Quitting your job is not something most employees would consider doing in light of today’s weak job market. Of course, fewer still would choose to hand over their two week’s notice to the accompaniment of a marching band. And yet, this is exactly what one hotel employee recently did as seen in the aptly titled video “Joey Quits”, which has been viewed over 2 million times on YouTube.
While the manner in which “Joey” went about quitting his job might be the focus of most news reports and discussions, where greater attention should be placed is looking at why these stories are being cheered and celebrated by the general public, transforming these employees into this era’s version of the everyman folk hero.
Granted, it’s easy to dismiss the popularity these individuals attain in the public eye as simply being the result of their unique and at times over-the-top antics, if not also the ease with which such incidents can now be captured and easily distributed anywhere in the world.
However, a deeper look reveals that these incidents are serving more as a lightening rod for the working masses; that seeing others openly expressing their frustration, discord and the fact that – to paraphrase the character Howard Beale from the film “Network” – they ‘are mad as hell and are not going to take this anymore’ resonates with so many employees who also feel they’re being pushed beyond the bounds of what should be considered acceptable treatment in the workplace.
Perhaps one key reason why there’s less discussion about this point is due to the numerous studies which have shown that most employees don’t feel they have a choice but to keep working for their employer, even if they feel disengaged or undervalued at work. And with the current uncertainties over whether the world is about to enter a double-dip recession, it’s unlikely that we’ll see some form of an employee exodus from these organizations where poor working environments continue to persist, if not worsen over time.
However, as leaders of your organization, does it really make sense to ensure your employees stay on the job not by encouraging a sense of purpose in what they do, but by using the threat that there’s no other opportunities to be had outside your organization’s walls? Perhaps an even more telling question leaders should ask themselves is that when better times do return, how confident are you that your employees will stick around instead of looking for better opportunities elsewhere?
When faced with such questions, it’s inevitable that talk surfaces about how ‘times are tough’ and that employees simply need to be patient in giving their organization time to get their house back in order. However, a simple look at some of the organizations which are not only achieving success, but are growing despite the global economy’s anemic condition shows that this is more an excuse than a reason to not address this pressing issue.
So what can leaders and their organizations do to counter the growing levels of stress, frustration and resentment found in their workplaces? Here are four steps which leaders can implement to start the process of dissipating this tide of negativity:
1. Show your employees that you value and respect them
One mistake many leaders make is they presume that providing their employees with a regular paycheck is proof enough for their employees that their contributions matter to the organization. However, those organizations which seem to be unaffected by today’s weak economy recognize that it’s not enough to have your employees come to work simply to collect a paycheck. Instead, they understand that it’s vital that their employees care about their work – as well as the goals their organization has set out to reach – if they are to collectively succeed despite what obstacles lie in their path.
One way leaders can instill such an attitude within their teams is to not only tell their employees how much you value their contributions, but by giving your employees the respect they deserve and more than earned as a result of their efforts to keep your organization afloat despite the tough economy.
While your employees might understand that various cost-cutting measures need to be taken, this doesn’t mean you have to treat them with anything less than basic civility and kindness. Such gestures will cost you nothing and yet choosing to forgo them will have a very sizable impact on your organization’s bottom line.
2. Make sure you’re being receptive to hearing your employees’ concerns
Another casualty of the ‘times are tough’ excuse is that many organizations and their leaders are being seen as burying their proverbial heads in the sand in the hopes that the current tide of uncertainty and continual change will wash over them.
While this has no doubt lead to some of the questionable decisions we’ve seen recently being made by a number of organizations, the other problem this gives rise to is that it’s encouraging leaders to tune out the concerns and issues their employees have to deal with on a daily basis.
Now this doesn’t mean that leaders should be doing the opposite in working to solve every problem or issue your employees face. Rather, this is about showing your employees that you’re aware of the challenges they have to contend with and are willing to provide them with whatever support you can give and when possible, additional resources to address these challenges.
When times are tough, leaders can’t lock themselves in their offices only to come out to blame others when things start to fall apart. Instead, you need to be out there front and center showing your employees that you’re willing to do whatever you can to help make things run a little smoother, if not simply acknowledging the difficulties that have become a part of their daily reality.
