Comments on: Your Employer Owes You Nothing http://www.productivity501.com/your-employer-owes-you-nothing/224/ Pieces of the productivity puzzle. Thu, 09 Feb 2012 01:55:26 +0000 hourly 1 http://wordpress.org/?v=3.3.1 By: Milan Moravechttp://www.productivity501.com/your-employer-owes-you-nothing/224/comment-page-1/#comment-167501 Milan Moravec Mon, 27 Sep 2010 22:00:00 +0000 http://www.productivity501.com/your-employer-owes-you-nothing/224/#comment-167501 A two way street Performance Appraisal to achieve business goals. It's amazing that such dinosaurs (performance reviews, not the people) are still around. Yet despite the outcry against performance reviews, there's nothing wrong with them that can't be fixed by getting managers off of center stage. Top management can fix the basic problems the performance appraisal system faces. Critics argue that performance reviews not only don't accomplish what they're supposed to do - that is, improve performance, enhance employee skills and achieve planned outcomes - they have unintended negative consequences. In many cases, unfortunately, that's true. But it doesn't have to be that way. What companies need to abolish is not performance review itself, but the idea that it's a “management tool. Here are some practiced paradigms that must be discarded: Performance Review is designed, as the name suggests, in support of managers. If you believe this, your management is one of the roadblocks to exceptional performance. The most useful performance review support work relationships between employees (managers too are employees). Both parties need to address the question of how to best serve the goals and outcomes and align their work efforts. Performance review is a management tool. Managers are not necessarily the best qualified to assess their staff’s accomplishments. In fact, they may have a very limited or biased view. A more complete and accurate picture results when employees and managers seek feedback from a variety of customers, team leaders, professional peers, and others inside or from outside the unit. Performance reviews include judgments from a “higher authority”. Judgments produce compliant workers – people who are told what to do – not innovative ones. People hate performance reviews because most of them are fault-finding. How much better to ask, “What did we learn from this? What can we each do different the next time?” The manager is responsible for obtaining input from the employees. 21st century employees can’t assume a passive role in performance review, providing “tough-minded” self-assessments and valuable insights only on request. They must take the initiative, soliciting feedback from their managers and others. No risk taking to solicit the complete picture and no learning means no improvements. Managers should be trained in performance reviews, then prepare their employees for the process. If performance review is to be a productive partnership with employees taking the active role and both parties committed to exchanging knowledge and ideas, managers and employee need to be trained together. A two way street Performance Appraisal to achieve business goals. It’s amazing that such dinosaurs (performance reviews, not the people) are still around. Yet despite the outcry against performance reviews, there’s nothing wrong with them that can’t be fixed by getting managers off of center stage. Top management can fix the basic problems the performance appraisal system faces.
Critics argue that performance reviews not only don’t accomplish what they’re supposed to do – that is, improve performance, enhance employee skills and achieve planned outcomes – they have unintended negative consequences. In many cases, unfortunately, that’s true. But it doesn’t have to be that way. What companies need to abolish is not performance review itself, but the idea that it’s a “management tool. Here are some practiced paradigms that must be discarded:
Performance Review is designed, as the name suggests, in support of managers. If you believe this, your management is one of the roadblocks to exceptional performance. The most useful performance review support work relationships between employees (managers too are employees). Both parties need to address the question of how to best serve the goals and outcomes and align their work efforts.
Performance review is a management tool. Managers are not necessarily the best qualified to assess their staff’s accomplishments. In fact, they may have a very limited or biased view. A more complete and accurate picture results when employees and managers seek feedback from a variety of customers, team leaders, professional peers, and others inside or from outside the unit.
Performance reviews include judgments from a “higher authority”. Judgments produce compliant workers – people who are told what to do – not innovative ones. People hate performance reviews because most of them are fault-finding. How much better to ask, “What did we learn from this? What can we each do different the next time?”
The manager is responsible for obtaining input from the employees. 21st century employees can’t assume a passive role in performance review, providing “tough-minded” self-assessments and valuable insights only on request. They must take the initiative, soliciting feedback from their managers and others. No risk taking to solicit the complete picture and no learning means no improvements.
Managers should be trained in performance reviews, then prepare their employees for the process. If performance review is to be a productive partnership with employees taking the active role and both parties committed to exchanging knowledge and ideas, managers and employee need to be trained together.

