Wednesday, June 15, 2016

Before You Quit Your Estate Manager...

Quitting managers is a popular distraction from accepting accountability.

Perhaps the most well-known cliche' within Human Resource Management is: employees quit managers - not jobs. Just Google it, and 150,000,000 results in 0.21 seconds will flood your screen, reassuring people that, yes, whatever ills they perceive at work which are now causing them to think about quitting are, indeed, their manager's fault, nor are they accountable for helping others to understand what their value to the employer could possibly be.

Now, isn't that a relief?

But, hold on a minute here (or should I say, hold on just 0.21 seconds) before diving into this buffet of search engine validation, and let's take a look at that other less-known yet perhaps more rational truism we've occasionally run across: 

While pointing your finger at someone, take a look at your hand and you'll notice three fingers pointing back at you.

This blog prides itself at being a place where domestic workers can check into from time to time, without having to break out their credit card or checkbook and make a purchase. Even most books we recommend on the Good Citizen Reading List can be found at or requested through your public library. Well, here's one book I just like so much, I've devoted this entire posting to it and am willing to mail it to you, completely free, because it's my favorite career development book of all time: How To Be The Employee Your Company Can't Live Without. Favorite I say, not because the author is world famous or the material based on academic studies within the OD community - as are some of the others on the list - yet because the material still rings true and, look out now because here it comes toward us, right at this moment: 

You, are responsible for demonstrating your value to your manager.

Shocker, yes? I thought so, too, the very first time I read this book in 2008 and began absorbing the material. In fact, the first time I read it, I put it back on the shelf and tried to forget all about it, it just seemed too radical of an idea. I mean, me, responsible for my performance and behaviors at work? It was just too ridiculous, too foreign an idea,
This whiny character is adorable
on TV,  but not on real teams.
too big a departure from all I'd seen written in management books or been exposed to otherwise. After all, it's so much easier to blame others for our shortcomings and that approach has a much larger support network built into our society, our communities, our industries, our workplaces, and even ourselves. There's so much support for blaming others, in fact, that some workers actually quit their jobs yet then still keep coming through the door every day - as nutty as that sounds and as we've highlighted in a previous post about that disastrous phenomenon!

Workers asking relentlessly of their managers and of their companies: what have you done for me lately? has led, naturally, to these 150,000,000 results for those all too eager to absolve themselves of control over their own success - and their accountability to those who are signing their paychecks every week - in addition to the real shocker, which is remaining blind to those three fingers pointing back at them.

Well, we do acknowledge for a moment here: there really are some workers who quit their jobs - despite having fantastically supportive managers - simply because they've outgrown the position, one which cannot realistically be enlarged and they need a bigger challenge to keep pace with the level of responsibility they can now offer; or, maybe they just want a career change and to provide value to employers by using a different skill set. It's also no secret there's some truly bad managers out there - those with limited communication skills and who don't provide their staff the tools needed for success; and much of this blog focuses on what managers can do to help create the best workplaces, those which are happy, healthy, efficient, and focused on performance. 

Yet, no managers have superhero powers, and the best ones out there - the type we all want to work for - cannot make your career and daily behaviors their full-time occupation and responsibility. And that's where responsibility comes in, because everyone, not their particular managers, whether they're great, awful, or anywhere in-between those two extremes, is ultimately responsible for demonstrating their own value to their estate. Few, if any, management or leadership books I know of have addressed this ground level reality of the day-to-day workplace, and it's why I'm excited about promoting this resource to you. 

I'm so certain of the foundational value of both this approach and this book, that I offer to send (within the U.S.) a hard copy of the book to any reader of The Domestic Staff Citizen, at my expense. Please note that I'm not being compensated by the author or
publisher; it's simply my passion for helping others succeed with the same material I've found useful, and of course, when we believe strongly enough in something, we like to share it with others. Naturally, this offer is limited because financial resources for this project are limited as well, but I'd like to give away as many copies of the book at I'm able. Please contact me and tell me a bit about yourself, including your phone number, too, and we'll have a brief chat and I'll then send you the book. 

All I ask in return is you actually read the book within the same week that you receive it, consider each of its 18 ideas and place a few of them into practice, and then to write a brief guest post for this blog telling about how this self-empowering approach toward work has inspired you (or your staff) to actively demonstrate value to your employer.. and to become..

the domestic workers your estate can't live without.

For your free copy, please write to me through the contact form on the home page.

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