Ask yourself this...

Yesterday I opined that employers should stop making excuses and make a start on boosting employee morale, security and engagement, regardless of their inability to fix the wider issues we face with the economy, social change and so on. 

I also got a little cross over on Twitter that so many businesses aren't bothering to address this issue, leaving themselves exposed and with a potential ticking timebomb of disengagement, stress, ill-health, anxiety, fear and lost talent on their hands.

'Unhappy employees are unproductive employees', I tweeted. It seemed to strike a chord, with two conversations springing from this; one agreeing with my point, and one challenging me on it. 

The challenger stated: "I've got employees who'd rather be elsewhere, but they do their jobs. They're productive."

My response: "And how much more would you get out of them if they weren't resentful of every moment spent in the workplace? How much more would they do and how much better would they be to have around if they liked being there, liked their colleagues and liked you? They're not productive right now."

He came back: "But I get what I need from them. What's wrong with that?"

"Absolutely nothing," I replied, "providing you're happy to get what you need and none of what you'd like."

"Like what?"

"Information. Answers to these questions: 

Who's your talent? Who can step up? Who's the best ambassador for your business? Who'd do your job if- forgive me- you got hit by a bus? How does your Company look to your clients? Does it seem a good place to work? Why should they buy from you? What do competitors think of you? Are they envious because you do something they don't, or is it the other way around? How's your reputation in your market?"

He's gone quiet. I hope he's thinking about this, and has gone in to his workplace today with a different perspective. I also hope that his people have a great day at work, and not just do what's needed.

Doing nothing is no longer an option

The Government's 2012 Skills and Employment Survey is out today and states that British employees are feeling more insecure and stressed out at work than at any time in the last twenty years. That's worrying, but not entirely surprising.

The CIPD has responded to this by putting the responsibility for reversing this trend firmly at the door of businesses. Whilst there is clearly a role for employers to work on engagement, wellbeing and motivation of their people, we must not ignore the external social and economic pressures on workers.

With a reduction in support those on low incomes receive and the increased pressures on all workers with a continuing gloomy economic outlook, instability, uncertainty and anxiety continue to take a toll on us all.

The findings are disappointing, given the Government's 'Engage For Success' initiative and drive to increase employee engagement. Perhaps this shows that Governments are precisely the people who should butt out of this area and leave it to employers and employees to thrash out the details.

Employers can help the situation certainly. Workplace initiatives suited to a business' unique position can help the flow of communication and build positivity and a sense of shared purpose. Developing a more open, positive culture where information is shared and rumours quashed has an incredible impact, but reducing the pressure employees feel at work is only part of the story; until we see an improvement in the position outside the four walls of our workplaces, people will continue to feel anxious, inhibited and cautious. This stifles creativity and has an effect on work performance- unless work is a place where they feel valued and have clarity on what they can do rather than what restrictions they face.

Employers can't fix this overnight, but they should start trying to make a difference.

After all, not being able to do everything is no excuse not to do anything.

Go beyond

I took a call earlier from someone seeking some guidance on managing and motivating an employee, who we'll call D for the purposes of this blog. 

You could feel the frustration as he spoke of initiatives he'd tried and approaches that had failed to generate any response, including the offer of a bonus. "I don't get it- we always do it this way and it's just not worked with her."

He added, "She spends a lot of time researching things and doesn't seem to do much with the information. She's always asking for something more challenging." He went on to say he hadn't had time to focus on D, and give her the time he'd have liked to as he was mired in trying to resolve a point a client of his had raised. He said he felt isolated and lost, struggling to see a way to solve the client's issue, and D's lack of direction wasn't helping.

I sympathised and suggested considering what D's real motivators are, what makes her energised and gets her excited. After a long pause, he replied "Problem solving." 

As a result, he is bringing D in on his awkward project, with the idea that fresh eyes and her skills and love for finding solutions will help him stop feeling so alone with the problem, help him spend more time with her, and help their relationship shift into a place where he understands her drivers better.

It's important to challenge the boundaries of 'what's gone before' sometimes. When the accepted way of doing something isn't working, often it takes initiative to recognise that you've got an individual on your hands who isn't like the others. It takes a brave heart to go beyond what is known and try something new and untested.

Be brave, be focused and be ready to surprise yourself.

Acting up

Today's blog is one of those non-work ones that I am inspired to write now and then. The inspiration for this one came at around 10pm last night as we sat watching a film Steve and I both love- The Damned United. As admirers of both Messrs Clough and Sheen, it's a house favourite.

Watching it, Steve asked "Is this one of the greatest screen performances ever?" It got us talking as to what we think really are the greatest performances committed to celluloid over the years.
 
Let's start with Michael Sheen as Old Big 'Ead. Why is it genius? For me, he captures the essence of Clough- the drive, the mannerisms, the ability, the hilarious but entirely earned arrogance, the refusal to capitulate to the money men that meant he was the best manager England never had. This scene is often quoted at home whenever anyone needs bringing down to Earth- "You can take all that and put it in the bin... 'cause you cheated."

 Next up is Kevin Spacey's astounding turn in The Usual Suspects, by turns fragile and vulnerable and sly and calculated - but always a compelling storyteller. If you don't know the payoff to this story, make time soon to revel in one of the most finely-crafted tales ever put on film.

