October 7, 2022
Great cultures ,Hacks
Pamela Paul certainly doesn’t think so. This is a hilarious article on why it’s best if we just bring our work selves to work…
Do not “bring your whole self” to work.
That’s right! Defy the latest catchphrase of human resources and leave a good portion of you back home. Maybe it’s the part of you that’s grown overly attached to athleisure. The side that needs to talk about candy (guilty). It could be the getting-married part of you still agonizing over whether a destination wedding is morally defensible in These Times.
Leave those things behind and I promise: No one in your workplace will miss them. And remember, it works both ways. Anyone worth sharing a flex desk with is not someone you want to see every last ounce of either. They, too, can reserve their aches, grievances, flimsy excuses and noisy opinions for the roommate, the pandemic puppy and the houseplants.
As a culture speaker you might think I’d disagree. But I don’t. She makes a great argument for it.
And… there’s a missed opportunity.
Rather than bring your whole self, bring your future self.
Your future self is the person you want to become. And (most likely), your colleagues want to help you get there. That’s why we had an entire goals department at Zappos.
It’s a similar psychology to why NPS (Net Promoter Score) is better than CSAT (Customer Satisfaction). CSAT surveys focus on all the grievances of the past – Meaning it’s a complaint-fest. But NPS asks the consumer – How can this be better? It engages our imaginations.
When I lead my team at Zappos, we had a “dream wall” with images of everything each person wanted to experience or accomplish. And we would bring them up in our one-on-one meetings.
If we bring our future selves to work, we bond over what we actually want, rather than grievances and gossip.
May 25, 2022
Great cultures ,Hacks ,Hiring
“Adversity creates cohesion.”
That’s what Rob Angel said. He created the game Pictionary.
At one point their team had to work around the clock together to collate half a million cards. But during that time they talked and found out a lot about each other.
“We experienced pain together. That really cemented us and gave us the belief that we can overcome anything.”
That’s the same thing we felt after 4 weeks of Zappos training – showing up at 7am every day. And of course if you look up the Navy Seal training, you can see how their “hell week” of 200 miles of running, within 20 hours of physical training per day. And only 4 hours of sleep… for the entire week.
What can you do as a team to bond you in shared struggle?
March 31, 2022
Culture of Chaos ,Great cultures ,Hacks ,Productivity
In high performance companies, HR often has to remind people to take their time off because they spend so much time at work.
The problem is that these high performers see vacations as a luxury, as opposed to a productivity hack that helps the company.
Think about it this way – Do you usually get more or less done right before a vacation? A lot, right?
So if HR (or managers) proactively address this before burnout, it will make the individuals more productive.
So pull each person aside and say, “I’d like you to plan your vacation that you’ll take 3 months from now.” It will probably make them nervous, but explain to them that:
a) This will make them more productive so they will get things done before the vacation starts and
b) It helps the team because if anyone is so crucial they can’t even miss a week, then the team is not resilient. This forces the team to be resilient by making sure the operations are covered.
So go ahead, while it’s on your mind. Set up those meetings to ask people to proactively schedule their vacations.
April 29, 2021
Great cultures ,Values
I’ve heard leaders say they want loyalty from their employees. The question is – Loyalty to what?
They say loyalty to the company but they’re really saying loyalty to the leaders and their decisions.
And when it’s loyalty to people there are only two solid use cases I see for that:
In a strong culture based company, the loyalty is to the values.
And in those companies, employees may even challenge the leaders, based on those values.
Do you want loyalty? Or do you want a great company with people smarter than you who challenge your decisions in service to the customer?