Welcome to The Corporate Culture Cleaner Podcast
with Josh Evans
To be an extraordinary company, you need engaged employees. Joshua M. Evans—“The Culture Cleaner”—can help you develop a culture where your team is engaged, passionate, and enjoys their work. When employees care about company success, profitability skyrockets. In this show, Josh will be exploring ways you can improve performance through engagement and enjoyment to develop creative, thriving, successful organizations.
Letting people complain around the office spreads their negative energy. In this episode, we discuss how you can effectively ban complaining in your workplace to improve the company culture.
The Best Managers Care
What’s the difference between a good leader, and a great leader? Great leaders truly care about the people they work with. Though it’s true that good leaders may care, great leaders truly care on a deeper level. When you are invested in your coworkers and employees, you create the possibility of building a team that is strong through its support of all of the individuals who comprise it. And when you have a strong team, you can leverage that strength to achieve the highest possible performance.
Here’s an example I experienced personally—
Several years ago I was working for an organization that had a phenomenal leader. What made him exceptional in his leadership? The extraordinary care and concern that he showed for his employees. Each week he would pick someone out of our small team to have an informal one-on-one meeting with, in which his primary goal was simply to learn more about them; what made them tick, and what they were passionate about. He extended this care throughout the workplace, and, as a result, the members of our team continued to learn and grow their skills. And when serious personal circumstances came up, there was a net of concern that supported the individuals in our team as they dealt with family health issues and other elements of their lives.
At the end of the day—a good team is a family. And while a good leader may know a little about you, and extend a basic amount of concern your way, a great leader genuinely cares about you and your well-being. That investment in you, in turn, fuels your commitment to your work, and the joy it brings you.
So, even if you think you are a good leader, ask yourself if you are seeking out opportunities to learn about your employees and coworkers, and if you actively demonstrate that you care about them in a sincere way.
Fire Benevolently and Directly
There’s nothing worse than dragging a dreaded conversation on unnecessarily. Nobody wants to be fired, and doing the firing is never any fun either. But there are a few things you can do as a Manager or person of power to effectively and efficiently take care of business.
- Fire Benevolently. No need to beat around the bush. There are effect ways to fire that don’t need to involve sugar coating or leaving any space for conflict.
- Be Direct. Get clear and concrete on your speech. Get to the point before you waste more of your, or their time.
- Tell them Why. Be specific with your reasoning for letting them go. This will help you by not leaving room for rebuttal or excuses on their end, and it will help them learn from their mistakes so they can be a more successful employee in their next job.
- Offer them support. It’s a tough task to fire someone. And we all know how traumatic the experience can be for the employee being let go. There are ways to approach the situation that can soften the blow.
- Follow up. This is an extra act of kindness not enough of us do. But sometimes it can be useful to check in on the fired employee a few months after they’ve been let go to make sure they’re moving on healthily. Nobody wants to be responsible for scarring a former employee. There’s no harm in doing a simple check in, follow up or reaching out with well wishes.
I don’t endorse complacency. You need to care and make an effort for success and envy worthy corporate culture. In this episode, I discuss Mark Manson’s popular book, The Subtle Art of Not Giving a F and the common misconception of it’s message.
Today’s guest, Sharon Lechter, launched the Play Big Movement – all about being #1 in your field, living your legacy, and creating maximum impact. She is a business mentor dedicated to your financial success and a literary legend. I’m very excited for you all to hear this one!
Xavier Mufraggi, CEO of Club Med has an amazing business model that has an overwhelmingly positive impact on his staff and the consumers. His diverse, international, and bilingual staff makes for quite the experience! Stay tuned to hear how he does it.
What is a slacktivity?
verb; Busy or vigorous action or movement that makes no progress, but gives a false sense of self satisfaction
Ok, so I made it up! But it’s a great word that we all can identify with and we need to eliminate them from our lives! It’s the illusion of being busy. Sometimes we do things that look like ‘important’ work, things that might fool our co-workers into thinking we’re busy doing great things. And too easily we end up fooling ourselves into feeling productive, when in reality it has nothing to do with the work we need to accomplish.
Too many of us find ourselves faced with piles of daunting work, difficult tasks we know we need to get to and instead of focusing, we distract ourselves with minute things just to waste a little time and ‘look’ productive.
When you feel like procrastinating from your ‘real’ work, check in with yourself. Admit it! None of us are immune to slacktivies. We all do it. But there are a few things you can do to avoid them.
- Ask yourself: What is the 1st thing you need to do today that gets you closer to your goals? It’s not always easy, but you have to address it immediately, first thing in the morning. Don’t let that thing drag on all day, get it done right away.
- What are your 5 crutches. Is it cleaning your desk? “Organizing” your notes? Write down 5 things that you do to make you feel active. What are the things you do that make you feel productive but are actually a waste of time?