3. Understand your employees are part of the solution, not the problem
One thing that is clear in these instances where people end up quitting in such a dramatic fashion is that the employer in question treats their employees more like liabilities rather than assets that are vital to their organization’s survival. This is why these employees react in the manner that they do as they are simply living up to the expectations those in charge have of them. After all, if you make it clear that the expectations you have of your employees is that they are going to screw up or damage the company’s reputation, what incentive do they have to do otherwise?
Again, everyone knows that times are tough, but this is where the burden of leadership is most felt because it’s the job of leaders to not simply dump this mess on the shoulders of their employees, but to shield them from it so that their employees can focus on achieving their shared goals.
That’s why there are companies out there which are still thriving despite today’s economy while others stand on the brink of extinction. The difference between these two groups is not simply whose at the helm, but what that organization’s leadership is doing to facilitate their employees to do the work that needs to be done to keep pushing forward.
4. Recognize your employees have different motivations that drive them to excel
If there’s one tacit issue that’s surfacing it’s our growing tendency to look for that one-size-fits-all approach to business. Most often, this shows up in people trying to mimic the success of other organizations by simply cutting and pasting their strategies or leadership approaches onto their own. But another place where this shows up is in how leaders approach the act of motivating their employees. Specifically, when they see one tactic is working with one group of employees, they simply apply that approach to everyone.
While this might seem efficient, it’s actually more a sign of laziness and indifference in not taking the time to figure out what matters to your employees; of what aspects about their work fulfills them and provides them with a sense of purpose. Again, going back to the first point, your employees need to see that you value them. Offering them tasks that they’d find rewarding and valuable for their career growth demonstrates not only your appreciation for what matters to them, but your own personal drive as their leader to ensure that they are fully engaged and empowered to succeed when they walk through the door.
As we continue to move forward into the Information Age, the ability of organizations to succeed and thrive will no longer be dependent on the equipment or other tangible factors as it did during the Industrial Age. Instead, their success will be determined by those who serve within their ranks and in particular, how much they are driven to commit their talents, creativity and resources towards an organization’s shared goals.
In this light, it becomes clear that treating your employees well is not just good for business, but it’s a necessity if organizations are to remain standing when the dust settles from the current storm of economic uncertainty and never-ending change.
Tanveer, You have addressed a very important issue. It is easy to say that employees should follow their hearts, but for most workers in today's economy, they are afraid to give up the security of a steady income. In many cases they are afraid to speak up. It is up to leaders to recognize that people in their organizations deserve respect. It is not just the right thing to do. It makes sense for the organization. Workers who feel appreciated and are satisfied are much more creative and productive- traits that every leader should foster. Thanks for a very interesting and informative post.
I could say the very same thing about this post. Nice point indeed tanveer.
Thanks Briant. Glad you enjoyed it.
Thanks Lyn. There have been a number of studies which support conventional wisdom that if you treat your employees with disrespect, if you're not actively listening to their ideas or concerns, they shut down and tune out while at work. If we consider how much time, money and resources organizations spend trying to find the best candidate for openings in their teams, it's baffling to see why leaders don't see how much damage they are inflicting on their organization because of such behaviours.
Of course, right now, there's no real sense of urgency to address this problem since, as I pointed out, most employees are willing to put up with such poor working conditions because there's little if any alternatives. However, if the last few years have taught us anything, it's that situations can change very fast and the old ways which seemed to be a fixture can soon find themselves being kicked to the curb. In this light, it makes more sense for organizations to address this while they still have some say on how they can manage it.
Thanks again, Lyn, for sharing your thoughts on this piece.
Employers should take into account wishes of employees. I don't say that they have immediately do what employees want but at least try to find compromise, It's also very important to create necessary conditions for all workers, in this case the productivity of their work will be higher
I agree, Jeanie, and one point that should help leaders do this is to recognize that they are all part of the same team, driven to achieve the same goals and eager to share the success they collectively attain. The problem is that many leaders look at their employees more as potential liabilities and consequently, feel that their employees owe them more than what employees are saying they need from their organization's leadership. With such an imbalance in place, it's not surprising that there are some many employees who are feeling not only increasing levels of stress, but a drop in perceived value in what they contribute to their organization.
