Look for 6 things that kill morale in the workplace

What makes you happy at work? Maybe you have a great boss who gives you the freedom to be creative, rewards you for going the extra mile, and helps you to reach your career goals.

Maybe you have none of the above and are updating your resume as we speak.

It’s pretty incredible how often you hear managers complaining about their best employees leaving, and they really do have something to complain about—few things are as costly and disruptive as good people walking out the door.re as costly and disruptive as good people walking out the door.

But managers tend to blame their turnover problems on everything under the sun while ignoring the crux of the matter: people don’t leave jobs; they leave managers.

Bad management does not discriminate based on salary or job title. A Fortune 500 executive team can experience more dissatisfaction and turnover than the baristas at a local coffee shop. The more demanding your job is and the less control you have over what you do, the more likely you are to suffer. A study by the American Psychological Association found that people whose work meets both these criteria are more likely to experience exhaustion, poor sleep, anxiety, and depression.

The sad thing is that this suffering can easily be avoided. All that’s required is a new perspective and some extra effort on the manager’s part to give employees autonomy and make their work feel less demanding. To get there, managers must understand what they’re doing to kill morale. The following practices are the worst offenders, and they must be abolished if you’re going to hang on to good employees.

#1 Overworking people

Nothing burns good employees out quite like overworking them. It’s so tempting to work the best people hard that managers frequently fall into this trap. Overworking good employees is perplexing for them as it makes them feel as if they’re being punished for their great performance. Overworking employees is also counterproductive. New research from Stanford showed that productivity per hour declines sharply when the workweek exceeds 50 hours, and productivity drops off so much after 55 hours that you don’t get anything out of working more. Talented employees will take on a bigger workload, but they won’t stay if their job suffocates them in the process. Raises, promotions, and title-changes are all acceptable ways to increase workload. If managers simply increase workload because people are talented, without changing a thing, these employees will seek another job that gives them what they deserve.

#2 Holding people back

As an employee, you want to bring value to your job, and you do so with a unique set of skills and experience. So how is it that you can do your job so well that you become irreplaceable? This happens when managers sacrifice your upward mobility for their best interests. If you’re looking for your next career opportunity, and your boss is unwilling to let you move up the ladder, your enthusiasm is bound to wane. Taking away opportunities for advancement is a serious morale killer. 

Management may have a beginning, but it certainly has no end. When blessed with a talented employee, it’s the manager’s job to keep finding areas in which they can improve to expand their skill set and further their career. The most talented employees want feedback—more so than the less talented ones—and it’s a manager’s job to keep it coming. Otherwise, people grow bored and complacent.

#3 Playing the blame game

A boss who is too proud to admit a mistake or who singles out individuals in front of the group creates a culture that is riddled with fear and anxiety. It’s impossible to bring your best to your work when you’re walking on eggshells. Instead of pointing fingers when something goes wrong, good managers work collaboratively with their team and focus on solutions. They pull people aside to discuss slip-ups instead of publicly shaming them, and they’re willing to accept responsibility for mistakes made under their leadership.

#4 Frequent threats of firing

Some managers use threats of termination to keep you in line and to scare you into performing better. This is a lazy and shortsighted way of motivating people. People who feel disposable are quick to find another job where they’ll be valued and will receive the respect that they deserve.

#5 Not letting people pursue their passions

Talented employees are passionate. Providing opportunities for them to pursue their passions improves their productivity and job satisfaction, but many managers want people to work within a little box. These managers fear that productivity will decline if they let people expand their focus and pursue their passions. This fear is unfounded. Studies have shown that people who are able to pursue their passions at work experience flow, a euphoric state of mind that is five times more productive than the norm.

#6 Withholding praise

It’s easy to underestimate the power of a pat on the back, especially with top performers who are intrinsically motivated. Everyone likes kudos, none more so than those who work hard and give their all. Managers need to communicate with their people to find out what makes them feel good (for some, it’s a raise; for others, it’s public recognition) and then to reward them for a job well done. With top performers, this will happen often if you’re doing it right. This doesn’t mean that managers need to praise people for showing up on time or working an eight-hour day—these things are the price of entry—but a boss who does not give praise to dedicated employees erodes their commitment to the job.

Bringing it all together

If managers want their best people to stay, they need to think carefully about how they treat them. While good employees are as tough as nails, their talent gives them an abundance of options. Managers need to make people want to work for them.

