Using Email as a Force for Good, not Evil

Join Jed and Bob as they discuss how you can get a grip on the email that gets sent to you, and how you can be a better at email etiquette to minimize the pain of those around you.

Watch the ‘Using Email as a Force for Good, not Evil’ Video (14 mins 41 sec):


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Email is Evil

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Any self-aware person will know that email is evil, so we will discuss how to make it less evil.  How can you be more productive with email?

Below we discuss why email is evil, and what you can do about it:

  • Why Email is Evil.
  • Making Incoming Email Less Evil
  • Making Outgoing Email Less Evil

Why Email is Evil

  • It’s a time killer. Some people report spending up to 20 hours per week dealing with email.  In almost all cases, this is way too much.
  • Email is not an effective way to communicate.  Email is a horrible way to communicate with others.  It lacks context; emotions are easily misconstrued; and it is too impersonal to be meaningful.  It can be a useful tool for moving information around, but that is not the same as communicating.
  • Email is particularly evil when users feel the pressure of instant or “pavlovian response”.  Just because the email chime sounds, doesn’t mean you have to check to see who has sent you a note.
  • It looks and feels remarkably like work.  Email is not work, although we like to think that it is.  It is an escape from work at its worst, and at its best it should be an enabler of work, or a tool.  However, never mistake the managing of email as actual work.

How to Make Incoming Email Less Evil

If you believe that email is evil, then your mission now must be to figure out what to do about it.  You don’t have much control over what email gets sent to you, so you need build coping strategies into your day:

  1. Limit your time on email.  You need to block time daily to deal with email, and once that time has elapsed, you need to go do some real work.  For example, you may want to set aside 30 minutes each morning to deal with you email, and then another 15 minute follow up in the mid-afternoon.
  2. Turn off the email chime.  It is a cruel joke that a bell sounds every time we get an email.  If you feel pressure to check your email every time you hear the bell, you should turn the bell off.
  3. Deliver all cc emails to a separate folder outside your Inbox.  Many people copy the whole world on their emails, so you should consider any email that is not addressed to you directly to be of secondary importance.
  4. Create expectations in others as to how you will respond to email.  Many people expect an instant response to email.  It is up to you to temper this expectation.  In some professions, it is necessary to have a turnaround time of minutes on an email.  For the vast majority of us, this is not necessary, and you should let people know that you only look at your email once or twice a day.

How to Make Outgoing Email Less Evil

You want to make sure that your actions are not contributing to others’ ongoing struggle with email.  To that end, exercise as much self-control as possible when sending email:

  1. Use “Reply to All” sparingly, if ever.  Don’t jam up others’ email inboxes unnecessarily.
  2. Never use email to deal with an emotional issue.  When dealing with an emotional or otherwise potentially volatile issue, you need to choose a different communication media.  Email is not appropriate.  And certainly, never send an email in anger – you will regret it after the fact, and there is a permanent record of your outburst.
  3. Compose email properly.  We don’t claim to be the etiquette police, but there are some simple rules for using email.
    1. Spelling. You look like a dolt if you send an email full of spelling errors – especially considering most email applications point out those spelling mistakes.
    2. Don’t use all caps.  It’s an old rule, but it really does show a lack of consideration (or awareness) when you send out an email all in upper case.
    3. Remember there is a permanent record – don’t say inappropriate things.  Much like that inappropriate comment you wrote into someone’s high school yearbook, you can’t take it back after the fact.
    4. Don’t send one-word responses such as “thank you” or “OK”.  Assume the other person would prefer not be thanked over having more junk in their Inbox.
    5. Put something meaningful in the “Subject” box.  Many people delete email without opening it, and the best way to make sure your email is deleted without a view is to skip the subject box.

3 Things to Remember About Why Email is Evil:

  1. Email is not work, nor is it productive.  It is a necessary evil (at best).
  2. Use it as a tool, but don’t let it manage you.  If half your work day is spent dealing with email, you need to make some changes.
  3. Use the E-Golden Rule:  treat others on email, as you wish to be treated.

Watch the ‘3-Minute Crash Course’ about Email is Evil (CLICK THE ARROW TO START THE VIDEO):

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Using Email More Effectively

We invite you to join the Wily Manager guys this week as they talk about how we can all better use email.  It’s not going to go away, but there may be ways to use it more effectively.

Monday’s Tip: Limit the amount of time on email daily. Email is a time killer.  Set the clock for the maximum amount of time you will spend on email, and deal with things in descending order of priority until you run out of time.

Tuesday’s Tip: Don’t use “Reply to All”. There are very few circumstances when this button should be used.  Spare others the pain of bulk communication, and reply to individuals separately if need be.

Wednesday’s Tip: Deliver cc emails to another folder. If it’s not important enough to be addressed to you, it probably doesn’t warrant your immediate attention.  Adjust your Inbox settings to deliver cc emails to a different folder.

