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Old Money Habits Die Hard, if at All

 

I hate to waste money, but for the past six months I’ve been driving my new red Tesla which is the most enjoyable car I’ve ever handled.  I’m able to listen to every radio station in the world, including News Burundi.  I now have a trunk in front and a trunk in back, so my new car serves as an even better portable closet than my last one with hardly any storage space at all.

The two factors which I most love about my Tesla are:

1.    The burst of speed.  I haven’t been pulled over for speeding yet, but I do accelerate from 60 mph to 80 mph rather swiftly.  In fact, if I aim for 80 I usually hit 92 before I notice and throttle back.  Oh, well.
2.    No gas.  I haven’t visited a gas station in the past six months.  I plug my car into its special electrical outlet at home every evening, and in the morning I’m ready to drive another 200 miles.  When I drove to Monterey I did stop twice at a Tesla charging station where the price for the electric charge was right.  It was free.

Of course, there is always a little trouble in paradise.  In this case the difficulty was announced by a flashing light on my Tesla dashboard, proclaiming that the tires had low pressure.

My first line of defense was to ignore the flashing light.  Sure enough, it soon went dark, validating my approach.  I properly assumed that there was an electronic malfunction rather than a tire problem.  During the next several weeks the flashing light and I established an intermittent relationship.  It blinked.  I ignored.  Blinking stopped.  Until today.

This morning, as I backed out of my garage, the blinking light was joined by a rather nasty “beep beep beep,” and the message changed to “very low tire pressure.”

Fortunately I remembered where there was one of those relics – a gas station – on my way to work.  I stopped to fill my tires, and immediately encountered a problem.  There was a $1.00 charge for using the air pump.  As I walked around the rear of my car, intending to drive on to work, I had the following internal debate.

“How dare they charge a dollar for air.  Air should be free.”
“But Alan, they have to stay in business, and they’re selling less gas all the time.”
“But a dollar?  Why not twenty-five cents?”
“What difference does it make?  You’re not buying gas anymore.”
“Maybe there’s a station down the street where the air is free.”
“You don’t have time.  And you’re driving on the freeway later.  This is a safety issue.”
“Suppose the machine takes my four quarters and then doesn’t work?”
“Alan, shut up and just do it.”
“I don’t know if I even have four quarters.”
“DO IT!”

That’s the way this type of inner debate usually ends.  Normally reason trumps emotion, but my emotional habit is to save every dollar I possibly can.  I had a similar debate with myself in a men’s room yesterday.  A penny was lying on the restroom floor.  It was a bright copper penny.  But I had to bend over to pick it up.  In that case emotion won.  I picked it up and dropped it into my pocket, vowing to write an article in a few years about how I turned the penny into a million dollars in my spare time.

Of course, now that penny is gone, together with 99 of its brothers and sisters, disappearing into the machine selling me nothing but air.

I don’t know how I’m going to explain this to my wife.  She’s going to laugh at me.  I spent $1.00 this morning for air.

Alan

 

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5 Ways to Make the Annual Review Process Less Painful

 

Last week, I wrote an article for Fast Company magazine’s on Bottom Line blog, which is based on my next book, People Tools for Business (out this September). It’s about my approach to the annual review that many employers and employees face each year, and how I’ve learned how to make this usually dreaded process a positive experience. I’ve re-published it here on my blog. Enjoy!

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5 Ways to Make the Annual Review Process Less Painful

I’ve supervised hundreds of employees, and I can say without a doubt that one of the most difficult parts of being a manager is the dreaded annual review process.

To take the fear out of this necessary process, I’ve developed a unique approach over the years that has helped me transform this annual event from one that I loathe to one that I look forward to.

Here are five actions that can help you take the “dreaded” out of annual review:

1. MAKE IT A TWO-WAY REVIEW

Why should we think of the review as being only about the employee? Your employees are your coworkers. Every one is a crewmember on the same ship, headed toward the same destination, and seeking the best possible performance for the company.

The most important shift I’ve made with my annual review has been making it a review of my own performance as well as my employees. I always ask them how I, or the other managers, can assist them to perform better.

If my employees aren’t performing as well as they can, perhaps they lack the proper tools or training. Maybe they don’t feel appreciated and, as a result, are not as involved as they might be.

Tools, training, and the expression of appreciation are the responsibility of the employer, not the employee, and the annual review is a great way to find out how you can do a better job of supporting your team.

