Understanding what comes First
December 10th, 2005 by 
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As managers, it is our duty to see that people are happy and productive. Many managers feel the obligation that their focus is to make their people happy with the fallacy that happy people are productive.
That was one of the things that after so many years I found out not true. People are happy because of many other things, but that does not mean that happy people are productive people. They could simply be happy because compared to other people, they have an easy job that does not demand too much….
What I have learned is the opposite — concentrate not merely in making your employees happy, but rather on making them productive. And by making them productive and feel useful, you make them happy. Everybody yearns to feel that they are important, that what they are doing matters, and this feeling of actually being able to be in a company where they can produce the most, or where they matter most is an essential part of making a person fulfilled, and happy.
The other fallacy is that you trust people who are loyal. You dont’ trust people who seemed to have ten other things to think about rather than serving company’s interest.
But studies have shown that what managers should focus on is the reverse — learn to trust people, and that trust will engender their loyalty to the company.
The understanding of who comes first — the chicken or the egg, actually is a big philosophy in properly managing people, and deserves our careful thought.
What do you think?
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Posted in on Business | 
December 10th, 2005 at 5:24 pm
“Trust me and together we will move mountains”. Trust alone will not move mountains. It is trust and togetherness that will.
December 10th, 2005 at 8:55 pm
All to often in today’s society, companies and their managers, make it clear that the company’s needs and wants come first. They make cuts at the bottom first, demand overtime, and do whatever they can to limit their compensation to their employees to the limit of the law.
Any idiot can drive employees to work harder for a brief period of time, then play the high turnover game to refresh the pool of temps that are employed.
Managers that motivate employees, and business owners that know the value of a “good” and “dedicated” employee are few and getting rarer.
If you want a motivated and productive employee - Demonstrate to them that you have a genuine interest in “their” well-being… They will reciprocate.
If you even question this simple rule of psychology, give someone something for nothing, unexpectedly - then observe.
December 11th, 2005 at 12:19 am
Give them some control over what they do and watch. You are right about it tho. It all boils down to respect. I respect a person who will respect the fact that I have a brain and know some of what I do. It takes a special mgr to figure out if I am stretching myself or not. Its a challenge for most to figure which employees are giving their best.
December 12th, 2005 at 7:00 am
I am a very loyal and happy Costco customer. This is mainly because its CEO is doing a very job in keeping both his employees and customers happy.
http://www.inc.com/magazine/20050401/26-sinegal.html
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