]]> By: Mark Sheadhttp://www.productivity501.com/your-employer-owes-you-nothing/224/comment-page-1/#comment-167494 Mark Shead Mon, 27 Sep 2010 19:38:21 +0000 http://www.productivity501.com/your-employer-owes-you-nothing/224/#comment-167494 If an employer thinks that you are making yourself indispensable, they will probably want to take their lumps now and get someone else in your position. At least that is what happens when they think you are trying to become indispensable by hoarding information. If an employer thinks that you are making yourself indispensable, they will probably want to take their lumps now and get someone else in your position. At least that is what happens when they think you are trying to become indispensable by hoarding information.

]]> By: Sherrihttp://www.productivity501.com/your-employer-owes-you-nothing/224/comment-page-1/#comment-167258 Sherri Fri, 24 Sep 2010 20:25:57 +0000 http://www.productivity501.com/your-employer-owes-you-nothing/224/#comment-167258 Unfortunately, there is no real thing as job security. It makes sense that if you make yourself indispensable you would have security, but I've seen time and again companies cut off their nose to spite their face and let go people that they can't replace and create problems for themselves by letting them go. Unfortunately, there is no real thing as job security. It makes sense that if you make yourself indispensable you would have security, but I’ve seen time and again companies cut off their nose to spite their face and let go people that they can’t replace and create problems for themselves by letting them go.

]]> By: Milan Moravechttp://www.productivity501.com/your-employer-owes-you-nothing/224/comment-page-1/#comment-163465 Milan Moravec Tue, 24 Aug 2010 20:02:09 +0000 http://www.productivity501.com/your-employer-owes-you-nothing/224/#comment-163465 The tyranny of workforce loyalty. Business and the public sector are into a phase of creative disassembly where reinvention and adjustments are constant. Hundreds of thousands of jobs are being shed by United Technologies, GE, Chevron, Sam’s Club, Wells Fargo Bank, HP, Starbucks etc. and the state, counties and cities. Even solid world class institutions like the University of California Berkeley under the leadership of Chancellor Birgeneau & Provost Breslauer are firing staff, faculty and part-time lecturers through “Operational Excellence”. Yet many employees, professionals and faculty cling to old assumptions about one of the most critical relationship of all: the implied, unwritten contract between employer and employee. Until recently, loyalty was the cornerstone of that relationship. Employers promised job security and a steady progress up the hierarchy in return for employees fitting in, performing in prescribed ways and sticking around. Longevity was a sign of employer-employee relations; turnover was a sign of dysfunction. None of these assumptions apply today. Organizations can no longer guarantee employment and lifetime careers, even if they want to. Organizations that paralyzed themselves with an attachment to “success brings success’ rather than “success brings failure’ are now forced to break the implied contract with employees – a contract nurtured by management that the future can be controlled. Jettisoned employees are finding that the hard won knowledge, skills and capabilities earned while being loyal are no longer valuable in the employment market place. What kind of a contract can employers and employees make with each other? The central idea is both simple and powerful: the job or position is a shared situation. Employers and employees face market and financial conditions together, and the longevity of the partnership depends on how well the for-profit or not-for-profit continues to meet the needs of customers and constituencies. Neither employer nor employee has a future obligation to the other. Organizations train people. Employees develop the kind of security they really need – skills, knowledge and capabilities that enhance future employability. The partnership can be dissolved without either party considering the other a traitor The tyranny of workforce loyalty. Business and the public sector are into a phase of creative disassembly where reinvention and adjustments are constant. Hundreds of thousands of jobs are being shed by United Technologies, GE, Chevron, Sam’s Club, Wells Fargo Bank, HP, Starbucks etc. and the state, counties and cities. Even solid world class institutions like the University of California Berkeley under the leadership of Chancellor Birgeneau & Provost Breslauer are firing staff, faculty and part-time lecturers through “Operational Excellence”. Yet many employees, professionals and faculty cling to old assumptions about one of the most critical relationship of all: the implied, unwritten contract between employer and employee.
Until recently, loyalty was the cornerstone of that relationship. Employers promised job security and a steady progress up the hierarchy in return for employees fitting in, performing in prescribed ways and sticking around. Longevity was a sign of employer-employee relations; turnover was a sign of dysfunction. None of these assumptions apply today. Organizations can no longer guarantee employment and lifetime careers, even if they want to.
Organizations that paralyzed themselves with an attachment to “success brings success’ rather than “success brings failure’ are now forced to break the implied contract with employees – a contract nurtured by management that the future can be controlled.
Jettisoned employees are finding that the hard won knowledge, skills and capabilities earned while being loyal are no longer valuable in the employment market place.
What kind of a contract can employers and employees make with each other? The central idea is both simple and powerful: the job or position is a shared situation. Employers and employees face market and financial conditions together, and the longevity of the partnership depends on how well the for-profit or not-for-profit continues to meet the needs of customers and constituencies. Neither employer nor employee has a future obligation to the other. Organizations train people. Employees develop the kind of security they really need – skills, knowledge and capabilities that enhance future employability.
The partnership can be dissolved without either party considering the other a traitor

