Mistake # 64: Give your employees a reason to moonlight

I think one of my employees – a well-paid sales manager – is moonlighting.  With job insecurity on the rise more than ever, moonlighting is also on the rise, and employees are using their current positions to work second positions.

 

Is it illegal? To me, and most likely to a court of law, it is illegal to “steal” time and resources (phone usage, photocopies, etc.) from a company. But is moonlighting wrong? Is it something that I should worry about when this individual is taking a lot of time to go to a doctor’s appointment, on the phone and not telling me who with (although it could be one of our clients, his wife, or who knows!)? He works remotely in his home office and once he told me he couldn’t call on a scheduled time because “he had to run out”. Hm.

 

I know he has two kids in college and one in high school. Heck! I will have twins in college next year and thinking it just might come to working two jobs to get them through four years! However, I couldn’t find ten minutes in the day to moonlight if my life depended on it. Since he works in his home office, there is no one to monitor his daily activities.

 

Should moonlighting be banned altogether in a company? If a company (ours) doesn’t have a moonlighting policy, should we be sure to have one during these tough times?

Mistake # 45: LinkedIn, or Out

LinkedIn is becoming hot. At least with me. In fact, there are co-workers who ask me to link to me on LinkedIn. I must admit, I haven’t used LinkedIn to the best of my advantage. For example, I’m in search of a sales rep and could use it to locate good candidates. There are LinkedIn webinars coming up that will teach you how to use LinkedIn to find skilled individuals who are members, newsletters, etc.

 

But, if you are in LinkedIn, as a manager, what are the “rules”? I’m not considering looking for a job in the near future. In fact, I’m hoping I don’t have to do that. But, as a manager, what is the protocol for linking in, when requested, by others who work in your own company, or who report to you?

 

Recently, I was asked to link in to someone who I had interviewed via phone. I hadn’t even met him face-to-face. I hadn’t even offered him the job. Is that appropriate? I didn’t think so. Following the hiring decision, I think that would have been a different story. But, it’s almost awkward in the middle of a hiring consideration.

 

As you can see, I have more questions than answers here. What is your experience with LinkedIn?

Mistake #26: Laugh at loud! (But, not when you are on MySpace)

 

They were laughing loudly, which was disturbing another sales rep, while he was on the phone. With a customer. Why were they laughing? They were checking out someone on Myspace.com. You can’t do that at work! Being their supervisor, I was beside myself! They couldn’t figure out what the problem was.

 

Defiant #1: “Can’t people laugh in the workplace?”

 

Me: “Of course, and I am the first one to encourage people to enjoy themselves!” But, what were you laughing at?”

 

Defiant #2: “Something on MySpace.com.”

 

Me:  “Totally unacceptable!”

 

Defiant #1: “Why?”

 

Are you kidding me! I know she is young, green, and inexperienced, but didn’t anyone – anywhere – inform her or other employees that it is inappropriate to use the Internet during work hours, other than for work purposes? In going to a work environment, that is a given. It shouldn’t even be discussed! (Or, should it?) 

 

Sales are up and I aim to keep them that way. Given the economy, it’s a good thing that sales are up. While other employers are cutting jobs, I am actually hiring.

 

Maybe I should consider cutting some positions. Either that, or I might have to start blocking some sites, including MySpace and Facebook at work…

Mistake #25: Don’t do what you are asked to do!

Me:  “This is just for 30 days, but if you can work with “Susan” then I’ll have someone trained by then.”

“Betsy:”  “I’m not working with “Susan.” She chews people up and spits them out. Not even for 30 days. Sorry, but I just am not going to work with her.”

I haven’t previously asked ”Betsy” to do anything ‘above and beyond’. But, now she refused to pitch in until I have someone trained. You can imagine what happens the next time we have a project, or a short-term phase where I need help. Can I expect her to pitch in? I don’t think so. She was the least likely person I thought would refuse. What happens when workers do that? It means that you are left to ask the very same people who put in inordinate hours. Again. I refuse to do it.

Remember, although I’m a boss, I have a boss, too, and need to run a department – efficiently and effectively. I can’t do it when people refuse to do something that I ask. After all, could they do what I do?  If so, could they do it better? I even asked for a solution to working with “Susan”, but “Betsy” didn’ have one.

Could you do your boss’s job? And, if so, what would you do?

Mistake #23: Walk in and tell your boss you are worth it (without proven results)

Before you walk into your bosses office and demand a $100 week raise, think again. No, don’t think, do leg-work. Put a document together that shows your value and to show your boss your that you’ve earned it. Give bulleted lists of how you saved the company money; brought in revenue; increased revenue; increased the client-base; improved a product; enhanced customer service – whatever it is, document, document, document. Why?

Because. (I know, it sounds like my mother…“Because I said so!”) It’s not that no one notices what you do, but you better have good reasons on why you are worth it. I just had an individual

Is he worth it?

His sales are down. Well, no, I take that back, his sales are up by $30,000. But, $27,000 is with one client. The other clients are down. Significantly down. We just had a several-day meeting with this specific high-roller client. This guy (who asked for the raise) didn’t lift a finger. He didn’t “know how to put on an event; had never done it before; wanted to learn from me…” Lots of reasons, but, damn it! I had to do all of the work! And, I am the supervisor!! Instead of asking others for help, he leaves it for me. And, why weren’t contracts finalized this month? “These are ‘beyond my expertise.’ Damn it! And why are the contracts late? “I sent them to “Bob” (the CEO!!), but he never had a chance to read through them. Damn it all!

