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WHY MANAGING

SUCKS
AND HOW TO FIX IT
employees
don’t leave
COMPANIES
they leave
MANAGERS
70%   of employees don’t feel
      valued by their employers
64%   of Americans leave their jobs
      due to lack of recognition
so how can we
   IMPROVE
  EMPLOYEE
ENGAGEMENT?
so how can we
    IMPROVE
  EMPLOYEE
ENGAGEMENT?
 WHILE MAXIMIZING
 BUSINESS SUCCESS
MANAGE THE WORK,
NOT THE PEOPLE.
?WHAT IS
MANAGING
PEOPLE?
?
 What time did
 you get in?
                              How many hours
                              did you put in on
                              that project?
                    WHAT IS
                   MANAGING
                   PEOPLE?
We need everyone
in the office for
the customer.
? WHAT DOES
MANAGING WORK
  LOOK LIKE
?
                            We need to
                            improve our sales
                            figures by 15%



I need that
report by 2 pm     WHAT DOES
on Thursday      MANAGING WORK
                   LOOK LIKE


                                 Let me know when
                                 you need my help.
HOW DID THIS
HAPPEN?
The evolution of the workplace
1942: The typing pool
We didn’t have the technology we do today, so everyone
had to be in a specific location to communicate and
move work along.
1975: The cubicle
Putting in time in a physical place was thought
to be the way to produce the optimal results.
1995: The “open” office
With technological advances, people could move about
more. But the open workspace is not much different than
the typing pool. People are still expected to show up in
one place and put in their time.
Today: The dog park
Companies decided that people would be happier if
they brought their dogs into the workplace, installed ping
pong tables in the break room, and whatnot.
IN 70 YEARS
NOTHING
has changed
EMPLOYEES
are still expected to
SHOW UP,
CLOCK IN,
AND CLOCK OUT
. . . BU T WH AT ABOUT
TELECOMMUTERS?
different place, same rules.
Employees allowed the “privilege” of working
remotely are still expected to “put in time”
during “traditional business hours” and be
“set up” with a home office.
The culture of work didn’t change.
“Flexible schedule”
is an oxymoron.
And even if you get it, you look
less dedicated. You could get
passed over for a promotion
even if your work is stellar.
IT’S TIME TO CHANGE
THE CONVERSATION
Try:



  Performance-related
     conversations
Avoid:



      Managing by
     walking around
Try:


Sending an email instead
of scheduling a meeting
Avoid:


     Useless labels like
    “telecommuter” or
     “remote worker”
  - everyone is a worker
THE RESULT:



HALL MONITOR
 BECOMES
MENTOR
Ready for more?
Watch the on-demand webinar.

             Speakers




             Razor Suleman       Jody Thompson
             Founder and Chief   Founder,
             Evangelist,         CultureRx
             Achievers




                   WATCH NOW
STAY CONNECTED WITH US
1. U.S. Department of Labor
2. The Gallup Organization

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