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The issue with discretionary effort is that it is recognized as above and beyond the first time we do it, but management will set it as the baseline metrics going forward. We went from a team of 7 down to a team of 3. When we lost the first 2 guys, management was initially thankful for everyone putting in the extra effort to keep the business going. However, we soon realized that there was no intention to replace the 2 guys we lost and the extra effort is the new standard going forward. We lost 2 additional guys due to burnout. There is just the 3 of us now and I myself is looking elsewhere since management haven’t been forthcoming with plans to hire and train new employees.

I am always happy to get notified of your videos 😂😂, nice and helpful information, and good visuals

Based

It is my experience that if you don't "keep your head down", then you will actually be moved out. The employee is never supposed to "think outside the box", but are suppose to play act in order to placate management. Employees are not allowed to improve the workplace, employees can't even convince management to do so secretly and without giving them credit. Improvements can't even be attributed to thise that must be fast-tracked.

Capitalists have been verifiably complaining that "nobody wants to work" since the early 1900s. I imagine it goes back farther, but pictures probably weren't widely disseminated then, and the pictures didn't survive the sands of time. You're dead on that it's nothing new.

Well said sir.

Thank you for the wisdom piece 🙏

Thank you

Wao, what a depth of knowledge and good visual presentation 😊

You just give a solution to my worries , thanks kevin 😊

Never knew something so educative about leadership is in here till now

Learnt a lot from this

Glad to come across this channel, thank you for these tips

P r o m o s m

Unfortunately this is seldom the case. Most larger companies use a cookie cutter point system from a company like workday to determine lay off and pay raises. Once a year a supervisor pen whips the reviews and keeps review scores artificially low to accommodate how much the company is willing to spend on raises. Seldom is there any in between conversation about job performance and expectations.

One of the biggest bullshit “requirements I’ve heard of and been apart of with corporate businesses is a mandating a placement or percentage of employees to be lumped in performance categories. Example: Exceptional @ 15% Exceeded 20% Successful 50% Unsuccessful 15% Suggesting that these percentages must be followed is high unacceptable and probably illegal in several states when it comes to rating employees. My current employer used this method years ago and after several lawsuits being filed, they no longer engage in this type of fkery.

I agree with you 100%. For the last 15 years I have been using this approach so that all of my employees know exactly how they performed and what to expect (rating wise) when it comes to receiving any bonuses or pay increases. As for using reviews as a tool for layoffs, this is absolutely acceptable. Using a review as a tool vs others on a team/unit or company is just one of several ways to help decide who to layoff.

Definitely a sound strategy to grow leaders from within. I evaluate companies by whether they have too many senior hires from outside - what does that mean for the current management team?

Can you go more into depth. What is a good CEO pay?

Do away with bonuses and severance packages. Across the board earnings cap. Max pay 85,000 a year. You want more pay buy stock in the company.

I appreciate your perspective but it is sad to see your cynicism. A CEO that is low cost and low overhead gives his company the breath needed to fix the problem. Sure there are guys that do things for the wrong reasons but a real owner will get involved and the problem in the company becomes everybody's problem. Everybody has a part to play, especially the CEO. It's honorable to take a pay cut if you put that money towards fixing the problem but not if you do it to put a Band-Aid on a bullet wound like you said. However a true leader has Grace and knows that sometimes you have to make sacrifices to fix the problem and that's the only way you can truly lead by example is sharing the pain so that you don't have to sacrifice people's livelihood. It's very naive to think that a pay cut of fifty or a hundred thousand dollars, that equates to a thousand a month, won't make a difference. It absolutely does and I save my company doing it several times while growing through obstacles. There's more than one to run a company and there are still some good without there so don't lose hope.