Thursday’s Tip: Don’t communicate difficult issues via email.  Email is not the place for emotive issues.  Use email to move around information, but anything remotely emotional requires an in-person meeting, or at least a phone call.

Friday’s Tip: Turn off your email chime. Without the chime constantly dinging, you can be more disciplined about only viewing your email a couple of time a day, and minimize the risk of email running your life.

Cross Cultural Conflict

A few years ago, I did a project with a company that was a joint venture between a British Company, an American Company, and a Canadian one.  It was in the Utility sector, so you would assume that very similar parent companies, from very similar countries would have no problem integrating their cultures.  This was an excellent example of why one should never assume.

The United States and Canada are both former colonies of the UK, and all three countries share a language (with respect to the one-third of Canadians who are French speakers).  How different could they be?

On Managing Conflict:

  • Americans argue hard for their viewpoint, and ultimately get along at the end of the day
  • The British are much more reserved and polite, but will express dissent.
  • Canadians avoid conflict at all costs – often to their detriment

 

On Working Hours:

  • Americans work 12 hours a day, and rarely take more than a few days off in a row
  • The British work hard on a daily basis.  They also have 8 weeks vacation (holiday) per year, and take a minimum of two weeks off at a time.
  • Canadians are about half way in between the two, unless there’s a hockey game on TV, in which case they go home early.

 

On Dealing with Governments (we were constantly moving people between the three countries)

  • The American Government was a nightmare to work with.  They constantly change immigration rules, and won’t provide any reasons or justifications for doing so.
  • The British Government was consistent, although highly bureaucratic and cumbersome in its process.
  • The Canadian Government was consistent with its expressed goal of making it easy for skilled people to enter and work in that country.

 

On Language

  • Americans speak “Microsoft English” – the easiest and most identifiable form of the language.
  • The British contingent from England spelled some things differently, but otherwise communicated well.  The Scottish contingent constantly baffled all the rest of us with their use of the language.
  • The Canadians sounded like the Americans; spelled like the British; and threw in some French spellings just to throw everyone else off.

 

On the Metric System

  • The United States is the only country in the world that still uses the outdated and cumbersome Imperial Measurement system.
  • The British were very frustrated when they hopped in their Audis and BMWs that the speed limit was 65mph, rather than 110 kph.
  • The Canadians were baffled that 32 degrees was miserably cold, rather than miserably hot.

 

On “Entitlement Mentality”

  • Americans don’t feel much entitlement, but rather feel the individual is responsible for his/her own circumstances.
  • The British have some Entitlement Mentality – particularly when it came to the private American health care system. (“I have to pay for this!?!?”)
  • The Canadians had a bad case of entitlement mentality.  Perhaps it was because most of the people working there had been government employees before the utility was privatized.

 

In the end, we managed to make this company work, but don’t ever underestimate cross-cultural issues even in seemingly similar cultures.

Constructive Conflict

Join Jed and Bob as they talk about why some conflict is good, and how you can encourage conflict amongst your team members.

Watch the ‘Constructive Conflict’ Video (14 mins 20 sec):


Download the ‘Encouraging Conflict’ Cheat Sheet, Video, Audio, and Slides

Encouraging Conflict

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So why would anyone want to encourage conflict?  Below we talk about the following aspects of Encouraging Conflict:

  • Why Encouraging Conflict is Good
  • Warning Signs that your team doesn’t have enough conflict
  • Steps to Encouraging Conflict
  • Three Things to Remember about Encouraging Conflict

Why Encouraging Conflict is Good

Teams that don’t have enough conflict run the risk of sub-optimizing their performance.

  • Conflict often extracts the best ideas.  Discussion that involves respectful disagreement yields results and insights that would not otherwise surface.
  • By Encouraging Conflict crucial topics get addressed and real solutions  are discussed and determined.
  • Encouraging Conflict stifles the “pocket veto” and backroom politics.  It ensures that disagreement and dissent occur within the meeting, rather than outside it.

Warning Signs that Your Team Doesn’t Have Enough Conflict

  • Your meetings are BORING.  If everyone always agrees, then you may need to do a better job of Encouraging Conflict.
  • Back-channel politics and personal attacks thrive.  Without Encouraging Conflict, the meeting ends, and then the real discussion takes place without all the players at the table.
  • Your team avoids controversial topics even when they are critical to team success.
  • Silence is viewed as agreement … and many team members remain silent.  If your team meetings are very quiet, you may need to Encouraging Conflict.

Steps to Encouraging Conflict

  • Create a safe environment by starting with Team Trust.  If there is a low level of trust amongst team members, you will not be about to Encouraging Conflict.
  • Seek out alternative viewpoints by asking for them.
  • As the leader, hold back on your opinions for a time, and encourage hearing from others.
  • Assign a meeting role of “devils advocate”.  By having a person assigned to disagree, more issues will be put on the table.

Three Things to Remember About Encouraging Conflict:

  1. Although we have advocated that some conflict can be productive, not all conflict is, so be careful not to over do it.
  2. Build your team with diversity in mind.  If you select people for your team that always agree with you, it will be very difficult to Encouraging Conflict.
  3. Attack the problem, not the solution or even the idea.  Make sure conflict is never personal.