- Doug Myrick

We can learn from Scrooge

One of my favorite Christmas stories is Charles Dickens', A Christmas Carol. We all know the story. Scrooge is visited by the ghosts of Christmas past, present, and future. As a result of the ghostly visions, Scrooge changes his ways.

We can learn from Scrooge. First, we can learn it is never too late to change. We all have the ability to change. Scrooge also reminds us in this special season that true happiness comes from sharing with your friends and family.

I want to wish you and your family the best Christmas and holiday season ever.

In the words of Tiny Tim, “A Merry Christmas to us all, God bless us, everyone.”

- Doug Myrick

It’s a Wonderful Life

As I was watching National Lampoon’s Christmas Vacation with my family, I started thinking about lessons from Christmas movies.

The most popular Christmas movie is It’s a Wonderful Life. In the movie, George runs a building and loan association. His uncle makes a major financial mistake and the building and loan go bankrupt. The town’s people could lose all the money in their accounts.

Rather than face arrest and scandal, George decides to commit suicide. He meets an angel, Clarence. Clarence shows what the world would be like without him. Clarence convinces him to return home. When he returns home, his friends have raised the money to save the building and loan.

There are two important lessons we can apply in our lives:

No matter how bad your problem, it’s always better to face it.

We can affect people and make a difference in their lives even when we don’t realize it.

How can you take these lessons to improve your life in 2020?

(By the way, the lesson from National Lampoon’s Christmas Vacation is: common sense can’t be taught.)

Contact me: doug@dougmyrick.com

Attract Top Talent and Reduce Company Expenses

If you have ever found yourself with a job post that is lacking applicants or a talent pool that just isn't up to your standards, then I have an simple fix for you.

It allows you to:

• Expand your job search to the whole country or even the globe,
• Reduce real estate by thousands of dollars per employee
• Increase employee job satisfaction

What I'm referring to is Remote Workers.

This work option is extremely attractive to employees and the amount of remote workers has increased by 159% in the US over the last 12 years. 

We came up with 3 ways remote work helps attract and keep top talent so you can get started hiring ASAP.

Regards,

Doug Myrick

3 Ways Remote Work Helps Attract and Retain Top Talent

Good recruiting is one of the pillars of business success. Employees come and go (hopefully not too often), and as you grow you’ll need to expand your team. But in an increasingly competitive labor market, it’s becoming harder and harder to attract top talent.

And if you’re lucky enough to hire an all-star, it’s often even harder to keep them around. In fact, some 70 percent of employees consider themselves passive job seekers, meaning they are just waiting for someone to come along and make them an offer that’s better than their current situation, putting you as an employer in a sticky situation.

To get people to want to work for you, it’s important you build a strong employer brand, but it’s also important to offer them the right set of perks and benefits. Salary is still the top reason people choose a job, but there are many other benefits people want that will influence their decisions when it comes time to change jobs.

Offering your employees the opportunity to work remotely is a great way to attract and retain top talent. Here’s why:

Expand Your Geographic Reach

Limiting your roles to traditional work arrangements means you can really only recruit from the city or state in which your business is located. Most people aren’t going to want to move far to start a new job, so your recruiting efforts will produce better returns if you stick your area.

However, if you make some of your positions remote, then you can cast a wider net when searching for candidates. This increases the talent pool you have to search from, improving your chances of finding a perfect fit. Furthermore, when people don’t have to move, it eases the stress of changing jobs.  New employees who move to a new city may end up leaving shortly after starting because the stress of living in a new place combined with that of starting a new job is just too much. Offering remote positions removes this from the equation and makes it easier for people to stick out the transition period.

But if you’re going to do this, it’s going to be a good idea to get some HR help. Hiring people from different states, or even different countries, can be a logistical nightmare. Consider outsourcing some of this work to a professional employer organization (PEO). They can help you streamline payroll and also make sure you’re fully compliant with all relevant laws and regulations.

Demonstrate Commitment to Flexibility

Although we all keep agendas, life does not run on a schedule. Kids get sick, family members need to be picked up from the airports and it seems like no one gets married on a Saturday anymore. Because of this, employees are demanding that their employers allow for more flexibility in their jobs.

Very few roles need to follow a strict 9-5 schedule. Obviously it’s best to schedule meetings during these hours, but most tasks can be completed whenever the employee has the most time to do them, provided they meet a deadline.

Giving people the chance to work remotely demonstrates sensitivity to the unpredictability of life, and it also shows people that they can feel free to live their lives in the way that makes the most sense for them, and not for the company. This is a very liberating idea, and it makes you company a more desirable place to work.

