We’ve all been there. Right?
We’ve had those managers that have asked us to do things that they themselves would never do. In fact most of the time they have asked us to do certain tasks because they refused to do those tasks themselves.
- What about those managers that have called the meetings and then haven’t shown up for their own meeting?
- How about this? Your supervisor asks you to do something and then they come back later and change their mind simply because they hadn’t thought the project through from the beginning?
- What about the times that your manager has gotten in your face about something or confronted you on an issue, when they themselves have done the exact same thing?
What is it about management that makes managers think that there untouchable?
The truth is that is how corporate cultures are set up today. Most of Corporate America is set up in a “dog eat dog” environment. As the authors of Tribal Leadership would describe it, the corporate culture in America is set up for the stage 3 leader. The battle cry of this leader is:
- “I’m great”
- “What’s it for me?”
- “How can I climb the corporate ladder to get what is best for me?”
This culture has created an environment where managers don’t really think about employees, they just want to get the job done. Managers have become task driven – task oriented – task focus, not employee focused. We have become more concerned with “getting it done” and do not give much thought as to how we can do it smarter, how can we do it better, or how can we do it faster by empowering our people to own the vision and go after it.
I’ve heard so many stories from individuals that tell me they feel their managers take advantage of them, as employees. These folks would rather be part of something great! Most employees want to be part of something exciting, something that matters and that really truly makes a difference.
Let’s be honest, there are times that it is not just about the paycheck.
- Yes they need the money.
- Yes they need to pay the bills.
- Yes they need to keep the lights on.
- Yes they’ve got to provide for their family.
But deep down at their core, they would like to a part of something that is more meaningful than just the money. The way that management treats their employees, doesn’t help the situation. They frustrate their employees. They tell the team to show up to a meeting and then don’t show up to run the meeting. They make sure that all employees punch in on time, but then they are late walking in for the day. They do what they want, because that’s what benefits them, not for what benefits the team.
What if your place of employment was different? What if you worked in an environment, where employees wanted to come to work each day? What if you worked for a company where the management actually cared about the employees? What if your role as a leader was less about getting a job done and more about investing in the lives of your employee?
Let’s stop the cycle of seeing employees as simply means to an end, but the end itself.
Let’s start asking ourselves: How can I add value to my employee’s life?
That’s what company culture and core values do. Core Values speak to those things that are important to the company or organization. Core Values unite the people, they bind people together and they get everyone moving towards a common goal. Corporate Culture is not just a buzz word anymore, it’s the way the business must be done if it is to truly make a difference and move into the future.
droberson[at]zappos[dot]com | @zappos_drob| www.zapposinsights.com