Ducks In A Row: Changing Office Attitudes
by Miki SaxonA few days ago Kiva left this comment on a post talking about diversity of thought as opposed to visual diversity, “My office engages in some diversity of sex and skin color, but they’re stuck at only truly valuing rank and position. Any way to get them beyond that when they don’t seem to even see others?”
I felt that the subject would be of interest to many of you and said I would respond this week in a full post.
There’s no simple one-size-fits-all answer to this because the cause depends on the circumstances and people involved.
So let’s look at four basic scenarios of what may be going on and what you can do.
Scenario 1: The most common assumption is that the TD (top dog) from whom the company/department/team’s culture flows is a jerk. This is also the cause that many people prefer, since it takes all responsibility off their shoulders, leaves them free to complain, solicit sympathy from friends or wallow in self-pity.
It’s not the most common cause, but if you’re absolutely sure of your appraisal the solution is simple—polish your resume and get out. Until you can leave do the best work you’re capable of doing, learn everything possible and cultivate senior colleagues who can serve as references in the future.
Scenario 2: The TD doesn’t realize it’s happening. Actually, it’s easier than you think for this attitude to invade a culture and grow into something that is highly demotivating for “the rest.” Discuss your perceptions with an ‘insider’ whom you trust to consider it openly and speak honestly with you.
I’ve found that a conscious effort by some of those in the ‘in-group’ to seek out and publicly laud unrecognized talent based on pure achievement can wake up an oblivious TD. Of course, high turnover of those outside the magic circle will do the same thing, but it’s a tougher road. Just don’t be upset if you’re not one of those recognized.
This brings us to the next two scenarios, both of which respond to the same corrective measures
Scenario 3: The problem is one of perception (yours) as opposed to more objective fact. This frequently happens when workers feel they are contributing at same level and quality as those being recognized.
Scenario 4: An enormous number of Millennials were raised on praise. When employees look for recognition for doing what they were hired to do adequately as opposed to doing more or doing it better they can be disappointed.
For both three and four, start with a non-partisan discussion with someone knowledgeable of the situation who will be objective can tell you if you need to rethink your own actions and/or attitudes, since
None of this is very comfortable, but the second two are actually easier to correct than the first two, since you have far more control over yourself than you do over others.
Have you faced similar situations? How did you handle them?
I hope you’ll take a moment to share your experiences with the rest of us.
Your comments—priceless
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Image credit: ZedBee|Zoë Power on flickr