]]> By: kevinhttp://www.productivity501.com/your-employer-owes-you-nothing/224/comment-page-1/#comment-162589 kevin Fri, 20 Aug 2010 21:36:36 +0000 http://www.productivity501.com/your-employer-owes-you-nothing/224/#comment-162589 Hi all I just ended 22 years loyal service to a company, i was always told that the company rewarded loyalty and i worked hard to produce more and save the company money. I was the longest serving person at the company as only the MD/ company owner had served longer than me. I even worked overtime and never booked it to get paid in the belief that it would somehow put me in good stead for the future. Truth was i spent 22 years doing the same job as when i was 17 years old and today at my leaving get together at the local pub i got bought 1 pint of beer (around £3.50) and as a reward for my undying loyalty over 22 years i was awarded a cheap tacky "medallion" with the company logo and the words "long service award : 22 years" printed on a made up sticker that was stuck in the middle of the medallion (worth about £2.50 from a joke shop). I never did get paid for all the extra unbilled overtime, and now all other employees know that nothing will come from their efforts to make the company great. The boss has well and truly shot himself in the foot! kevin Hi all

I just ended 22 years loyal service to a company, i was always told that the company rewarded loyalty and i worked hard to produce more and save the company money. I was the longest serving person at the company as only the MD/ company owner had served longer than me. I even worked overtime and never booked it to get paid in the belief that it would somehow put me in good stead for the future. Truth was i spent 22 years doing the same job as when i was 17 years old and today at my leaving get together at the local pub i got bought 1 pint of beer (around £3.50) and as a reward for my undying loyalty over 22 years i was awarded a cheap tacky “medallion” with the company logo and the words “long service award : 22 years” printed on a made up sticker that was stuck in the middle of the medallion (worth about £2.50 from a joke shop).
I never did get paid for all the extra unbilled overtime, and now all other employees know that nothing will come from their efforts to make the company great. The boss has well and truly shot himself in the foot!

kevin

]]> By: Mark Sheadhttp://www.productivity501.com/your-employer-owes-you-nothing/224/comment-page-1/#comment-131761 Mark Shead Fri, 20 Nov 2009 15:54:27 +0000 http://www.productivity501.com/your-employer-owes-you-nothing/224/#comment-131761 While there are employers like you (particularly in smaller companies) in many businesses decisions are made several layers away from the actual employees. My goal isn't to say that employers are bad people who are just trying to take advantage of everyone who works for them. However, I've seen people make decisions that are bad career decisions simply because they want to be loyal to their employer and then turn around and get let go when financial times get tough. While there are employers like you (particularly in smaller companies) in many businesses decisions are made several layers away from the actual employees. My goal isn’t to say that employers are bad people who are just trying to take advantage of everyone who works for them. However, I’ve seen people make decisions that are bad career decisions simply because they want to be loyal to their employer and then turn around and get let go when financial times get tough.

]]> By: Harvey Golombhttp://www.productivity501.com/your-employer-owes-you-nothing/224/comment-page-1/#comment-131715 Harvey Golomb Thu, 19 Nov 2009 18:22:51 +0000 http://www.productivity501.com/your-employer-owes-you-nothing/224/#comment-131715 A smart employee will make himself or herself indispensible. Rather than being a person who takes orders and follows accepted procedures, you must be pro-active, and take a leadership role. If you merely take orders, and follow accepted procedures, then anyone can take your place. Unions have been a primary source of complacency, seeking job protection by legal means rather than productivity. You produce more than you are being paid. That is job security. Otherwise, eventually, a downturn will occur and the employer will give up being a charitable institution. A smart employee will make himself or herself indispensible. Rather than being a person who takes orders and follows accepted procedures, you must be pro-active, and take a leadership role. If you merely take orders, and follow accepted procedures, then anyone can take your place. Unions have been a primary source of complacency, seeking job protection by legal means rather than productivity. You produce more than you are being paid. That is job security. Otherwise, eventually, a downturn will occur and the employer will give up being a charitable institution.