Thanks, Jeanie, for adding your thoughts to the discussion.
Outstanding post, Tanveer. The simple truth is that without the employees, there is no company. Leaders who wish to see their companies past survival and into a thriving new era will invest in their employees first.
Outstanding post, Tanveer!
@HeatherEColeman
Thanks Heather. You know, my initial impression when watching this video and learning more about this employee's experience with his employer was similar to most in being impressed at the amount of organization and creativity he used to tell his boss that he'd had enough of working under these conditions. But as I saw and read more of people's commentary and reactions to this event, I realized that there was something far deeper at play and I wanted to delve into that and bring it into the light for us to discuss and explore.
I definitely think this is a problem that most of us are inherently aware of, and yet we're brushing aside under the excuse of 'well, times being tough, so what are you going to do?' Hopefully getting this in front of people's eyes and starting these kind of conversations will get people to openly question whether we're being too accepting about this.
Thanks again for the kind words, Heather. Glad you enjoyed this piece.
Tanveer,
Another terrific post. I get so frustrated by stories like these and continue to be baffled by companies who allow, and even encourage, this type of a negative, punitive culture to exist in their organizations. One only needs to look at the success af companies like Zappos and Southwest Airlines to see that if you take care of your employees, they'll take care of the customer and sales and profits will follow.
When the economy, and job market, turns around the companies that have been mis-treating their associates are going to wake up one morning and wonder why their associate turnover has skyrocketed.
Thanks Lee; I appreciate that.
There's no question that it's lazy leadership in how these leaders either abuse their authority to mistreat those under their care, or show indifference to the toxic environment they're allowing bad apples to create under their noses. I think that i some ways this is a part of that short-term focus so many leaders suffer from today; that given how there's no clear end to when things will pick up, there's no need to worry about getting off the bench and running into the field to help their team out. However, as you pointed out, when the economy does turn around, these organizations will continue to struggle as they grapple with a talent drain as their employees seek better working conditions and opportunities elsewhere.
Thanks again, Lee, for the kind words and for adding your thoughts to the discussion.
I think one of the biggest problems arises when a company makes cuts to some of the benefits for employees without really explaining why this should be done. Employees start talking negatively behind the backs of the management and this increases tension. Instead employers should try to find a solution that would beneficial for both the employees and the company, such as less benefits but more cash to employees while explaining why the cuts have to be carried out.
Definitely, and there have been many examples out there of leaders who, when faced with the challenge of having to make cuts to reduce expenses, goes before their employees and explains the situation and asks for their help in coming up with some viable solutions. In most cases, their employees, being the front-lines, were able to find areas where cuts could be made without causing drastic hardships, changes that their leaders hadn't thought of. Even in cases where employees had to be laid-off, workplace morale didn't suffer because employees were not only involved in the process – treating them as equal partners/owners of the organization – but also because they saw that those in charge had tried everything they could to address the situation before implementing measures that would introduce difficulties for their team.
It's not easy, that's for sure. But it's the one that ultimately will give organizations and their leaders the best chances to get back on track with the full support of their team.
I think it is important that the employees are feeling valued, I guess that is why I rather work in a small company than in a large one, where you become one of many really fast. I loved the team building day we had at the company I worked for.
I think even in large organizations leaders have the ability to create an atmosphere where all employees feel valued and respected. As with any leadership role, it just requires a commitment on their part to lead not from behind their desk, but by getting out and walking around so that your employees have the opportunity to be seen, heard and appreciated for their contributions. Most successful leaders will tell you that that is their single most important thing they do because they realize that they can't succeed without the full support and involvement of their team members.
I couldn't agree with you more, Jack. Thanks for sharing your thoughts on this piece.
Thanks Doug; I'm glad to hear you're finding the insights I share on my blog helpful. Guiding your employees is one of the hardest parts about being a leader, in large part because it's a never-ending process. At the same time though, how you approach it is critical to whether the final outcome your team achieves is a successful one or not.
Again, I'm glad to hear you're enjoying my blog, Don. Thanks for letting me know.