- Don’t give yourself permission to avoid starting large projects. When you feel overwhelmed by a big project or task and you don’t even know where to start, don’t fall on those activities that ‘feel’ productive. If you’ve got to eat an Elephant, you have to do it bite by bite.
You have to eliminate slacktivites from your life! Focus on what you really need to do and get started now. Stop jeopardizing your productivity with ‘active’ tasks that are not important. Just Start. You will thank your future self for it later!
You have to stop hiring mercenaries for you company right now! We’ve conditioned them to only do the things we ask for the money we provide, which is a set up formula for the bare minimum employee. They don’t care about your company. When another company offers them a little bit more money for the same job, they’ll jump ship! They’re looking out for themselves, not the best interest of your organization.
If you want to build the right kind of company, something envy worthy, you have to get rid of the people who are only in it for the money.
How to avoid and rid your company of toxic Mercenaries:
- If they’re in it just for the money, get rid of them. Offer a financial incentive to anyone who wants to leave, and see who jumps at the quick cash. Those are the people that don’t care about your company, they are just taking up space and punching clocks. You can weed out the people who are working for you because they actually care. The people who will take a couple grand to pack up and leave, never cared about your organization in the first place. And in the long run, your company will be better for it because you can build a stronger team of people who are invested in your organization.
- Develop your companies culture the right way! Engrain the meaning and purpose of your organization’s culture into your employees. Be explicit about the core values of your company and what you’re doing for society. If you don’t, you will be doomed to having employees that are only in it for the money. Without the fire of a real purpose beneath them, your employees will lose interest and jump ship at a slightly better salary offer elsewhere. You cannot buy loyalty!
- Replace the clock punchers with the rock stars. Go find your low performers and get rid of them. If you can’t train them up, you have to trade them out. You will save so much money if you wait for the right candidate (the rock star) who really cares to come along and elevate the success of their entire team. A few empty desks short term will not set you back if you wait for the rock stars to fill them in long term.
It’s that simple! Unless you build the right culture, actively focus on creating it and then cultivating it internally, you’re going to be stuck with a pile of mercenaries that will leave for a few more dollars. That is not an envy-worthy workplace. Give your employees the meaning behind their work and engrain your company culture into them so they actually care about what they do. And finally, find your rock stars. They’re out there, ready to work for you! But first, you must stop hiring mercenaries, it’s essential.
At the end of the day, no matter how difficult it is to address, if something is hurting your organization you have to address it immediately.
Whether it’s in your personal or business life, the longer you hold on to something that’s hurting you, the harder it is to let it go. You can’t ignore the signs, red flags, or your instincts. When there is an issue, there is no time to waste, you need to take care of it right away.
There are 3 Quick Ways to Address Your Issue:
- Admit that you have a problem! Though it seems obvious, too many of us have a tendency to sit on our issues, let them fester and they only grow with time. The first step in addressing an issue is to admit that it’s there. Then you can work through what you can do about it to make your business or your life a little bit easier.
- Brainstorm ways to fix the situation. If you’re not looking for ways to rectify the issue, it’s just going to make it worse later. Does it involve a change in staff? An adjustment to your policies? A change in location? Figure out the best ways to address your issue so you can get on the route to rectify the situation.
- Implement it! Once you’ve identified the issue and your solution, you must implement it immediately. And it’s very important you do it in a way that insures it never happens again. You must be solid on your solution so you are never have to the same mistake twice!
The process is very simple. But too often, many of us are too scared to begin with just admitting there is an issue. You don’t have to live with a bad decision if you have the power to change it. But you have to put in the work to make the change immediately, once you’ve addressed the issue.
The last thing you want to do is ignore it. It will only fester and rot or expand and become much more obstructive than necessary. That’s why, the second you realize there is an issue, it is imperative it gets addressed right away. That’s the biggest and bravest step to take. Once its out there, it’s easier to brainstorm ways to fix it, and how to implement those solutions for future success. You can’t just sit on the problem and wait for it to go away. You must address it immediately and your organization or personal life, will be eternally better for it.
Everyone has times when they feel overburdened or like a situation, including work, has brought them to the brink of burnout. It’s a bit more common than we think. But the thing is… we have to be proactive and tactical about battling burnout in all aspects of your life. Today’s episode highlights a few techniques (that aren’t just a five minute mediation) for getting past the feeling of disengagement. Learn how to work and live in a more sustainable way that isn’t overwhelming you.
It’s very easy for a manager or middle man at a company to lean on policy. It’s there for a reason. But it can often slow down productivity and new ideas when a manager isn’t thinking like an innovative leader and just sticks to the same old same old. Todays episode, I explore why policy doesn’t substitute thinking like a leader and ideas on how to change that.