Blog Articles And Comments

Emerging from a recession, grabbing opportunity and surviving intense global competition, we cannot be fooled by the dangerous and misleading propaganda... "Work Smarter, Not Harder!" Statements along these lines when misinterpreted can only lead to disaster. The blueprint for success requires balance. 

Agreed it can be more effective to work smart than to work hard, in most cases both are necessary. In addition, “smart” can be a matter of misinterpretation in itself. “Smart” can only truly be judged by one who is “smart” in the capacity and criteria to be evaluated. “Smart” can be ill defined.  Nonetheless, "Work Smarter" should remain our dedicated target, we just need to lose the "Not Harder" component.

Through study of human work ethic, it is undeniable that many top performers equate “working hard” with “doing your best.” Anything short of doing one’s best is less than adequate. Therefore, working “hard” is always one of the goals. Where and how we channel our energies and how we balance and care for ourselves is a matter of personal choice and commitment.

Nations rich in socialism and suppressed middle class existence present global competition of both working hard and working smart in tandem. Those who wish to compete must rise to the occasion or lose the opportunity to fight another day. While the U.S. is not easily adaptable by history and infrastructure to the socialist principles which have been embraced by other nations, Americans must not think they can exist in a vacuum, especially after centuries of global involvement.

Those proven to offer judgment, accomplishment and commitment to excellence effectively draw upon the “Work Smarter, Not Harder” mantra with astute understanding that successful results require efficiency and sound judgment. These toolsets can lead to quicker, easier and more accurate positive outcomes, freeing our resources to accomplish more in the end.  The mantra works best for those already working hard. Those, however, lacking necessary work commitment are adversely impacted and misled by this mantra, using it as an excuse to retract effort.

This is an essential organizational development topic to be safeguarded by employee education, policies, practices and daily performance management. The ambiguity of related remarks is polluting team members’ understanding of workplace expectations and the blueprint to security and advancement. Consider this both a “call to action” and an opportunity of betterment for organizational leaders at all levels.

In coaching others and continually striving for lifelong learning & self-improvement, I’ve been in search of new ideas regarding business etiquette.  Don’t get me wrong, it’s important to know when to place your napkin on your lap at a business luncheon, but I’m seeking something deeper, more meaningful and directly applicable to our everyday work lives. 

 

As a starting point, I think a few of the biggest things that aren’t published frequently enough are getting back to the basics of 1) Respect other’s time, 2) “Do your homework” and 3) Listen & Retain.  While these seem to be such “common sense” and simplistic topics, they can be easy to quickly stray from.  With that, these are each things that most certainly point to etiquette in the workplace as without them, you will quickly set yourself up to be an extremely unprofessional professional.

 

Communication methods are very literally at our fingertips in various forms including e-mail and instant messaging.  Accordingly, it’s become incredibly easy to access your co-workers & clients.  While these forms are also a benefit in not needing to physically interrupt someone or cause their phone to ring – they are also easy to abuse.  Most especially taking note that Generation Y has grown up with these tools, we need to train ourselves and our teams to stop, search and review before we execute.

 

Though I sometimes wonder if I was born in the right generation, being a Gen Y’er myself, I’ve found I do crave knowledge and, stereotypically, like instant feedback.  Therefore, I recognize the importance first hand of maintaining patience and having the wisdom to see when there’s time for me to gain more of it.  Requesting meetings and feedback sessions with your superiors not only shows respect for their and the company’s time – but also shows polite respect for their knowledge and experience.  If you’re entitled to the information, management will be more willing to help you grow when you go about it in this regard. 

 

Of equal importance, it’s critical to always be proactive and productive on your own.  After all, isn’t that why you’re paid to be around?  To relentlessly be focusing on the bottom line and your positive impact to it should be a constant driver.  Especially during times of training, have you exhausted your available resources before interrupting a co-worker or superior? 

 

If you’re going to ask a question, it’s imperative to have the courtesy of having done your homework beforehand.  To be able to go to someone informing them of the resources you’ve tapped and information you’ve found shows your determination while letting them get straight to the point knowing those actions have been taken. 

 

Furthermore, it’s vital to then listen to and retain the information you’re given.  As employers constantly strive to attract, listen to, and retain their employees – so should we listen to and retain the assistance provided us to maximize the company’s investment and continue to be an asset to it.   

 

In the long run, needing to know which fork to use becomes irrelevant when you’re not even invited to the lunch with a client - because you can’t wow ‘em in the office.  Your internal team should be your #1 clients!  Get their positive attention, look out for the company’s bottom line, and watch your own grow along with your new opportunities!


Blog Article by Jodi Rasmussen, HRS Assistant Director of Professional Service Operations!

Tear down the thought of a management "ivory tower."   Workplace power is available to all!

Whenever I hear employees actually criticizing a co-worker for "kissing up" to a supervisor, I either scratch my head or roll my eyes.   The ambiguity of this phrase leads to derogatory interpretation of sometimes highly successful workplace practices.

If this term refers to recognizing and playing to workplace power in an effort to augment one's own career power, then every responsibile individual with a hint of motivation toward self-interest should "suck up."   However, it is certainly controversial to sacrifice one's integrity and core values long term for workplace advancement.  That situation would be a great topic for a new blog entry and needs to be excluded from this argument.
 
While it's clear that "employers of choice" create teams where employees and employers work together willingly toward clear and collaborative goals, I certainly agree many employers -- and employees -- "miss the boat" here.   Where an employer hears employees derogatorily tossing this term around to incumbent coworkers, an employer must ask "am I doing something wrong?"  The answer could lie in failing to communicate and create an appropriate system of performance outcomes.  The answer could also lie in hiring the wrong people.

Where an employee finds his/herself actually thinking that playing to and respecting power is not beneficial, the employee should re-evaluate his/her own career advancement methodology, goals or work ethic.  That employee might also wish to question if s/he is working for the right employer.

More info at AskHRS.com.

Some find it endearing, while many find it insulting.

The terms "kiddo," "dear" and "hun" are controversial, incurring a wide range of audience reactions.  Know your audience. 

Inherent in our culture and language is the bad habit of hearing some "cute" catch phrase, adopting it and then repeating it without ever really thinking about it.  Business relationship building clearly suffers from this damaging practice.

Calling someone "kiddo" is often interpreted as disrespecting and demeaning, a borderline attack on anyone over the age of 5.  The target of this term often feels defensive, conjuring such objections as -- "If you’re going to choose to disrespect the number of years I’ve endured, please don’t disrespect the challenges I’ve overcome, the good deeds I’ve contributed, the studies, accomplishments, dedicated parenting, charitable efforts,"... yadda…yadda... I rant to prove the point.

The point is... language sets the tone for workplace, customer service, negotiation, leadership and all business relationship building, so as always, choose your words and your tone carefully.  Condescending words such as "kiddo" and "hun" have no respectable and respectful place in business relationships.  Even children aspiring to maturity don’t like this label, so why would we assume a positive response from any adult?

With 25 years of validity and correlation studies including regression analysis and t-testing, the HRS Assessment Center (HRSAC) has established norms and preferred indicators for relationship building behaviors. I can assert with complete certainty that behaviors pointing to demonstrated respect are overwhelmingly the most underused toolset in our culture – and yet the most important to relationship building on the whole. 

More info at AskHRS.com.