure can be posted there. Employees would need to be instructed ahead of time that this would be the place to check for business closures and have access to the internet.
Twitter – This popular social media can also be very useful in an emergency situation. Just about everyone is on Twitter these days, so a quick tweet would be all you need to inform employees about a weather closure.
Email – A more universal form of communication, email may be the best choice for most companies for weather related notices. People can get emails on their cell phones even if the electricity is off, and a single email can be sent to everyone at once.
Website – Just about every company has a website, so posting weather closures there will inform not only employees, but customers as well. People from other areas may not be aware of local weather conditions and get frustrated if nobody answers the phone.
LinkedIn – Many business professionals use the social networking of LinkedIn, so this media may work best for certain companies. Attorneys, real estate businesses and others who use this system regularly can post notifications to their colleagues there.
Radio – The first instinct of many people during severe weather is to turn on the radio. Most stations will give public service announcements, so business closures can be broadcast over the radio as well. If the electricity is out, radios can still be run on battery power.
Television – Some people are more likely to turn on the television to get updates about the weather, so companies could post notifications there. Local cable networks and public broadcasting are great ways to get the word out about company closures.

Companies must keep in mind that they need to be pro-active about weather closures in order for any of these to work. Employees need to know what media will be used so they know what to expect and where to look. Also, all of these networks have to be set up ahead of time. Whichever way they decide to inform employees has to be implemented early so that everyone is included. If cell phones are to be used, the company has to have the cell phone number of each employee and have access to it. The same goes for email, Facebook, Twitter and LinkedIn. None of these systems will work unless everyone is on the same network and different methods will work better for different companies. Be sure to find out what method your company uses before severe weather hits. You don’t want to be the last person to know when you get a day off.

Courtesy of Phone Service

Posted in General Observations

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What to Do If Your Employees Are Sucking the Life Out of You

By Roberta Matuson | Published February 27, 2012

Are you cutting corners to avoid those employees who are making your life–and your business–miserable? Follow these five steps to breathe life back into your organization.

How to Prevent Employees from Sucking the Life Out of You

Are you feeling exhausted these days? Have you considered resigning from the company you founded? Welcome to the “Vacuum Club,” where employees are sucking the life out of their companies. The end result can be devastating for businesses.

I recently facilitated a session at a Family Business Center where a participant boldly shared with us how his employees were sucking the life out of him. As I probed further, it became crystal clear that it wasn’t all his employees who were causing him stress; it was two people. It’s amazing how much discomfort and disruption a handful of employees can cause, especially in a small business.

It’s tough doing business in today’s economic environment and even more challenging when you’re exhausted. It’s time to take back your workplaces. Here’s how you can prevent employees from sucking the life out of you.

Hire Superstars-“A” players are focused on moving the organization forward. Most are self-motivated and are too busy to complain about every little thing. They leave that job to the “C” players.
Find the source-Sometimes the root of the problem is one employee. But you wouldn’t know this because it feels like everyone has jumped onboard. In most situations, this is simply not the case. It only takes one person to stir the pot. Find that person before they have a chance to infect those around them.
Address the issue head on-Most toxic employees don’t wake up one day and decide they are going to make your life miserable, even though that may be your perception. Many have no idea their behavior is causing stress in the organization. Point out the observed behavior and ask them how they intend to correct the situation.
Stop being so nice-This person may have helped you build your business, but now they are tearing it down one brick at a time. A slow death is more painful than a quick one. It’s time to toughen up as these toxic situations usually seep into the rest of the organization.
Remove the cancer-You can come up with a hundred different reasons why you can’t fire this guy. Yet, how many of these reasons are really valid? Take action, before these toxic people become the norm, rather than the exception.

Doing nothing is not an option as it won’t be long before these people clean out your organization. Here’s what I mean by this. Tension causes stress. People have enough stress in their lives that they aren’t looking for more at work. Good employees will seek a work environment where it actually feels good to come into work everyday.

You may think that employers have the upper hand, as great jobs don’t come easy to most. But you’d be wrong. We are beginning to see waves of good employees running in packs like wildebeests crossing the plains. One employee finds a great employment opportunity, and the others soon follow.

You deserve to be happy at work and so do your people. Take action before all the air is sucked out of your organization.

Posted in Conflict, Employee Engagement, Leadership

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It’s Not About the Money

By Roberta Matuson | Published February 23, 2012

In a recent conversation, it was pointed out to me that people were leaving their employers for “miniscule raises.” If you believe this is really why people are leaving then you are only fooling yourself. People leave because they are unhappy in their current situation and/or they feel disconnected from the organization. It’s that simple.

I could go on and on about this matter, but I suspect you already know what the problem is in your business. If you don’t, then call me for some help, as this most likely has been going on for way too long.

Posted in Employee Engagement, Employee Turnover, Retention, Talent Acquisition and Retention

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The Real Cost of Zero Percent Pay Increases

By Roberta Matuson | Published February 21, 2012

Real Cost of Zero Percent Pay Increase

Companies everywhere are trying to reign in spiraling costs. The first thing to go is usually pay increases. But is this approach costing or saving organizations money?

Eliminating pay raises, particularly for top performers, costs more than you think. Here are five signs that indicate you might have made a mistake by telling your top employees they will be receiving a zero percent pay raise this year for all of their effort.

Empty sea of cubicles

You used to smell the coffee brewing when you arrived at the office at 8 am. Those were the good old days when you could count on Mary being at her desk by 7 am. Now you are lucky if Mary gets in by 9 am.

Fast forward to lunchtime. You search for a staff member to assist you on a time sensitive problem, only to find out that you are the only one who hasn’t left for lunch. What’s going on? It’s not even Friday! The office is like an empty sea of cubicles come 5 pm. No one seems to care that the big pitch to a major client is due in two days. You are in your office trying to brainstorm–with yourself.

It never used to be like this. You had a hard time beating people into the office and there was always someone there when you were burning the midnight oil. Your professional employees appear to be acting like hourly workers.

Your Employees are looking quite fit

Remember the good old days when your employees looked tired and worn out? They used to complain that they never had time for the gym. You’ve recently noticed that many of them are looking quite fit. That’s because they are. They are no longer bench pressing panini’s at their desk. Instead, they are actually taking lunch and using the weight room at the on-site gym. Imagine that.

Netflix replaces networking

Your star manager Tom is no longer attending after hours networking events. That’s because he’s replaced networking with NetFlix. Tom now spends his free time enjoying all the movies that he missed, when he used to be out networking on behalf of the company. Be grateful he hasn’t asked you to pay for his monthly membership.

Turnover seems to have spiked

You’ve just lost four top account reps to the competition. That’s never happened before. Get used to it. If you aren’t prepared to recognize and reward your star performers, someone else will.

Morale is just plain bad

It’s hard to put your finger on it but no one seems to be smiling these days. Your customers have even complained that they are being treated like second-class citizens. Think there might be a direct correlation?

If you still believe that the bottom line is healthier because you’ve decided to give out zero percent pay increases to top performers this year then consider this. It might be time to automate your entire business because it won’t be long before you are the only employee left.

What else would you add to this list?

Posted in Employee Engagement, Employee Turnover, Performance Management, Productivity

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