I've Been Thinking...

About the election. With so many critical things happening in our world (the crisis on Wall Street, wars in Iraq and Afghanistan, leadership ethics challenges), more and more of us are finally getting involved in the issues and in the campaign. Great! It should be that way. We are starting to realize that our form of government allows – no, demands – that we use our voice to share our thoughts and participate. Our government benefits from the collective genius of its thinking population – we have both the right and the obligation to speak our minds. Imagine living in a totalitarian regime where most citizens have no right to use their voice, express their opinions or have an opinion different than the state opinion. Next month’s presidential election has generated significant interest; that means more people will realize the power of their voices and vote - which influences results.

The same works with an organization. Employees who show up and just follow the rules do not exercise their voice, their imagination or their innovation. Organizations that do not encourage – or even mandate – employees to think, invent, act and respond severely limit their capabilities and undermine results. We don’t want mindless compliant employees who just follow the rules. We want committed employees, committed to inventing big responses, growing the business and being their best. This month I present the Five Reasons We Need Committed (not Compliant) Employees in the Take Action section below. Do you have a “compliant” or “committed” workforce? Encourage your employees to always use their voice and share what they think and know. Remind them to vote on November 4.

We work with managers who want to be more successful at activating and inspiring exceptional employee performance, to significantly drive customer loyalty and improve company profitability.

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The Five Reasons We Need Committed (not Compliant) Employees

1. Committed employees understand the organization’s vision, believe in it and live it each day to maximize the service event for customers and the return for stockholders/owners. Compliant employees do not personally connect their work with the organization’s vision and do just enough not to get fired.
2. Committed employees challenge, invent, create and take risks that benefit customers, improve operations, build more collaborative teams and drive results. Compliant employees do what they are told – and no more.
3. Committed employees define their performance plans and own their performance; to them, performance is personal. Compliant employees see their role as just a job.
4. Committed employees look to develop into their best by learning, growing and developing their talents and strengths. Compliant employees are content with doing only what is defined in their job description.
5. Committed employees look to the future with the organization – to be involved in creating something extraordinary and leaving their mark. Compliant employees are always searching the employment ads for the next job that will pay just a bit more.

Committed or compliant? Which do you want? Which do you have? Committed employees are created by managing employees well – called millennial managing. This includes creating a powerful employee-focused workplace culture, hiring the right employee for the right role, setting performance expectations, providing performance feedback and hosting career or development conversations. Millennial managers know how to create committed employees – they “engage and inspire.” Ineffective managers know how to create compliant employees – they “command and control.” The best results happen when we are allowed and encouraged to fully participate and commit. So use your voice at work and in your nation; encourage your employees to do the same - performance depends on it.

I bet you never knew... "Election Edition"

1. In the past 50 years, the presidential election year that had the greatest voter turnout percent (at 63%) was in 1960. Over the last 12 presidential elections, the average voter turnout was only 55%; fifty-five percent of those who could vote, actually voted.
2. When America was founded, only white males over 21 could vote.
3. African-Americans did not receive the legal right to vote until 1960 (Voting Rights Act).
4. Women received the right to vote in 1920 (19th Amendment).
5. The voting age was lowered from 21 to 18 in 1971 (26th Amendment).
6. Prior to 1913 Senators were appointed, not elected by popular vote (17th Amendment).
7. The US president is elected by the Electoral College, not by popular vote.

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Featured Resources

Today, it is important to hear and read what others say and think – it expands what we know and offers us the opportunity to develop our strengths and to perform at our best. To that end, each week, the Humanetrics website will feature a practical and meaningful resource in the areas of employee performance, management and women’s role in leadership. These resources are encouraged to be part of your suggested reading list or management library. Go to our Resources section to see our weekly featured resource.

Additionally, be sure to connect each day to Humanetrics BLOGucation – review performance tips and other ways to maximize results. And, as you see topics that you want to know more about, send us an e-mail or send a comment to the daily BLOGucation. This uses your voice to ask questions and dialog. We are glad to dialog back. This way we learn, share and improve.

Contact us to help accelerate your understanding of how to create a passionate workforce that drives your success or how to help advance the role of women in leadership. We not only know what to do, we specialize in helping you learn HOW to do it. Results are always our focus.

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