How To Demotivate Employees

I have had the pleasure of working for organizations of nearly all size and shape, ranging from solo ventures to 3-member teams to a few hundred employees, and all the way up to 30,000+ soldiers marching to a common tune.

Since my work has revolved around Services, the one thing that has been common to these stints is People. And, having seen a wide variety of industries and functions, I’ve had a ring-side view of how organizations motivate – and demotivate – their most important resource.

Here are some of the ways I’ve encountered in my journey, that result in employees being demotivated…

  • Not providing clarity on what constitutes “success”
  • Waiting for the annual appraisal cycles to provide much-needed feedback and course-correction to team members
  • Playing favorites within the team, or hiring old favorites from your past employment, with little regard for competence
  • Not creating a strong Reward & Recognition program to encourage performance achievement
  • Hiring outsiders at senior levels (and at commensurate pay hikes), at the cost of ignoring equally-competent loyal employees
  • Offices offering no transportation options / no cafetarias (especially relevant for large enterprises and those having poor access)
  • Managers promoting unqualified resources for positions that require technical competence, without including the necessary checks and balances (this one is especially demotivating for those who are competent!)

Needless to add, any one who is reading this and cares about doing it right, should do the exact opposite.

If you are an entrepreneur, build your organization the right way, and don’t compromise by hiving off “people management” to some trainee or junior resource. If you are a mid-level manager, watch out for such danger signals in your own enterprise, and try to compensate for what you see around you. If you are in a position of leadership, you can take measures to undo the damage this causes to your staff.

Remember, no matter how long you’ve traveled in the wrong direction, you can always take a u-turn.

Building Organizations That Scale

Have you heard of the ‘King of Murud Janjira’? Nope?

According to a Wikipedia entry:

Janjira State was a princely state in India during the British Raj, located on the Konkan coast in the present-day Raigad district of Maharashtra.

Its rulers were a Sidi dynasty of Arab Abyssinian (Habesha) descent. The state included the towns of Murud and Shrivardhan, as well as the fortified island of Murud-Janjira, just off the coastal village of Murud, which was the capital and the residence of the rulers.

How about the ‘King of India’? Still no?

Yes, I know India is now a democratic nation and has a modern governing structure. But, what about in the days gone by? Sure, India had countless nawabs, princes and other rulers for its provinces and states. But, how did that benefit our resource-rich, culture-rich nation? History teaches us that we were repeatedly plundered by invaders across the world, and ruled by others for nearly 200 years with strategies like ‘divide-and-rule’.

Now, think about the way typical organizations are structured.

Departmental silos abound. Incentives are provided for individual achievement, or at most, a small team’s effort. If one business unit or region implements a novel idea, it is often regarded as unacceptable for others to simply copy-paste it and execute as-is. Basically, everyone agrees that  at least “some creativity” ought to be incorporated while adopting someone else’s idea in your unit, not just resorting to “shameless copying”!

In other words, every one wants to be the “King”, but of their own small kingdom.

Surely, such an organization will spend at least some of its energy fighting internal battles and motivating its employee base. Such an organization will find it difficult to standardize its operations, or achieve scale. Such an organization is likely to get overtaken by unforeseen threats, when it finds itself least prepared.

Think about that for a minute. If you are in a position of leadership or an entrepreneur, what kind of an organization are you building? If not, what kind of a leader are you following?

 

This post was inspired by a meeting with an industry leader of repute, who raised some interesting questions in a business review.

CX vs Hyper Customization

Intuitively, we believe that all customers expect personalization and customization in the products or services they buy. Marketers are told they need to be more ‘relevant’ to the target consumer. Product Managers are taught to map out customer needs, and then address those needs through the products they design. Business folks understand that the revenue numbers they chase will grow as more and more customers see ‘value’ in their offerings. So much so, that n=1 is now the mantra of success – the ultimate segmentation goal is a segment of just one!

But, does hyper-customization always lead to an improved Customer Experience?

It’s a question worth asking, since considerable dollars are being diverted to the pursuit of providing customers with the tools they need, to tailor their experiences to their unique needs.

Take the example of a leading food-delivery app. Its initial mandate was to induce trial among hungry customers by offering them the ability to order food from their favorite local restaurants. As more and more restaurants (and customers) signed up, the app may have attracted bigger rounds of funding. And with it, came even better “features” in the app.

One such feature is the ability to add a “special instruction” along with the order placed. Of course, the app makes it clear that they merely promise to do their best to pass on these instructions to the restaurant. But, what happens if you are allergic to a substance, make a mention of strictly avoiding that substance in your order, and take delivery of a dish that includes said ingredient?

The customization feature in the app offered you the means to specify your needs, but the restaurant did not pay heed to it while preparing your order. By the time the app’s delivery boy arrived, it was too late to re-do the whole order. In such a scenario, who should take responsibility for the end product? Who is accountable for the ultimate customer experience?

Take another example of a leading five-star hotel chain that aims to make a guest’s stay as comfortable as possible. While signing up for its loyalty program some years ago, a friend of mine specified his preference as “smoking room/floor”, and this info was promptly relayed to the reservation systems for all future bookings.