Want to hear one of the reasons he asked for a raise? “His wife had to take a second job…” Pardon me? Did I hear that right? We know he is making slightly less than he was making at his previous job. However, he works from home in another city. Thus, no commute to an office. He doesn’t have a degree (which is not a good reason to being paid less, but, sorry, I had to get that in there.)  To me it’s all about performance – but there are tons of skilled people with degrees out there that will read contracts and rewrite contracts and it would not be beyond their expertise, and is not required to move to the city in which the company is located.  So, for the money he makes, the effort he puts in, the sales he generates, and the other areas that are “beyond his expertise,” I believe that he is well compensated.

So, before you ask for a raise, be sure you are worth it. Very sure. Be very sure that you can demonstrate that you are very, very worth it. Keep reminding yourself that timing is everything. And, please, ask for a raise, and get it like a man.

 

 

 

Mistake #18: Are you relocating new hires to get the best of the best?

Due to the fumbled housing market, more and more employees are considering not to relocate, for fear of taking a huge hit on their homes and taking a loss.  But, in a recent USA TODAY article, employers are paying more to get reluctant employees and new hires to sell their homes and relocate for work.  

I find this hard to believe. What I have been seeing is that, in order to keep the budget on the cheap, businesses often look for candidates locally.  That is a huge mistake. You need to have a good pool of candidates to fill the position. Otherwise, you are going to be faced with filling the position, just for the sake of filling the position.  

Although some companies will let new hires work remotely (particularly if they have long commutes) other businesses won’t consider that. In fact, I have found that many managers see that as a downfall – they need to have that person physically in the office, regardless whether performance is an issue or not.  Why is that? Is it a control thing? If you hire the right people, they will perform regardless where they are located. Trust me on this one.  

Mistake #15: Mistakes are failures

I am grateful. I am grateful for my family, my friends, and my job. I have been through no jobs, working three jobs at a time, and bad jobs. But, I love my blog and I love my job. In fact, this past week I succeeded in winning a huge proposal (and several year contract) for the company, which will start off the New Year (once the contract is signed) in more than a plus.

I’ve had not-so-great experiences job hunting this time of year. My friends would say, “take time off, enjoy the holidays, and start looking after the New Year.” The problem is that when you are without a job, it is a full-time job to look for a job. Trust me on that one.

Then there are those who absolutely hate their job. (Been there, done that, have the T-shirt.) Regardless, find a way to count your blessings. Career Encouragement Blog gives great advice on ways to be grateful.

So, for 2008, when I look back and think of all the losers I worked for (and with), all of the jobs that were railroaded and/or set up for failure, I am grateful.  Some would look at those experiences as failures. I see these as opportunities. I learned so much from these experiences. I learned to be me.

For all of my readers, friends, and family – Happy Holidays!

 

Mistake #12: “They’re all sickos”

Are you getting sick at work? No, not sick of work – sick at work? Do you suffer from ongoing headaches?  Constant anxiety?Insomnia?  Depression?  Are you over stressed? Constant sniffles?

 

If so, it could be your workplace is causing it. Employers who are dedicated and committed to their workers will have a good wellness policy in place. According to a recent Forbes report, for every dollar that a company invests in the workplace, the company will obtain an approximate $4.00 return on its investment.  

It’s likely that your workload is driving you to drink.  Or, your co-worker is stressing you to the max.  Or, even your boss is creating so much anxiety that you feel like you will snap at any moment.  Even famous and reknown Linda Stein must not have been on the ‘today’s perfect boss’ list. Her murder is an indicator that she may have pushed her employee to the brink.

 

Many companies don’t see their employees ‘going over the edge’ until it is too late.  Companies need to make managers pay attention to how their employees are doing on a weekly basis to ensure that the company is healthy and safe.

As a leader and manager, you owe it to your company to be sure that you check in with your employees so that workers can sustain productivity in a healthy environment.   Here are three tips to all upper managers: 

• Take your employees to lunch one day a month outside the office to give workers a chance to “let their hair down,” connect with their co-workers, share information, and laugh.  This gives workers the impression that managers have a sense that there is life outside of the office.

• Encourage workers to join a gym, walk at lunch, and take frequent breaks away from the computer.  No one is a working machine and it is a known fact that people are more productive once they exercise, get fresh air, and clear their heads.

• Once workers reach their monthly/quarterly goals, give them an incentive to be with family and friends, such as movie passes, theater tickets, or tickets for two to the symphony.  These are more fun than getting a slap on the back and allows workers to spend their free time in a stress-free way.

What other tips would you give managers to create a sicko-free workplace?

Mistake #8: Undermine – and allow undermining

The Brazen Careerist listed five ways to become a workplace superstar. Joe Fusco added additional ways to become an organizational superstar and how to shine in the workplace.  In my work experiences, I have encountered at least one co-worker who has undermining on the brain, in his/her sleeve, and part of his/her MO. Someone who makes sure that So-And-Soe doesn’t get any further in the work food chain, and undermines any efforts for So-And-Soe.   Good Morning America conducted a focus group of women who said that women prevent other women on getting ahead.   Not exactly role models for workplace superstars.  But, I have experienced it and know that men have experienced being undermined on their success with projects, getting promoted, transferred, etc.   As a matter of fact, I have known dozens.   I wouldn’t target women specifically for undermining. Men do their fare share.  This is not a gender-specific phenomenon.  Leadership is blind to ensuring that this doesn’t take place.  In fact, I bet leadership has his/her own agenda and is doing a fare share of undermining. It is only a matter of time before you might catch on…

 

Ugh. It’s worse when you love your work and have to put up with the bull! There is a saying in Argentina that goes: “Amarrase los pantelones!”  It means:  stop whining, buckle your belt, and stand up for yourself!   So, those of you who are experiencing workplace undermining:  amarrase los pantelones!!