Week 4: Managing People and the Power of Wow!

Peters references a book by Rosenbluth and Peters called “The Customer Comes Second” (1992) which points out that for customers to come first, employees must come “more first”. It is important that employees feel valued, are treated with respect, and are given the room to develop and thrive. In the knowledge economy, the mantra “Our people are our greatest assets” has to be more than lip service. If employees leave an organization or become disengaged, the loss to profitability is both real and tangible.

Peters suggests a number of ways to build in breaks, both daily and occasional, to refresh employees. One of my favorites are a milk and cookie or coffee break in the afternoons, so everyone gets up from their desks, stops what they were doing, and talks to each other. Other good suggestions include holding meetings outside, taking an afternoon off for a team activity, talent shows, spring cleaning day, and spontaneous bagel or pizza parties. All of these activities get people out of their spaces and routines to have fun and recharge.

Another important aspect of developing a team atmosphere is the size of the group. When the unit is several thousand people large, people will splinter down to smaller groups automatically. By organizing smaller units with distinct missions, people can really bond as teams and feel like they are a part of something that is larger than themselves. The size question also relates to the amount of bureaucracy in the organization. Peters encourages leaders to carefully consider how much administration is really needed to accomplish its goals and consider pushing more of the decision making down to the front line managers.

The “Three Rs for the ’90s” still hold true in 2016:

  • Reputation. You are as good as those who publicly attest to the quality of your work.
  • Resume. You must know and communicate your skills and measurable accomplishments.
  • Rolodex. Professional relationships are more important than ever. Who can you call on when you need something or have a question?

Interviewing is one of the most important skills you will develop as a leader. Peters suggests several lessons from his experience:

  • Spread them out and give yourself enough time to really tune into the person you are interviewing.
  • Find a comfy setting and avoid interviewing people from behind your desk.
  • Small talk helps some people loosen up and connect. If you are good at it, it can be a useful approach.
  • Prepare! Have more questions that you need/want to ask. This makes you feel confident and gives the impression that you are prepared to your interviewee.
  • Expect those you are interviewed to give specific examples. Don’t let them get away with talking in generalities.
  • Take notes immediately after your interviews so you remember your impressions and the details vividly.
  • Practice interviewing with other great interviewers at your company to understand their style and adapt what works for you.

People (individually) matter more today than they ever have in organizations. Creating a culture that reinforces people’s sense of value and contribution to the mission of the organization sets the company up for success. Choosing the right people that fit with the company culture and have the skills and knowledge that you need is one of the most important roles that you have as a leader. Adding the wrong person to your team can have lasting consequences, so choose wisely, train them well, and treat them like the assets they are.

 

Rosenbluth, H. & Peters, D.M. (1992). The customer comes second: And other secrets of exceptional customer service. New York: Morrow, 1992.

5 thoughts on “Week 4: Managing People and the Power of Wow!

  1. I have never heard of the concept of bringing your employees “more first” but it makes complete sense to me. I believe that this should be taking place but it comes on a different level than the customer. I cannot help but to think of the saying “you can catch more flies with honey than vinegar”, this applies to individuals as well. If you treat your employees with respect and work in breaks for them, their overall mentality is so much healthier and that rolls over to customer care. A happy employee results in happy customers. You can tell you have really dug into this book and it shows. Great depth of detail in your writings.

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  2. Jeremiah,
    I liked your post. I agree that this is so important to have a healthy friendly atmosphere among employees. I’d love to work in a company with such managerial philosophy .
    Choosing the right people seems for me very responsible and difficult task. To error is human.

    Dina

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  3. Jeremiah,

    Wow! Those are some great interviewing strategies. I know whenever I’ve been interviewed, the person who was interviewing me was behind a desk. I feel like that makes is a bit off putting – I am the authority! I am in charge! Small talk is a huge help! I know I get really nervous and small talk helps relieve my nerves!

    I agree about the concpet of building in breaks at a company. That’s a great idea. It will help everyone feel part of the same team – we are all here for the same cause! Also, I feel like that would help creating solid relationships with your coworkers!

    Thanks for the post!
    Lexi

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  4. Hi Jeremiah,
    This was a good article. I definitely agree that employers have to treat their employees with respect and appreciation in order for that same respect to flow over to the customers. I also like the 3 R’s for business still hold true today. Good information.

    Thanks,

    Michelle Ballard

    Like

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