Why Our 'Crappy Jobs' are Important

There are those who work in, or have worked in, a 'crappy job', and there are those who were both lucky enough and unlucky enough to skip that step. A crappy job, although a pre-defined position for most, is a really subjective concept.

What defines a crappy job? A bad boss? A dictatorial atmosphere? Crappy pay? Bad hours, cruddy co-workers or an uncreative environment? There are many definitions. But, what if you saw your job as important, just for a moment? And, what if everybody saw your job as important? Just, 'what if'? Bear with me for a sec, okay? I have a point.

What if you went into work one day and all of the people who were in front of you wished you a great day? What if they expressed their appreciation for what you do? I know...it's not all that common, is it?

But, what if you saw your crappy job as a stepping stone to something else? What could you take from your current job and apply to another position that would make you feel fulfilled?

All jobs are important in one way or another. The ones that lack importance are replaced by something. Similarly, the ones that no longer 'do it for you', are replaced by you. 

Let's face it, we gotta work! We can't all be on vacation all the time because the world would fall apart. My question to you is: "What part of the world are you preventing from falling apart?"

The Organic OS - Giving Orders vs Asking for Solutions

People usually hate to be told what to do. It makes them feel like pawns in the game of work who don't know any better than to take orders every day and not think too much for themselves. If we want better results from people, we must treat them like insiders and ask for their help in solving problems. Putting on a facade is not the way to go about this, but reprogramming ourselves as better leaders is. We must genuinely feel like we are seeking solutions instead of giving orders. 

If an order is simply a task to be fulfilled, it only becomes a problem when left unfulfilled or done wrong. When a person is hired to do a task, or series of tasks, we can assume that they have been properly trained to carry out orders on their own. If they are falling behind in terms of productivity or quality, we must find out why that is, rather than push them and push them to do it right, under the threat of being fired. It is essential, therefore, to investigate instead of react impulsively. We must care 'why' there is a problem before we can come up with a fair and logical solution.

With a great amount of effort put into forethought, a team leader will be inclined to pull the team member toward a solution by engaging them to help solve the problem and therefore the team leader is changed for the better as a result. If a once productive team member suddenly starts to slip, we can assume that there is a problem in their life, such as with a relationship, debt, depression, low self esteem, stress, etc. It's only fair to investigate why the work problem is  occurring either by speaking candidly with them or communicate the issue through the proper channels such as human resources. In any case, we should avoid adding stress to someone's life unnecessarily.

In summary, even if a person is having problems outside of work, if we get them involved and help pull them toward a solution to the workplace problem with an even tempered demeanor and genuine friendship, we will make them feel at ease and they will get back on track sooner rather than later. But, a great leader must be genuine and work hard to acquire such interpersonal problem-solving skills.

Build a better workplace by following the best practices of leadership in the Organic OS (tm).

How to be a Great Boss

The Problem - Poor People Skills
People skills are not hard to learn, but reminders are definitely needed. In fact, reminders are needed for almost anybody and anything in a fast-paced working world. Managers and supervisors are especially susceptible to forgetting how to treat people well because they usually have a lot more at stake than their employees, but that just means they have to work harder at reminding themselves how to do it.

Bosses who micromanage need to learn the difference between good and bad micromanagement. They should pay attention to every detail but trust others to complete the tasks. If a person is new, a certain level of micromanagement may be needed to see that the new person understands a process but only until then, while periodically checking the process.

I trust my gut feelings and when I sense a potential problem, I must step in or the quality will suffer. But, I always explain fully why I am stepping in and because I have good people skills, they don't feel that I am being too 'in their face' about it. Then, when I feel they've got the process down, I leave them alone and let them check in when necessary.

Generally, I see poor communication as the reason people feel they are being micromanaged. The last thing a boss wants is for their staff to feel uncomfortable when they are around because they will not want to speak freely and so much can be missed out on.

The Solution - Training and Reminding (and a Pressure Valve)
Like a lot of advice, you have to hear it from another person, if only to reinforce what you already suspect. I practice a skill that lets me see myself from the outside (no, it has nothing to do with mirrors). It is a kind of visualization technique that has helped me for many years. I imagine what my actions look from the point of view of somebody else before I act. It just takes a moment, but it really helps me think ahead.

When things get really busy, pre-visualization can be hard to do, because there is not a lot of time to do it. But, because I have practiced it for so long, it became second nature for me. When time is short, I always remember the concept of grace under pressure and it gets me through.

What I suggest to those who need better management skills is to print out a business card from a printer that says 'grace under pressure' or something similar and laminate it, then keep it in your pocket. If you eventually feel like you are just bottling things up inside, take up an activity that allows you to let it out once in a while. For me, that's speaking in public or performing on stage. I also make short films and write a lot - including screenplays, comedy ideas and a book about all of this (available in late 2009).

Take-away Points:
1) People Skills Training is a must for managers and supervisors who need it.
2) Micromanagement has become a dirty word - proper communication will help clean it.
3) Keep your staff comfortable enough to speak freely, but respectfully.
4) Look at your actions from someone else's eyes before you act.
5) Take up an activity not related to your profession - something creative like writing, drawing, painting, music, etc.

Oh, and get to know your staff, because there are no little people. Also, you may choose to hire a consultant to boost morale or have a staff meeting to let them better understand your point of view.

Have a great week!

- Buck Moore