Emphasize Work-Life Balance

Along these same lines, work-life balance has become something workers cherish. Even the most passionate employees need time to disconnect and do the other things they love. And when you offer people the opportunity to work remotely, you’re signaling to them that you value this concept.

When you work remotely, this usually means you have more freedom to organize your schedule. If it’s really important to an employee that they get a bike ride in every day, but they can’t because of work, this will eventually lead to resentment and disengagement. But if you offer the opportunity to work remotely, then this person can organize their day around that bike ride, allowing them to feel more balance in their life. This will make them both happier and more productive. In other words, it’s a true win-win solution.

Give Remote Work a Try

There’s a stigma around remote work. Old-fashioned thinkers believe it leads to time-wasting and a lack of employee buy in. But this is just not true. In fact, remote workers tend to be more engaged. So if you’re looking to boost the efficacy of your recruitment efforts and to also improve employee retention rates, consider giving your employees the chance to work remotely.

Doug Myrick

Get the Right Condominium Coverage

Properly arranging the insurance for our clients who own a condominium or townhome takes some diligent effort. And it starts by closely reviewing the association's "declaration" document, which details what real property the unit-owner is responsible for insuring separately.

For example, condominium association rules and covenants affect insurance exposures by determining what categories of building property are owned by the association—and thus insured under the association's master policy—and what property is individually owned by the unit-owners—and thus to be insured under the unit-owners' policies, such as the Insurance Services Office, Inc.'s, Homeowners 6—Unit-Owners Form (HO-6).

In most cases, the association's master policy insures the condominium building, per its bylaws, in one of three ways.

• All in. The condo association covers the entire building, such as the common areas, the units themselves, and improvements to the units.
• Single entity. The condo association covers the common areas plus the units themselves. The association, however, does not cover any building improvements performed by the unit owner; the unit owner is responsible for insuring those.
• Bare walls. The condo association covers the building's common areas, whereas the unit itself plus any improvements are the unit owner's responsibility.

Not only do we craft condominium coverage based on the condominium associations' bylaws, but are also aware of the ever-growing master policy deductibles.

This area is where coverage gaps can dramatically pop up for many unit-owners since policies such as the HO 6 only provide $1,000 in loss assessment limits. Association master policies often are written with $10,000 deductibles, but condos in hurricane-exposed coastal areas may have deductibles ranging from $25,000 to $100,000.

So, the best advice for our insureds is to look carefully at the insurance specifications in the association's "declarations" document, obtain an accurate estimate of the replacement cost of the real property for which the unit-owner is responsible (often including any improvements and betterments), and select this amount as the dwelling limit. Bumping up the standard assessment limit, including assessments arising from a high master policy deductible (the latter often requiring a negotiated manuscript endorsement) and expanding coverage from named perils to all risks, may also be in order.

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Seven Traits Of Top Producers

Have you ever heard someone say… “They’ve got what it takes!”? Is that what you would like people to say about you? Accordingly, would you like to know “What It Takes” to be among the best in sales? Think of the exceptional sales producers that you know and I think you’ll find, that they have most, if not all, of the seven traits of top producers…

1. Goal-oriented… Some people may call it a vision. While others will describe it as a purpose… a mission statement. Regardless of what you call it, exceptional salespeople know what they want… and they have put it all into writing. When you know what you want… Then you can determine what you need to do right now… to make it happen!
2. High levels of energy… Top producers are more focused, study more, and work harder than all of their competition… And that is their competitive edge.
3. Master of sales conversations… They are so well-rehearsed, that their sales conversations are as natural as breathing.
4. Do not take “no” personally… Because they have a high level of confidence and self-esteem. So, while they may be disappointed, they are not devastated.
5. Totally honest with their customers… No matter what the temptation is to take short-cuts, these people always resist. As a result, they gain the ongoing trust and respect of their clients.
6. High levels of empathy… They can put themselves into their prospects’ shoes, imagine needs, and respond appropriately. So, they can make their recommendations… their prospects’ ideas.
7. 100% accountable… Top producers do not blame the economy, the competition, or their company for their lack of sales. Instead, the worse things are, the harder they work to turn things around.

How do you measure up to these seven traits of top producers? What should you do to develop what it takes? Go back and review the seven traits again. Because you will discover that they are all within your control. And with just a little bit of effort, you too can develop… What It Takes!

- Doug Myrick