Now, for the past few months, this friend has been working on quitting his smoking habit. Since his office does his bookings, he was not surprised when he discovered during a recent check-in, that he was assigned a room on the smoking floor. However, on requesting a change to a non-smoking floor, he was told that since he is a member of the loyalty program, the system would not allow this change until he logged in to his membership and updated his preference!

Imagine the plight of a weary traveler, at the end of a long working day in another town, made to recall a password to login to a system he hasn’t used in over a year – just to get a non-smoking room! Of course, it is possible to design the system such that this requirement is not mandatory. But, that’s not the point.

In our quest for providing more bells and whistles, more personalization and more customization, we may sometimes lose sight of what truly matters to our customers…

More does not always mean better. Technology does not always enable. And, let’s not forget that CX is how the customer ultimately experiences the product or service.

Richard Branson: Two Gems

The typical commute in Mumbai is harsh, to say the least. And, listening to insightful podcasts is a great way to make the most of your drive time.

One such talk I really enjoyed was a conversation with Richard Branson, founder of the international conglomerate the Virgin Group. Stephen J. Dubner of Freakonomics fame, spoke with Branson as a part of the series: “The Secret Life of a C.E.O.

While the entire series – including this episode – is worth its weight in gold, here are two takeaways that really made me stop and take notice.

1. When asked if he is actually the CEO of any of his companies, Branson had this to say:

… I’ve delegated pretty well all the C.E.O. roles. And I actually believe that people should delegate early on in their businesses, so they can start thinking about the bigger picture.

 

If I’m ever giving a talk to a group of young businesspeople, I will tell them, you know, go and take a week out to find somebody as good or better than yourself. Put yourself out of business, and let them get on and run your business day to day, and then you can start dealing with the bigger issues, and you can take the company forward into bigger areas, and you can — maybe if you’re an entrepreneur, you can start your second business or your third business.

 

And so I think too many young entrepreneurs want to cling on to everything, and they’re not good delegators.

I can’t tell you the number of people I know – personally – who need to hear this and truly internalize it. An “entrepreneur” and a “CEO” are two distinctly different mindsets. Some folks may be able to traverse the two worlds – fleetingly. But doing both simultaneously, and over a sustained period of time, is nearly impossible. The sooner an entrepreneur makes peace with that fact, the sooner he/she will be on the path to growth and success.

2. When asked about his famed approach to motivating people via employee-friendly policies across the Virgin group of companies, Branson replied:

… Let’s just look at this business of forcing people to come to an office.

 

First of all, you’ve got maybe an hour or an hour and a half of travel time in the morning, another hour and a half of travel time in the evening. And, you know, when you’re at the office, it’s important that you say hello to everybody and that you’re friendly with everybody, so you use up another hour or two, you know, socializing with people. Then, because you’re not at home, you need to communicate with your family. So you spend another bit of time communicating with your family. And so the day carries on and you might get a couple hours of work done.

 

If you’re at home, you know, you wake up. You can spend a bit of time with your family. And be a proper father, which is perhaps the most important — or mother — most important things that we can do in our life. But you can also find the time to get whatever your job is done, because you’ve got another four or five hours free to do it. And you know, we’ve never been let down by people that we’ve given that trust to.

Think about that. How many CEOs or business leaders do we know who are sensitive to the realities of day to day Life, the way the average employee perceives them? And, how many organizations can we speak about that actually “trust” their people to this degree? Work-from-home is just one dimension of this thinking; Branson also talks about a ‘prisoner program’ that Virgin runs to employ current and ex prisoners across roles, including in Security!

In my view, there has never been a better time to access the world’s riches. Insights are all around us, and conversations with folks who have done it all, are just a few clicks away. Some of us will make the most of it and learn from these experiences, while some of us will spend our time watching cute cat videos.

Fostering Innovation

We spend most of our lives in an “operational” world – one that is defined by rules, routines and rationality. But Innovation requires a different skillset that includes connection making, curiosity and experimentation. So, how does one go about building a culture that fosters these values?

This week, I had the privilege of attending a workshop run by Amazon’s Innovation team on Customer Centricity and Building a culture of Innovation. And, here are some of the principles that particularly resonated with me…

  • The key is learning how to handle experiments and failure; If you already know its outcome, it doesn’t count as an experiment
  • Culture ultimately drives Innovation; Make sure your hiring, reward & recognition, performance assessment, etc. are all aligned to support it
  • If your focus is on truly improving the life of the Customer, the other business metrics are sure to follow
  • When working on a new product/service, take the MVP route: What is the smallest thing I can do to test my idea? Then, release to users. Then, iterate and improve.
  • Avoid slide decks, and instead aim for simple narratives written in customer-speak; It will provide much-needed clarity on what will really work (and what will not!)
  • When it comes to Innovation, you need to be “Stubborn on the Vision, but Flexible on the Details” ~ Jeff Bezos

Much of this may seem like common-sense, or even something you may have read elsewhere. But, try to implement any one of these (at a team or organization level), and you will truly appreciate what goes into making it happen.

It may take a while to get there, but the reward is well worth the effort.