I learned many years ago that to add value to people, to help them, and lead them, you must understand them, you must understand their behavior, and most importantly, you must know and understand their passions.
I get it; we all have different personalities, different backgrounds, beliefs, and even different goals and dreams. I have found that despite all our differences, we have so much in common, and it's easier to get along or, better yet, to work together to achieve our desired results.
Of all the things we have in common, one denominator cuts across all ages, cultures, and even academic levels; the need to be valued and appreciated.
Many times, I have heard leaders who have not been schooled in human behavior say to their followers: "I'm not here to be liked. I'm here to do my job and to ensure you do yours" when I hear this, I usually smile and mildly say; I don't think so.
Most of them tend to disagree with me because they know for sure, based on the training they have received, that they need to keep a reasonable distance between themselves and their employees while keeping an eye on them. And they are correct; a professional space is necessary to ensure a clear distinction between personal and work interactions. I can't entirely agree with the misconception that for a manager to be effective, they must keep personal and work-related discussions separate. They say you are not allowed to bring your issues to work when you come to work. I wish this were practically possible.
Let me explain why I think this mindset is flawed.
Imagine you have an employee called John. John is going through some tough times. His car broke down two days ago, he took it to a shop, and he was told the car needed a new transmission, a pair of rear tires, and some oil change. John doesn't have money now and must wait until he gets his check in two weeks.
He is on the schedule to work 8 to 5 pm, Mondays to Friday, and he oversees a mini project due in 7 days. He can't afford to miss work, so he relies on his friends to give him a ride to work. He has already been late for two days because his cousin couldn't get him to work on time. As the boss and in compliance with company rules and policies, you have given Joe a verbal warning and threatened to cut back his hours if he continues with the same trend of being late.
John wants to talk to you to explain his situation and see if there is a way Mr. Boss, who happens to be you, can help. He is hesitant because your company has made it clear that: in this company, we don't discuss personal problems. John is afraid he might lose his job, his only source of income. His performance has decreased drastically over the last three days because he is constantly worried; he says to himself; what if my boss finds out I don't have a reliable form of transport to work? What if the car doesn't get fixed even after paying for the repairs? What if, what if, what if…
You have done a great job building a productive team and getting results, and you seem to be doing great watching every move your people are making. While this looks reasonable on paper, it is the basic definition of micromanagement. Over the years, I have met thousands of people of all ages, races, cultures, and industries, and none of them likes being micromanaged.
You see, most people look for jobs because they want to build something for themselves. They show up to work every day because they want to learn, grow, and advance their careers. They join your organization because they believe they will get a platform to contribute to society as they grow with your organization. They buy into the promises they see on your expertly designed, fast-loading website. They get even more attracted to your company because when they show up for the interview, they get the most fantastic experience with the interviewers, they get introduced to the department heads, and they get wowed by their professionalism, passion, and love for what they do. They tell them you have made the right decision and will love it here. On their first day, the CEO comes and shakes their hand and assures them that this is a company that cares about its people. They jump in immediately full of energy, optimism, and hunger for work.
They go through your mundane company's orientation and training program, learning all the procedures, policies, and rules, which, by the way, I prefer to call them guidelines instead.
Because, hey, who wants to quit a job after a month? It will portray a high level of weakness and irresponsibility. You try to do the right thing by showing up, taking breaks only when necessary, and taking extra assignments from your leaders when asked to.
Then one day, an employee who has worked for your company for 30-plus years approaches John and says, "John, I think you are working too hard. This work is not going anywhere; I have been with this company longer than you've been alive, and believe me, sooner than later, you will realize that nobody cares about your hard work. We rarely get raises, we only get two weeks of vacation in a year, and all the bonuses go to the top management, so why care, son?
In less than six months, John feels like he has made a mistake. He says to himself, how did I get into this trap? I guess I can apply to another company, but how will I know they are not playing the same game? John decides to stay, hoping one day the company will get a new CEO, and one day he will belong to a vibrant, positive, professional team.
Now he puts his dreams on hold. He reluctantly but helplessly joins the highly populated club of dreamless professionals worldwide.
So how do leaders play a part in killing their team members' dreams? My mentor John Maxwell says, "Everything rises and falls on leadership," and he is right.
A company built on career principles that are just on paper will never thrive. Sound leadership is paramount for success.
Just ask yourself this question: As a manager, supervisor, CEO, and leader, what would you do differently to ensure team members like John don't get disillusioned, don't lose hope, and continue to thrive within your company? What is your role in providing an environment conducive to growth and development?
As a leader, you are 100% responsible for creating the right atmosphere for growth, development, and profitability. Take this challenge and run with it; you will never regret it.