One of the ladies next, with Bette Davis in Of Human Bondage. Cruel, disdainful and utterly riveting every time she appears, her creation is one of the most repulsive characters to grace the screen.

Another actress now, with Charlize Theron defying every expectation in 2003's Monster, the story of Aileen Wuornos, 'America's first female serial killer.'Charlize brings the vulnerability to the role that stops it becoming just another biopic and makes it something thought-provoking and hugely important.

How did you convey the nuances and detail of a character silently, in the days before sound? A masterclass from Louise Brooks in Pandora's Box. I recall the first time I saw this and I was hooked- both a schemer and a lost soul... Louise played it to perfection.

Alright, gents. Back to you. If I had to pick one performance from three incredible ones in Jaws (the rubber shark doesn't qualify) it has to be Roy Scheider, as Chief Brody. This is the second finest scene in the movie after the 'scar comparison' moment where Quint trumps them all with his story of the carnage of the USS Indianapolis.

Vincent Cassel is an actor who's come to our attention via his intense performances in La Haine, Black Swan and Trance, but here I choose his portrayal of French criminal mastermind Jaques Mesrine- two films, equally brilliant.

Shall we lighten things up with a story of familial murder and ambition? I think so. My all time favourite film is the masterpiece Kind Hearts and Coronets, ahead of its time and mercifully spared a remake, unlike its stablemate The Ladykillers. On the surface it's genteel. Underneath its comic heart is black as night. Dennis Price's performance is often overshadowed by the multiple roles played by the great Sir Alec Guinness, but Price more than holds his own and is a far more subtle actor than his colleague here.

Well, there's a few that spring to mind. I fully expect (and hope for) cries of "But what about.." and "How could you forget..."

Over to you, then.

Brave, bold business

There are times in business when a case presents itself that leaves all involved assuming there has to be a parting of the ways. It feels like every avenue has been exhausted, but often it's poor management and a lack of understanding what to do about it that leads an employer to fire an employee.

And sometimes, there's a need to be brave and recognise that your personal opinion isn't what matters.

Today I led a disciplinary investigation meeting after five hours sleep and a very emotional evening (curse planning development meetings and why I care about them.) The facts of this case, as they had been presented to us by a manager who left the Company last week, had us all feeling the employee had fallen out of love with the job. She was unreliable, he said. She didn't use her initiative. She was always off sick.

Sitting down with the lady in question, her side was very different. Not only did we get more information on her medical condition, we realised she's been communicating more than we'd been told while she's been off. She hasn't been managed, often left alone with no 'to do' list or direction. She defended her manager. 

We had one truth, and now we had hers. 

To dismiss her would have been grossly unfair and would have put the business in a very difficult position; she is clearly possessed of intelligence, and this needs to be put to work for the business. She comes in on Monday with a fresh outlook and a new personal development plan. This will ensure she is actively managed, coached and trained, and understands the improvements expected of her. She knows she has a say in the matter too, with regular catchup meetings and a request that she flags any issues as they occur before a 'big review' in three months' time.

I am about to put the finishing touches to the plan with her line manager. He's happy that he doesn't have to recruit and train someone from scratch, and while he's cautiously optimistic about real change, he IS optimistic, and determined to prove his own skills in helping turn this situation around.

So my initial worry at 7am that tiredness and a sleep-deprived bad mood would sway my judgment didn't come to pass after all. The need to be calm, impartial, and open minded made itself clear- and I am proud to have responded to the call.

I wish the lady well, and look forward to seeing her achieve and grow in the coming months.

Get it sorted

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To take advantage of this offer contact niki@treacletiger.co.uk or call 01372 363 353- and get it sorted once and for all.

I wish the Queen wrote her own speech

Her Majesty has been to Parliament today for the pomp and circumstance of a State Opening once again. Below I take two key points made in her speech and look at what they mean for employers and employees.

National Insurance

Good news for business- employers will be exempted from the first £2,000 of their National Insurance payments in an effort to create jobs and spur growth. Will it work? Let's hope so.

Immigration

The latest attempt to curb immigration involves restrictions on access to NHS services (it isn't yet clear at what stage GPs or surgeons will ask to see a patient's passport) and a requirement for landlords to check the immigration status of prospective tenants or face heavy fines- as employers do now. Speaking of which, plan are afoot to 'substantially increase' the fine imposed on employers who fail to carry out immigration status checks on employees or contractors. It can be £10,000 per worker at present, but no details have yet been set out on what they'd like it to rise to.

Illegal migrants will also be prevented from obtaining driving licences (Can anyone clarify this? I assumed that has been the case anyway as surely applying to DVLA for a licence of any type flags up your presence in the UK...)

The Queen's Speech (written for her by Government) says that an immigration bill would aim to "ensure that this country attracts people who will contribute and deter those who will not". This is all well and good, but there are many come to Britain (or who already live here including UK citizens) who are willing to work and just cannot secure suitable, long term or meaningful employment. It doesn't mean they won't contribute- just that they are unable to.

There isn't much in the way of changes to employment law (but we've had lots recently, and there is still a raft of changes to come.) Let's keep our fingers crossed that the NI initiative itself proves a good move and helpful to businesses looking to create jobs.

Lastly, how great might it be if the Queen wrote her own speech, telling us what SHE, as our Head of State, would like to see happen in our country? I imagine we'd all be directed to keep corgis. But at least the hats would be fantastic.