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Dear B.O.S.S.

Signed,
Frustrated with FREE Labor

Dear Frustrated,

It sounds like you have an issue! Do you mind if I give you advice in the form of some questions? Your answer may come way back in the training and mission of your organization?

• Do you have effective training for each new volunteer?
• Does your training include the expectations for a volunteer?
• Do your volunteers sign some contract of commitment?
• Do your volunteers know AHEAD of time what they will be doing on their days at your organization?
• Do your volunteers know how their work impacts a specific need?
• Do you have some measurable to praise each volunteer for the JWD? (jobs well done)
• Have you praised all your volunteers for specific tasks completed well?

If you have answered "no" to any of these questions you may now have some insights to help your situation.

Dear B.O.S.S.

I just read an article about the importance of the soft skill, decision making. Well, let me tell you, around here you are given the "go light" to decide ONLY until the boss does NOT like your decision! Don't think they teach that "land mine" when teaching soft skills! Our team now says, "What ever you want, boss!"

Signed,
Frozen by criticism

Dear Frozen,

How frustrating!! What a waste of the team's talents! May I suggest a few steps that might lead to a much happier ending?

• Confirm the outcomes wanted by the boss once the decision has been made
• Establish the voting rules for effective implementation of decisions made
• Ask for a brainstorming meeting, beginning with the rules of brainstorming
• Use the Helix Method to organize, categorize all responses
• Brainstorm again, once all ideas have been categorized
• Prioritize all answers
• Make decisions on the top 3
• Vote on the exact wording of each decision

Once you have determined bet outcomes, put it to the PMI structure, a great structure designed by Dr. Edward Debono.

P  what are the pluses of the decision
M  what are the minuses
I  what would be interesting about the decision, not a plus or a minus

If the boss likes the approach, then go for the whole system when faced with the next decision. The process creates a thought provoking system for careful review and for ownership by all participants. Let me know if you have had any successes.

Dear B.O.S.S.

Signed,
Fried and furious

Dear F&F,

No you are not crazy, but you might be in a crazy culture that you can help change. There are many companies out there that have not changed the way they use the performance appraisal system. According to companies who seek continuous improvement the following should be some trademarks:

• An ongoing system that is reviewed often, not just yearly
• Feedback from employees, who have made out their appraisal with measurable documentation that has been saved over time
• A comparison between the bosses review and the review of the employee, with room for change and dialogue
• At least 2 sessions to review the process and the content
• A mutually agreed upon final document

Now since this didn't happen I suggest you begin to prepare for the next time:

• Keep all "atta boys" you receive and be able to reference specific job skills that they represent
• Research training/school/mentoring that is available to you and that you would like to participate in
• Ask for frequent meetings to discuss progress and intermediate goals

YOU are in the driver' seat when it comes to your career. Remember that, whether you must use the Steel Magnolia or the "take no for an answer" approach, only you can be your own best advocate. .

Dear B.O.S.S.

My management team has set up some mentoring for the newest employees. That sounds like a great idea, but they act as if we have nothing to contribute to this arrangement and I am frustrated by these 1 way sessions! I have lots to contribute, especially in the technical areas!

Signed,
New, but Knowledgeable

Dear “New”,

You sure do have lots to contribute and your mentors better wake up or you will be contributing to a more receptive bunch! The evidence out there points to the skill sets of the new employees. Do us “oldies” have lots to learn, especially in the technical areas. Why, my grandchild knows more than I do about computers!!

May I suggest that you ask your mentor for some time during the next session? Find an article about “Reverse Mentoring”, “Full Circle Mentoring” Ask him to read it. Follow up with a simple 3 step plan that you design that shows how such a system might work in your company. I bet you’ll open some eyes and enhance the skills of your mentor. Mentors need to see how they can learn when they become mentees!! (Make all suggestions with a "soft" approach!)

Dear B.O.S.S.

I have worked for my company for 14 years. During this time, I have gone way beyond expectation, being the first one to work and the last one to leave. Now, we have a couple of new managers who want to change the way we do things. They have come up with a new, revolutionary, strategic plan. The plans are not well thought out and the consequences may hurt our reputation and lose us customers. I have tried to tell them that the way we operate has had great success and that they are going to be sorry. I get no where except to be told that I must change or leave! Imagine that!!

Signed,
Loyal and long term

Dear L&L,

Your company is so lucky to have such a loyal employee. The new managers will benefit from the expertise of someone who has a history with the company. I can see that you have made efforts to be heard. There used to be, speaking of old, an old adage that said, “it is not what you say but how you say it.” Sometimes new managers, in a effort to achieve progress, they discount the wisdom of those who have been in the trenches for a long time. The new managers will certainly benefit from your experience in their new strategic plan. Would you entertain the idea of asking for a meeting to have a short period for questions so you might better understand the rational behind their new plan. Now here comes the tricky part, leave the meeting with good notes and a "good by"-full of thanks for their time. CAREFULLY document the pros and cons of their plan, starting with the pros. Suggest one option, one con that, if considered, might be a good alternative to some part of the plan. My guess is that you will be seen as a positive team player, full of good ideas and a willingness to come on board. Once you are seen as a team player, rather that an outside complainer, unwilling to budge, you will have greater influence and you will be creating an environment in which the best of the old and new come together to create a third option good for all, especially the company!

Signed,
Change for success

Dear B.O.S.S.

The morale around this place is low! What’s the deal? I just gave them all a 2% raise?

Signed:
Generous George

Dear George,

Do you know what most folks want in a job?

• They want to feel like they are important.


• They want to feel like part of the solution


• They want to enjoy what they do


• They want to have fun with their fellow workers

How are you doing in those departments?

Signed,

Benefits with a Bang

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