]]> By: Moneehttp://www.productivity501.com/your-employer-owes-you-nothing/224/comment-page-1/#comment-131713 Monee Thu, 19 Nov 2009 18:22:29 +0000 http://www.productivity501.com/your-employer-owes-you-nothing/224/#comment-131713 It is true that an employer does not OWE the employee anything but a paycheck at the end of the week, but this article and most of the comments below it seem to be written by people who believe all business owners are just greedy bastards who will screw the workers if it suits the bottom line. This is the furthest thing from the truth. I own a child care center; my family has owed this business for over 30 years. So I am the employer. Our employees are VERY important to us, and while we don't OWE them anything extra for the time they work, their efforts are rewarded in other ways - special gifts, lunches or other things that make them feel appreciated. We will not let them go just to make an extra buck for our pockets, we care deeply about them and the families they support. And I know we are not alone - at least in this industry (which is all I can speak to). Employers are not always the Big Evil Money Hungry Monsters we see on television getting billion dollar bailouts, then going on expensive executive trips while the poor workers slave away for menial compensation. Some of us do care. A company doesn't "suddenly decide" to shut down just for shits and giggles; something must have happened to make the owner need to take that step. We are human beings too. It is true that an employer does not OWE the employee anything but a paycheck at the end of the week, but this article and most of the comments below it seem to be written by people who believe all business owners are just greedy bastards who will screw the workers if it suits the bottom line. This is the furthest thing from the truth. I own a child care center; my family has owed this business for over 30 years. So I am the employer. Our employees are VERY important to us, and while we don’t OWE them anything extra for the time they work, their efforts are rewarded in other ways – special gifts, lunches or other things that make them feel appreciated. We will not let them go just to make an extra buck for our pockets, we care deeply about them and the families they support. And I know we are not alone – at least in this industry (which is all I can speak to). Employers are not always the Big Evil Money Hungry Monsters we see on television getting billion dollar bailouts, then going on expensive executive trips while the poor workers slave away for menial compensation. Some of us do care. A company doesn’t “suddenly decide” to shut down just for shits and giggles; something must have happened to make the owner need to take that step. We are human beings too.

]]> By: stevehttp://www.productivity501.com/your-employer-owes-you-nothing/224/comment-page-1/#comment-131420 steve Fri, 13 Nov 2009 13:50:23 +0000 http://www.productivity501.com/your-employer-owes-you-nothing/224/#comment-131420 It's easy to get attached to your job: you have friends there, you've invested a lot of effort into it, you've done stuff that's got results for the company and you feel you are helping it succeed. But in reality they only thing that ties an employee to a company is the contract that says either party will give a month's notice of termination in writing. It's a cold fact, but many forget it and they expect a job for life - they think their company is a friend and there to support them. The bigger a company gets the less this is true. It's horrible when someone get laid off but the reality is that they were bound with a contract with a termination clause and they shouldn't expect anything more than that. It’s easy to get attached to your job: you have friends there, you’ve invested a lot of effort into it, you’ve done stuff that’s got results for the company and you feel you are helping it succeed.

But in reality they only thing that ties an employee to a company is the contract that says either party will give a month’s notice of termination in writing.

It’s a cold fact, but many forget it and they expect a job for life – they think their company is a friend and there to support them. The bigger a company gets the less this is true.

It’s horrible when someone get laid off but the reality is that they were bound with a contract with a termination clause and they shouldn’t expect anything more than that.

]]> By: Chloehttp://www.productivity501.com/your-employer-owes-you-nothing/224/comment-page-1/#comment-131259 Chloe Tue, 10 Nov 2009 18:43:59 +0000 http://www.productivity501.com/your-employer-owes-you-nothing/224/#comment-131259 I agree, also read Rich Dad Poor Dad, and Napoleon Hill's Law of Success. I'm 90% financially independent and hope to be 110% in a year, all well before 40. I agree, also read Rich Dad Poor Dad, and Napoleon Hill’s Law of Success. I’m 90% financially independent and hope to be 110% in a year, all well before 40.

