People who run small businesses are amazing.
I’ve worked with enough to know.
One thing stands out, time and again.
It’s the business owner’s commitment to their employees.
Many business owners have said to me, “I don’t really need to do this anymore.”
“I could sell this business and retire, or go do something much less stressful and frustrating.”
I ask, “well, why don’t you?”
They all respond with something to the effect of, “I feel responsible for the lives of my employees, they count on this company for their livelihood and I can’t trust it will be there if someone else owns the company.”
I’m blown away by this attitude.
The empathy that they feel for their employees that fuels this attitude, is the same attitude that is also killing the motivation and morale in their work environment.
It’s quite a paradox.
The reason for this is that the empathy they feel for their employees causes them to dole out:
- salary increases and holiday or year-end bonuses with no substance,
- allow employees to work extra hours when the workload doesn’t justify, even paying the extra for overtime hours, just because it’s become an expectation (or some would call an entitlement).
Asked, “how did you determine those disbursements?”
In return, mostly, I get something to the effect of, “I don’t know, it’s kind of a feel based on what I think they deserve or its based on what we did last year, or in terms of hours because it’s ‘expected’ and people will be upset if they don’t get it.”
When I press them on why it’s not more formalized with accountability to performance, they admit…
“Well, it’s always been this way and I don’t like it because most don’t deserve it. The ones that do deserve it are upset because they know their teammates are getting the same or similar and don’t deserve it.
“It’s killing morale,” they add.
This is of their own making.
This is how entitlement mentalities in the workplace are created.
You probably notice that it’s not just the “millennial” generation in your workplace. My clients see it across generations.
Regardless of the generation, it is NOT the fault of the employees.
It is the fault of the business owner who continues to tolerate poor attitudes, poor behaviors, and poor performance, and still…
Doles out raises, bonuses, and even promotions!
I want to start a movement away from an entitlement culture and towards an accountability and performance culture.
Are you with me?
If you’d like to explore how to make performance management actually work at your company, let’s jump on a call and assess you present approach, then you can begin leading to create Your Championship Company.
More to come, stay tuned.
‘til then, Communicate With Power!