Like you say, when leaders say, 'What can I do better?' instead of 'Why aren’t you faster?' they inspire a sense of urgency without whittling away trust.
It's important to note that everyone shares in responsibility in the results.
Your posts share wisdom that feels like it's always been there, but it takes a bit of newsletter snake oil to enlighten XD.
In retail management I was taught getting p*ssed off at a material item is totally acceptable. When you target an individual though that's a mortal sin (in our line of work).
One time I mistook a style of coaching as productive. I yelled at this young man while unloading. He was chatting with a young lady. Not paying attention to the line.
Shortly after this he resigned.
He was kind enough to sit down with me and explain why. It definitely hurt to hear.
I am glad it happened though.
I wished him best of luck with his next job.
Shortly after this, another young man left for similar reasons.
My point is even if the newest trend teaches ways to be more efficient. Sometimes we'd be wise to remember people are humans not robots.
Specifically when it's a physically demanding job that's hot and humid during summer time. Cold and damp during the winter. It's okay to let them rest for a few minutes (outside of their break/s).
Ultimately, most of these types of jobs are not enjoyable, but necessary for the business. So it's a shame to teach passion for what we do, loving the job, etc.... A focus should be to take pride in one's work (no matter what field and task), and make sure you are making enough to afford what you need and want from life. Finally, what helped me the most was finding intrinsic reasons to do awful tasks.
Most of my whys lay outside of my cubicle (current position), the kitchen, parking lot, backroom, etc.... It's about those I choose to spend my life with. They get a priority, when it comes to my free time.
The best example of this I've experienced goes back to 1994 when I was worked at Roadway Packaging Services (picture a smaller UPS or FedEx) in San Diego. We were limited to working 4-hour shifts, so it wasn't required to give us a break. If two people were loading a truck, one person had to double-time it while the other went to the restroom. If our tact-time was falling behind, the shift supervisor would stop what he was doing, jump into the truck, and help us get caught up. While doing so, he would talk to us and show us how to be faster or more efficient with our movements and stacking. On Fridays, we would BBQ carne asada. Because we couldn't take breaks, the supervisor would cook the food and then jump in and take the place of one of us workers so we could jump out and scarf down a few tacos before jumping back in. I had a lot of respect for the two supervisors who split each day into their 12-hour shifts.
Like you say, when leaders say, 'What can I do better?' instead of 'Why aren’t you faster?' they inspire a sense of urgency without whittling away trust.
It's important to note that everyone shares in responsibility in the results.
Your posts share wisdom that feels like it's always been there, but it takes a bit of newsletter snake oil to enlighten XD.
SNAKE OIL? Not sure if we should feel insulted or complimented. :)
Lol wrong word selection. Embellishment or excitement may be better words. You know I love your stuff 👌😊
Good morning,
In retail management I was taught getting p*ssed off at a material item is totally acceptable. When you target an individual though that's a mortal sin (in our line of work).
One time I mistook a style of coaching as productive. I yelled at this young man while unloading. He was chatting with a young lady. Not paying attention to the line.
Shortly after this he resigned.
He was kind enough to sit down with me and explain why. It definitely hurt to hear.
I am glad it happened though.
I wished him best of luck with his next job.
Shortly after this, another young man left for similar reasons.
My point is even if the newest trend teaches ways to be more efficient. Sometimes we'd be wise to remember people are humans not robots.
Specifically when it's a physically demanding job that's hot and humid during summer time. Cold and damp during the winter. It's okay to let them rest for a few minutes (outside of their break/s).
Ultimately, most of these types of jobs are not enjoyable, but necessary for the business. So it's a shame to teach passion for what we do, loving the job, etc.... A focus should be to take pride in one's work (no matter what field and task), and make sure you are making enough to afford what you need and want from life. Finally, what helped me the most was finding intrinsic reasons to do awful tasks.
Most of my whys lay outside of my cubicle (current position), the kitchen, parking lot, backroom, etc.... It's about those I choose to spend my life with. They get a priority, when it comes to my free time.
Thank you for your time.
Certainly - Beware of those trends.
It's why we prefer to identify the timeless, universal behaviors of admired leaders.
Looking back… would a “What resources do you need so we can get this done faster?” Have worked on the employee who resigned?
Or would that have come across from you as sarcasm in that exact moment, Joe?
The best example of this I've experienced goes back to 1994 when I was worked at Roadway Packaging Services (picture a smaller UPS or FedEx) in San Diego. We were limited to working 4-hour shifts, so it wasn't required to give us a break. If two people were loading a truck, one person had to double-time it while the other went to the restroom. If our tact-time was falling behind, the shift supervisor would stop what he was doing, jump into the truck, and help us get caught up. While doing so, he would talk to us and show us how to be faster or more efficient with our movements and stacking. On Fridays, we would BBQ carne asada. Because we couldn't take breaks, the supervisor would cook the food and then jump in and take the place of one of us workers so we could jump out and scarf down a few tacos before jumping back in. I had a lot of respect for the two supervisors who split each day into their 12-hour shifts.