Dear CxO, the workforce isn’t the problem - you are

Dear CxO,

It isn’t the public schools, bad parenting, or lazy employees that are killing employee longevity and our economy or ruining our status in the world as a leader.  No, quite the contrary, in fact.  It has been something brewing in corporate America for the past 40 plus years - and you, yes YOU, and your predeccesors are likely the ones responsible.

 How can I say that?  Well, after nearly a decade consulting large businesses, I’ve worked with many of you.  I’ve seen the damage your ego and self-gratification has caused.  I’ve been on the receiving end of the ineffective pep talks, the boring powerpoints and the faked news conferences.  And it isn’t getting better….

For every CXO who still expects, instead of earns, employee longevity….for every CXO who ever has said (and not really meant or understood) “our employees make the difference”….for every CXO who ever spoken out of both sides of their mouth - you know who you are - “we’re a family here” and then “here’s you pink slip on December 20th, an early Christmas present.” - and for any CXO who has relied on others to do things they wouldn’t do themselves - who has played golf while his employees slave 14 hour days to bring home his bacon - that’s the last straw.

More and more employees are leaving - the best and brightest - to do their own thing and own a piece of the American dream.  They want to have someone recognize and reward their creativity and passion, their hard work and drive - even if they have to do it themselves.  Working a 14 hour day to make your own money is FAR more gratifying than doing it for someone else and taking a small part.  Yes, you will still have employees, but look at the work quality when you lose your best people…either the entreprenurial pool or to your competitor who is one of the few who isn’t a domineering ass to his employees.

So, what can you do about it?  Well, you’ve already been told - I know, because along with a host of others, I told you.  But here it is again - one more time, with feeling.  Have things gone far enough south for you to listen?  For you to care?  For you to change?

Be real, not petty and hostile with your employees->

Power corrupts.  Remember it - it isn’t just in the movies.  Respect power - even fear it.  Power can destroy you and your company and the American economy.  In fact, I’m not so sure it already hasn’t. 

Stop power tripping with your workforce.  They should not be scared of you.  Fear does not equal respect.  Encourage them to do more, be better and grow.  Do this by getting to know them - one at a time.  Treat them like real people - because they are.  Although their cars may not be as fancy, their homes not as opulent, they are people just like you with families, feelings and circumstances just as real as your own.  And until you begin to treat them as such - with respect and integrity - they will resent you, they will undermine you and they will hurt the company as a result.

Hold open press conferences without planted questions.  Take the tough queries and the easy ones - answer honestly and openly - ask the employees how they feel - and then act on the responses you get.  Never ask if you don’t care enough to incorporate the changes into a plan.

Get to know your employees - learn why they are loyal

If you understand why your employees are loyal you begin to understand the scope of things that could make them shift alliances to a rival or other job of their own.  You gain the trust and loyalty when you ask them for their opinions and ideas - and then act on the replies, whether you like the responses or not.  You gain that loyalty when you fire bad managers or better train people for positions instead of promoting on longevity and not merit.  You gain that loyalty when you show that you aren’t simply surrounded by yes-men - and you really want to reward the employees for the hard work they put in each day.  You gain that loyalty when you are seen as part of the company, not as atop the company.

Do your employees like you?  If they don’t, take time to find out why not?  Yes, it is tough row to hoe - but that truly why you get paid the big bucks.  And if you’re the rare CxO who has gotten this far, you care enough to actually do something about your current situation.  You know something is wrong - and need to understand what it is.

Teach your employees how to be better people - lead by example

Take your company on an outing to help folks with lesser means - or greater needs.  Encourage and promote those who help the company grow in the community.  Work with them to grow themselves as people and give your time alongside them to show you care, too.  Yes, you have a company to run, and lead.  This is how you lead.

Teach your employees how to best leverage the wages they do make.  Bring in your own financial advisor to speak to the employees - this will do much more than any powerpoint driven pep rally.  Teach them to avoid unneccessary taxes, how to save for the kid’s college fund, how to not live paycheck to paycheck.  Think how much better your employees will sleep at night (and work during the day) knowing they are better covered.

On this, a final note…share.  Just like momma taught you to.  Be sure your employees are getting bonuses and raises comparable to your own.  Really!  It is damn insulting to have a CxO, no matter how hard you work, or how much responsibility you carry, taking home more as an end of the year bonus than the people a few levels below you make all year.  Or worse.  Be real with them - they’ll be loyal to you.

Reward work done, not hours put in

Be sure you are not a petty tyrant about hours logged each week.  Ask the question - is the employee doing either what they are asked or more - and then move on.  Life isn’t fair - neither is each working environment.  If an employee needs to be there 9-5, ok.  But if they can work on the run, or at home - why should that matter to you?

Be green - not for PR, but because it matters

Companies that have gone green in the past 5 years have seen an upturn in productivity and employee morale.  It’s not just a PR move - it matters to the employees and to the country and to the planet.  Thanks!  You’ll gain more of that loyalty and respect we spoke about earlier.

Remember, Happy Employees are Productive Employees

 For crying out loud - if employees work many long days - give them some time off.  Divorce, burnout, heart attacks and even sabatoge is traceable to myriad hours without appreciation and recompense.  Your employee who is suffering a divorce is a detriment, no matter how many hours they log.  Your employee who suffers high blood pressure or a heart failure is not only out of commission, but will effect health care rates.

Encourage healthy living and physical exercise.  Encouage breaks for 5-10 minutes each hour.  Social, stretching breaks, with time for the mind to rest and then ramp up for the next 50 minute race.  The dot.coms had something right when they added ping pong, foosball and bean bags.

Stop trying to traffic cop the outside work activities of your employees

If your employees are part of a SpaceFace forum online called “My Company is Why I Drink” - don’t punish or reprimand them.  Instead, pull up the nearest mirror and take a good hard look at yourself.  Most likely you are the real reason they drink - for letting bad managers stay, for promoting family and not deserving employees, for subterfuging their lives and families in favor of your own.  You do not need to stop the blog - you need to stop the reasons for the blog.  You can’t put a bandaid on a gaping chest wound.  It simply isn’t effective.

Things are in a tail spin, and the hard pull up on the yoke may work, but it will take a long time to return to center and bring back employee dedication, hard work and loyalty.  But it’s got to start somewhere.  Do you have what it takes?