The Ed Eppley Experience
The Ed Eppley Experience

Episode · 3 months ago

What Do You Celebrate?


What things do you celebrate in your company? Some companies don't think about the impact of what they celebrate... what they "make a fuss over." As a result, some things we celebrate may unintentionally send the wrong message. In this Minilog I share some things you might want to celebrate with your people. (And some you don't!)

Welcome to the Ed Epley Experience minilog let professional management expert Ed Epley inspire you to take action onbuilding a more sustainable, smart and healthy business. Hey, everyone atEppley back with another mini log, hope your day is going well. And I've got aquestion for you, What do you celebrate? What do you make a fuss over in yourorganization? Is it the right things or the wrong things? Because rememberwhatever you celebrate is very likely to get repeated and replicated byothers in the organization. I made a list, I tried to ask myself, what do,what do most companies tend to almost universally celebrate? I think theycelebrate hard work, you know, someone who comes in early and stays late. Ithink they celebrate 10ure, somebody...

...who's been with the organization a longtime. I think they try to celebrate going the extra mile, um, you know,doing more than would probably be absolutely required of the job. And Ithink they, they try to celebrate someone who picks up a dropped ball forlack of a better term. They probably try to celebrate someone who, you know,makes a lemonade out of a lemon. Sometimes I want you to be veryintrospective about thinking about what you celebrate because as I said, it'sgoing to most likely get replicated or repeated And I'm going to hold up toyou some things that maybe you don't celebrate that you might want toconsider. So number one productivity, someone who gets their work done inless time and with the same and or better quality than others would or thenorm for the organization. So somebody who can get that work done quickerwhile not sacrificing anything else that we want, I think we ought tocelebrate because that person is...

...modeling the productivity that we'dreally like to see from others. So when I know, even in some organizations,people who get their work done in 40 hours are not celebrated as much aspeople who get it, you know, who take 45, 50 or 60 hours, they come in earlyand stay late, but they really don't get any more work done than anyone else.I'm not sure we want to celebrate the latter person. We should probablyconsider celebrating the person who gets it done with the least amount ofenergy and effort. Um, something else to consider celebrating would bevoluntary turnover for the right reason. People who choose to leave the companyfor the right reason, for example, they have a sincerely true opportunity toadvance their career faster than they could in our organization. I think weshould celebrate that. I think we should say hooray hurrah for thisperson who is going to be able to move faster than perhaps they wouldotherwise in your organization because that lets people know that we're notrewarding tenure. We're not asking...

...people to just stick around. We wantpeople to feel free to leave when they have opportunities to do that becausetruthfully that will mean that we won't have people necessarily stick aroundsticking around just because they're comfortable. I think the third thing wemight want to consider celebrating is consistency when process is the rightprocess and the use of that process is done in a highly competent way. Then wedon't as often need those individual heroic efforts to save our butts forlack of a better term. And so when we can see consistency, someone does theirjob well day in day out because they use good processes and they do that ata competent level. We ought to celebrate both the fact that persondoesn't right consistently and that the process works right because weobviously have lots of processes that aren't as good as they should be. Andthen the last thing I'm going to suggest you consider celebrating ourmistakes of what I call Commission airs...

...of heirs of commission are usuallypretty good ones, heirs of omission can sometimes be problematic. So airs ormistakes of commission is would be when an unusual situation happens wherethere is no rule or process to tell someone what to do. Well, we, somepeople will simply say, well, I can't do anything until I talk to my boss.Other people may be the select few would look at that situation and they'dhave the wherewithal to attempt to handle it. You know, they would thinkit through. They didn't pass the buck in the situation with our customer.They would say, let me try to help you. They embrace that situation and they dotheir very best and then it doesn't work Well. I think what we want to dois is think about publicly at a minimum privately. But perhaps publicly. Wewant to celebrate the fact that this person did those things that I justmentioned. They looked at it, they thought through what to do. They didn'tpass the buck, They embraced it and...

...they tried their best to take care of acustomer either internally or externally. And you know, people whohave that capacity to act under pressure and to actually think itthrough. That's a really desirable leadership quality. So one I want thatperson who does that to know that that's a good thing that they thoughtand acted that way. And obviously if they're a smart person, they're goingto learn from the mistake. Probably we as an organization will learn from it,but we want them to know that we value their confidence and their courage andthat we'd like that replicated. So the message here for today's many log issimply this. We've got to be intentional about what we celebrate.I'm going to ask you to think about what you most recently celebrated andwhat else should you be celebrating to make? It's more likely to be repeatedin your organization going forward. That's it for today. Thanks for joiningus to talk to you next week.

Thanks for listening to the Ed Epleymini log, visit w w w the ethnic group dot com for resources tips, adds latestblogs and a free assessment on where to improve your professional managementskills.

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