The Death of Fun at Work

What is it with some managers?  Why do they hate fun?  Anytime they hear about a quick basketball game, game of cards, or anything that doesn’t contribute directly to the result the employees are hired for; they freak out.  Have they forgotten where they came from?  Have they lost perspective about how mundane work can get?

Now, I’m sure many of you are thinking, “I don’t let my people waste time.”  What I say is, I believe some time spent messing around and having fun is a good use of time.  Of course, many professions do not fit in with this theory, a surgeon probably doesn’t have time to stop a play a quick game of hearts, but we all know of those work environments where it is possible.

The key to this is good leadership.  But more than just good leadership, we have to evaluate the reasons these managers see only a waste of time.  They are not concerned about morale; they are not concerned for their people’s lives; they seem only to be concerned with completing work.  But not just work getting done but being done perfectly.  These managers find it so easy to tear apart anything.  Have a problem employee take a few steps in a positive direction? Nope, they will remind you of the times they made mistakes.  Even when they do good, there are usually times when they have made mistakes and these managers will remember.

It becomes such a pain for other managers to fight against the “fun-less” managers that we do avoid the fight far more often than we would probably admit.  There is plenty of evidence to support the position that happy employees do better and more work.  And fun at work is one way to make employees happy.  Fun at work is not the priority.  High-quality performance, efficient processes, discipline, accountability are all much more important than fun at work.  But when these things are happening, when you have a good work environment, it’s time to throw the football or break out the jump rope and have fun.

Unfortunately, I have not figured out a great way to change these managers.  Most of the time, they will continue to be a negative influence on the organization’s people until they either quit or retire.  They can be great operationally and still hurt the organization because they are poor leaders.  My tactic is to be relentless with progress.  I never stop my message and consistently come up with ways to try to push them in the direction of fun.  Little by little without them even realizing, they will change.  Small steps, which are barely even perceptible, will make a huge difference over time.  Yes, this is hard, but in the end, it is worth it to your people.

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Leadership Lessons From The Fireplace

We are all Tools!

When I was a kid growing up in Southern Utah almost everyone I knew had a fireplace or a wood burning stove of some kind. Almost without exception, sitting next to the wonderful heat producing factory was a kit of tools. In this kit contained a mini shovel, broom and what we called a poker! The shovel was used to remove the ashes from the fireplace, the broom for cleaning the around the fireplace after you inevitably spilled ash and charred wood on the floor. My favorite, the poker, was used to stoke the fire, move burning logs around so you could place additional pieces in the fire.

As managers and leaders in organizations, regardless of size, we have to always be mindful that we are leading people who have specific talents, skills, and abilities. Each of your employees is different! They have different drivers, biases, abilities, etc. and leaders need to take the time and get to know their team members. Who are the extroverts, introverts, the career driven, the content, the charismatic and the list goes on.

Talent management is vital to achieving the goals and overall mission of that organization. We are not the same and cannot all achieve the same level of performance at each task as everyone else. For instance, the shy, introverted, data analyst is not the best person to give a facility tour of your new freight distribution center to prospective clients. You have to pick a different tool for that job. If you have an underperforming branch and need a quick turn-around, who do you send? A poker! Not a broom or a shovel, you need someone to move things around, shake things up and stoke the fire. Who is your poker? When your organization suffers from loss, whether a tragic personal loss or your poker pushed the team and they still did not meet the goal, what leader do you send?

Very few companies are operating at this level of leadership and management. It requires deliberate thought and deliberate action to specific situations. We are tools. I am a specific tool for specific jobs. I know my limits and will not let personal pride hinder my team from accomplishing our goals and the overall mission of my organization. I will call in other leaders/tools to deal with specific situations when I am beyond my limits.

Be aware that some of your brooms want to be pokers and vice versa. This is dealt with during feedback and in my experience will cause conflict, which is good. If you go back to your conflict-resolution training, avoidance, in this case, is not an option. A broom can never be a poker!

The next time you see some ashes try to pick them up with the poker! You will see my point…

I’ll leave you with this;

What tools are sitting next to your fireplace?

-Do you need more options?

Are you aware of the tools you have available to deal with all the situations in your company?

Unfortunately, unlike purchasing a Fireplace Took Kit online for about $100, developing your supervisors and managers to look for the right person to attack specific concerns will not be that simple, but well worth your time to invest in.