2. DON’T WAIT UNTIL THE END OF THE YEAR

Keep your employees up to date on how they are doing during the year, rather than saving up your feedback for the annual review.

Offer approval to encourage them and suggest course corrections to help them focus on what needs to be changed. If you have properly helped your coworkers throughout the year there will be no unpleasant surprises for either of you during the annual review.

3. DON’T PROCRASTINATE

When it’s time for the annual review, make sure to conduct it within a week or two of your employees’ anniversary date. It’s not fair to your team to delay information which is important to them and to keep them walking on eggshells, waiting for the knife to drop. And you don’t want to skulk about the office hiding from someone.

4. ENCOURAGE SELF-REVIEW

Ask each person being reviewed to evaluate him or herself, encouraging them to write down their accomplishments of the past year and goals for the coming year. Not only does this help your employees learn the valuable skill of self-assessment, it also shows how much you respect and appreciate their opinions.

Before or during the review you can also ask the reviewees what salary they think they deserve, and use their recommendations as a guide.

5. ADD A BONUS

If a member of your team has made an outstanding contribution to the company that saves time and money, increases profits and productivity, or improves the working conditions in the office, consider awarding them a one-time bonus. This way, the annual review can be just as much about rewarding performance as it is about offering constructive suggestions on how to improve.

Why shouldn’t you want to encourage the best performance possible, and pay fairly for that performance? If all of your employees felt unfairly compensated and failed to show up Monday morning, your business would instantly disappear. Each of them is there because they are good at what they do, and they could always find a position somewhere else.

Alan

 

 

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Belt Buckle: Actions Always Speak Louder Than Words

 

“It’s simple,” the all-star defensive lineman explained.

“The great ball carriers like Jim Brown or Gale Sayers fake with their eyes, they fake with their heads, fake with their shoulders. But they can’t fake with their belt buckle. Wherever that’s going, that’s where they’re going.

“I just watch their belt buckle.”

When I was young I asked many girls at my high school to go out with me. Since I was not every woman’s dream date—all right, I was president of the chess club—my invitations were refused, often indirectly.

“Oh, I’m so sorry, but I’m busy next Friday night.”

“How about Saturday night?”

“Let’s see. No, I guess I’m busy then, too.”

“A week from Saturday?”

“I really can’t commit that far in advance.”

I cringe now when I think of how many years it took me to realize that while her words were polite, each woman’s belt buckle just wasn’t going to head into my VW Bug.

With this realization I started down the path to understanding that words, including words of promise, are not the same as performance.

It’s human nature to avoid a situation you think might be unpleasant, especially, for me, direct confrontation. That’s why words and actions often diverge.

“The check is in the mail” is not the same as the check itself.

“I’ll call you tomorrow” is not the same as calling tomorrow.

I’m sure you have had similar experiences, and may have reached a similar conclusion. On a deeper level, which we may not even be consciously aware of, when words and actions diverge there is an injury on both sides of the belt buckle. How many times can my actions fail to line up with my words before the sum of my small deceits takes its toll? How often can I dodge the truth of my own intentions by saying to myself, “Oh, I didn’t want to hurt her feelings,” before I lose the connection with my own heart?  Before I become a living contradiction?

Why do we act this way? Why aren’t we forthright, with our words and actions (our belt buckle) moving in sync?

It’s clear to me that we avoid saying our own truths out loud because we attempt to avoid rejection and allow our personal insecurities to overrule the silent truths that always live in our hearts.

I want to rely on both your words and your actions.  I focus on your belt buckle because I want to be safe. I want to banish the unknown and accurately predict my future with you.

My dad says that if you’re willing to promise something you should be willing to write it down and sign your name to it.

I am grateful for my relationship with my father.  Dad’s belt buckle often rode in my VW Bug with me. In fact, he was there simply because I thought about him and felt his presence. Relationships are like that. They are always with you. Harmony of thought and action, repeated over the years, nurture strong relationships. We have the opportunity to know ourselves more and more as we make our way in this world, and injuries can heal if we are not reinjured by constant reappearance of small or large deceptions.

I sometimes wonder if, for a week, I should write down all of my promises. How high would that stack of stated intentions be, and how often would my actions match that stack? Consciously or not, we each wrestle with this problem. We can duck and weave, fake with our eyes, our shoulders, and especially our words as that opposing lineman of truth looms over us, but the belt buckle always reveals the authentic tale of who you and I really are.

I can be tricked by words, but I’m seldom fooled by actions. Be careful, Jim Brown. I’m watching your belt buckle.

Alan

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