]]> By: Terre Rochehttp://www.productivity501.com/your-employer-owes-you-nothing/224/comment-page-1/#comment-131257 Terre Roche Tue, 10 Nov 2009 18:34:18 +0000 http://www.productivity501.com/your-employer-owes-you-nothing/224/#comment-131257 ...and this is precisely why I stopped 'working for the man' about seven years ago. Since then, I've had plenty of ups and downs - and a sometimes terrifying lack of financial stability, issues with health insurance, etc. BUT at no point did I feel like I was getting the shaft the way that I used to when I was part of the traditional workforce. People seem to think that in this economy, it makes no sense to start something new. The reality is quite the contrary, though - this is a great time to revamp and redirect your career, put your entrepreneurial ideas to work and carve your own self-employment niche. That's *not* to infer that it's going to be easy or that there won't be missteps and hardships along the way. But there are plenty of resources available now that small business start-ups can tap into, derive support and advice from - it just requires a leap of faith... admittedly difficult, though worth it in the end. Anyone looking for a sounding board, a place to start, to devise a plan might want to check out a group called the Wild Women Entrepreneurs (http://www.thewildwe.com), spearheaded by Ja-Nae Duane - a gal with an encouraging backstory and a new book coming out called "How to Start Your Business with $100," which is exactly what she did. The Wild WE is useful regardless of gender, btw. Online start-up resources like that one (and there are others, too) are infinitely helpful in steering you away from yet another job where loyalty will not be properly rewarded. Be loyal to yourself first... …and this is precisely why I stopped ‘working for the man’ about seven years ago. Since then, I’ve had plenty of ups and downs – and a sometimes terrifying lack of financial stability, issues with health insurance, etc. BUT at no point did I feel like I was getting the shaft the way that I used to when I was part of the traditional workforce. People seem to think that in this economy, it makes no sense to start something new. The reality is quite the contrary, though – this is a great time to revamp and redirect your career, put your entrepreneurial ideas to work and carve your own self-employment niche. That’s *not* to infer that it’s going to be easy or that there won’t be missteps and hardships along the way. But there are plenty of resources available now that small business start-ups can tap into, derive support and advice from – it just requires a leap of faith… admittedly difficult, though worth it in the end. Anyone looking for a sounding board, a place to start, to devise a plan might want to check out a group called the Wild Women Entrepreneurs (http://www.thewildwe.com), spearheaded by Ja-Nae Duane – a gal with an encouraging backstory and a new book coming out called “How to Start Your Business with $100,” which is exactly what she did. The Wild WE is useful regardless of gender, btw. Online start-up resources like that one (and there are others, too) are infinitely helpful in steering you away from yet another job where loyalty will not be properly rewarded. Be loyal to yourself first…

]]> By: Carlahttp://www.productivity501.com/your-employer-owes-you-nothing/224/comment-page-1/#comment-131256 Carla Tue, 10 Nov 2009 18:11:11 +0000 http://www.productivity501.com/your-employer-owes-you-nothing/224/#comment-131256 Ironically, I felt bad for leaving my last company to go on disability. I didn't leave because I wanted to. At the same time, I know they would do what they can to keep their business alive including laying off a few of its staff. I've been though it several times in my life. Ironically, I felt bad for leaving my last company to go on disability. I didn’t leave because I wanted to. At the same time, I know they would do what they can to keep their business alive including laying off a few of its staff. I’ve been though it several times in my life.

]]> By: Dmitri Eroshenko, Relentahttp://www.productivity501.com/your-employer-owes-you-nothing/224/comment-page-1/#comment-107661 Dmitri Eroshenko, Relenta Fri, 27 Feb 2009 17:27:27 +0000 http://www.productivity501.com/your-employer-owes-you-nothing/224/#comment-107661 @Guy Fawkes you totally missed the point... @Guy Fawkes you totally missed the point…

]]> By: Guy Fawkeshttp://www.productivity501.com/your-employer-owes-you-nothing/224/comment-page-1/#comment-107599 Guy Fawkes Fri, 27 Feb 2009 02:19:28 +0000 http://www.productivity501.com/your-employer-owes-you-nothing/224/#comment-107599 Whoever wrote this article is an arrogant jack*ss!!!!!!!!!!!!!!!!!!!!!!!!!!!!! You get what you pay for, and if an employer is willing to treat his workers like garbage, then that is the productivity he is going to get. If an Employer treats his workers like human beings, then rest assures he will get alot farther with what he wants. Whoever wrote this article is an arrogant jack*ss!!!!!!!!!!!!!!!!!!!!!!!!!!!!!
You get what you pay for, and if an employer is willing to treat his workers like garbage, then that is the productivity he is going to get.
If an Employer treats his workers like human beings, then rest assures he will get alot farther with what he wants.

]]> By: Florahttp://www.productivity501.com/your-employer-owes-you-nothing/224/comment-page-1/#comment-82875 Flora Wed, 06 Aug 2008 17:53:22 +0000 http://www.productivity501.com/your-employer-owes-you-nothing/224/#comment-82875 Thank you, Mark. I think this was one of the toughest questions posed. I was raised old school and I have been loyal and obedient in every job I've ever had. Even the jobs I took on knowing they were temporary positions. Sorry I just had to throw that in there. Thinking aloud I guess. All the expectations come as second nature to me that I'm shocked employers ask such questions. Thank you, Mark. I think this was one of the toughest questions posed. I was raised old school and I have been loyal and obedient in every job I’ve ever had. Even the jobs I took on knowing they were temporary positions. Sorry I just had to throw that in there. Thinking aloud I guess. All the expectations come as second nature to me that I’m shocked employers ask such questions.

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