The CEO is also probably making 10x times their salary through their dividends. And people will still praise them because they’re gullible.

usually the COE gets prime stock and makes more from stock dividends payments

Great presentation! I've been working with CEOs to improve earnings for over 25 years, answering precisely the questions you mention. Here's what most are missing. The excess employees evolved over years of change, change in leadership, change in market dynamics and products, and, of course, mergers. . The positions just trickled in, and the enterprise didn't notice. If you have spent much time as a leader in a large enterprise, you know that the things that get in the way of doing the right thing are politics, culture, and siloed groups, all filtering the data the CEO receives. No one noticed as long as the investors were happy. When it's time to face the music, do it right. First, use a third party reporting to the CEO; have the CEO ask the employees to describe the dumb things (aka, bullshit) the company is doing. The death knell for sacred cow departments and stupid policies, and then the third party collects the data and fights the blockers right up to the CEO's staff meeting. No one can be laid off until the leader can prove the work went away first. Now for the morale issue. The remaining employees know they were the ones that came up with the improvements; it wasn't just managers and leaders protecting their turf. The way companies are doing it now is just plain irresponsible. Imagine if an institutional investor asked precisely what you mentioned, "how could you have allowed this to go this far"? That's precisely what the board and investors should be demanding. Here's what that looks like. Their stock was $18; it was recently in the mid-nineties. chiefexecutive.net/employee-engagement-ceos-actually-listening/ this all happen over ten weeks. Three thousand layoffs were pre-announced to comply with the WARN act, the employees got them to the $300 million goal with only 1200 layoffs. Yet, everyone is blindly following the same old approach. Nice piece. Cheers. JIm

let's go Brandon

Another resource on feedback, from our recent newsletter: triangleperformance.com/effective-feedback-in-todays-crazy-times/

another factor is that employer want increasing levels of output, labor to compensation have to make sense. When you first get hired the employee doesnt know the extent of what is required because the hiring body underplays the role and exaggerates the compensation. This is mainly true of small businesses. Small businesses are good for the open market economy but they come with one thing that isnt helpful to the average employee, small minded businessmen.

its called inflation

Because cost-of-living just went up is everything costing more you should want to get paid more this common-sense dumb question ❓

Inflation

short answer is inflation. life is expensive, and or they're prideful and greedy. long answer is that it mattered before too. but at some point an employee becomes established and proves they are worth more. eventually that employee will need more money and or feel that they are worth more money, so they ask for more. asking for a sensible raise after a reasonable time or level of achievement shows they are a high level employee. this is proving they have the situational awareness and pride in their work to know what they are worth and shows their integrity, assertiveness and initiative as an employee to demand appropriate compensation.

Rich people don't even consider poor folks' problems most of the time. It's not something anyone likes to think of, the feelings of panic involved with losing a home or actual hunger they or their family will have to suffer.

What's your point here? Feel like I'm missing it.

The position I find myself in, is after a few weeks they start expecting twice the work

Inflation

I continued learning my trade. I'm a more effective employee now and my value to your company has increased. Therefore, my compensation should also be increased.

I’ll be satisfied when I can live off my compensation

Before i had 2k fun money to use/save ect,now i have 300.idk whats hard to understand about people needing a raise.

What happened is my landlord raised rent 3 times in 3 years and i cant deal with it anymore,sorry to burden you bossman.moronic post.

Its a job money is the only thing that matter. People are SELLING their time to you

“Leaders make decisions” NAH REALLY? I thought the rat made the decisions for them- 💀

Really insightful. Great videos 🤘🏼

good video 👍

So in other words don't be a troll even if the person you're mind fucking deserves. Okay thanks 👍

Thank you for this video.

Excellent 3 points to consider. Change management is definitely a skill - and I’ve seen more poor examples than good ones. 🤙🏼😉

Hey man, this is a really interesting metaphor that I found immediately useful. Thank you for sharing your insights, I'm looking forward to seeing more of your content.

Love it. Don’t beat your best people to death. Key tip - specific feedback on an item or project. Brilliant. Let’s them know you’re watching them, but in a good way.

Good thoughts Kevin. I'm glad to see you putting this together!

“You just can’t fix stupid.” Love the entire second point on unapplied intellect. Good one, Kevin.