Low Hanging Fruit

My daughter came home from waiting tables - one of her two jobs - about 10:00pm last night. (Her other job is writing.)

She was tired from being on her feet.Even though she hadn’t made much money, she was certain that she’d rather wait tables at her current restaurant than her last gig. Why?

Because her manager cares about her and she works with a great team. “There’s no drama” she said.  Anyone with experience knows how drama hurts results.

The financial benefits of running a business in an inclusive way have been demonstrated repeatedly.Check out this piece in the NY Times: Rethinking Work. Barry Schwartz lists a compendium of studies from researchers at Yale, Stanford, and Wharton. Each study demonstrates that people invest more of themselves in their work when they care and have a sense of purpose.Businesses benefit in a big way.

Isn’t work about the money? For some people it certainly is. For many others, purpose and meaning are equally or more important. Certainly all but a fortunate few need money, but there is an inexhaustible source of free human inspiration that improves productivity and results.

When we have the opportunity to put something of ourselves into our work, we care more. It gives us purpose. As a result we become more creative and more effective. My daughter works two jobs because right now she needs to: waiting tables produces income, writing provides purpose and meaning and that spur inspiration.

What’s in the way of that in a typical workplace? One thing might be leaders who they assume they know how everything works, better than the people on the front lines. Sometimes it’s true. But often it isn’t, as demonstrated by a global multi-year management effectiveness study of 10,000 businesses.Based on the study’s criteria, US manufacturing and retail businesses mostly scored ‘C’ or ‘C-‘, around 3 on a 5 point scale.How can leaders earn an ‘A’?

Here are five things you can do if you want to pick some low hanging fruit that might improve motivation, retention and results:

1. Assume you don't know the answer. Even if you do or think you do - WAIT - let employees demonstrate they do too, or can figure it out and grow. Maybe they will come up with a better answer. The opportunity for employees to improve results creates meaning and purpose.

2. Connect the work and its positive impact. Communicate it often. This is the core of purpose which drives productivity. Make it clear and present for everyone. Know your people because it may not be the same for everyone.

3. Develop the ability to listen. It is increasingly rare and the experience is treasured by those who notice you are actually paying attention. When you ask someone a question, try reframing what they said.Someone says “Our product development cycle sucks” and you say, “So we have the opportunity to improve cycle time?”

4. Ask for help. It might sound like “I’m open to ideas” or “How can we do this better?” and then listen. You will be surprised at the performance improvement opportunities that surround you.

5. Demonstrate trust.  Actively listen and involve people in creating solutions. Practice these behaviors and you are much more likely to get everyone’s best effort. Bonus: you’ll probably feel good about it and boost your bottom line.

Imagine your organization at its best. What would it look like if it were truly an ‘A’ business? Start here and oh the places you’ll go.