Watch the ‘3-Minute Crash Course’ about Encouraging Conflict (CLICK THE ARROW TO START THE VIDEO):

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Encouraging Conflict

This week the Wily Manager guys talk about how and why you would want to encourage conflict in your organization.  No… it’s not about fist fights in the hallway, but it is about encouraging dissenting viewpoints.  Does your team get along too well?  Read on.

Monday’s Tip: Realize that some conflict is good. Don’t make the mistake of believing that everyone always agreeing and getting along is a healthy thing.  People should debate, argue and disagree in the normal course of their lives.

Tuesday’s Tip: Question if your team has enough conflict. Are your meetings quiet?  Do the decisions get made outside of formal meeting times?  Do people avoid controversy?  You may need more conflict.

Wednesday’s Tip: Appoint a Devil’s advocate at each meeting. If people won’t disagree naturally, then assign someone to do it for you.  You can also ask, “What would someone who hates this idea say?”

Thursday’s Tip: Don’t ever make conflict personal. When conflict becomes personal, it is destructive, and is more likely to be avoided.  To encourage conflict, people need to know they won’t be attacked personally.

Friday’s Tip: Build your team with diversity in mind. If you build a team where people are afraid or unwilling to disagree with you or others, you will not have the diversity required to perform at a high level.

Firing People is Underrated as a Motivational Tool

Firing people is really under rated as a motivation tool – hear me out.

It’s not about punishment and intimidation – those things only work for short periods of time.  AND — as soon as you turn your back, people go back to what they were doing before.  It’s also not very nice.

Rather – by removing a consistent poor performer, you do that person’s peers (the rest of your team) a tremendous service.  If there are six people working on a team, and I am consistently not pulling my weight, then the impact of my non-performance is far more tangible on my peers than it would be to my boss.

This lesson was delivered home to me back when I had a real job as a manager – one that required me to occasionally fire people.  One member of our team constantly called in sick on short notice – a behavior that significantly, and negatively impacted his co-workers.  A bunch of us ended up working late because this person had called in sick, and we decided to go for a beer after work.\

We walked in to a local pub about 9pm, and saw our absent co-worker dancing on top of speaker.  It was quite obvious he’d been there for some time.  Apparently this fellow wasn’t very smart either – he chose to go partying at a place a block from work.

It was an easy decision to fire him, but what happened next surprised me.  Several of his peers thanked me getting rid of the guy, and one even challenged me on what took me so long!

I’m not suggesting you fire the bottom 10% of performers every month.  I am suggesting you provide crystal-clear expectations, do everything you can to help people be successful, and when the occasional person chooses to consistently betray his team and not perform, that you do not hesitate to remove that person.

Channel your “inner-Trump”.  Your team will thank you for it.

 

 

 

Team Motivation Activities

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It’s not about silly games, but rather Team Motivation Activities should be about how you manage your business and lead your people.  Below we talk about 5 Team Motivation Activities that can make a difference with your team.

This topic was inspired by a question from Matt, a Wily Manager member:

“Hey Wily Manager Team,

Thank you very much for the podcasts.   I know how to motivate one person at a time, but my question would be, how do you motivate a whole team that has no career aspirations and hardly any motivation to achieve their goals.”

Well, Matt – thanks for your question on Team Motivation Activities, and here’s some food for thought.

5 Team Motivation Activities

  1. Figure out what makes your people tick
  2. Set and communicate clear expectations
  3. Administer consistent reinforcement and consequences
  4. Promote healthy competition
  5. As a last resort, change out team members

These five team motivation activities may not be as much fun as a day-long high-ropes course, but they are much less expensive, and these activities have tangible outcomes.

Figure Out What Makes Them Tick

Your very first team motivation activity is to recognize that every person is different.  You need to determine why your team members may not be motivated.

  • Remember that everyone’s behavior makes sense to her.  You need to ask, “why would people behave or react in this way?”
  • How has the team historically been led?  If people have not been adequately led, they may have no historical incentive to go above and beyond.
  • What has been reinforced and rewarded?  If people have no career aspirations and are generally lazy, then this is what has historically been reinforced.
  • Has poor performance been dealt with?  If problem performers have not been addressed, then people will withdraw their discretionary effort.

Create Clear Expectations

Before a manager can bemoan his people’s inability to get things done, he needs to ensure those people have been provided with clear expectations.

  • Is there initiative overload?  Is effort diffused by dozens of different issues all demanding your people’s attention?  If this is the case, they end up doing all of these things poorly.
  • Overwhelmed by HQ?  If you work in a large bureaucracy, it is quite possible for multiple (and sometimes competing) directions are coming from head office.  Much like initiative overload, it diffuses people’s energy and ensures nothing will be done well.
  • Are there 4 – 7 key team goals for the year?  If there are 50 or 60 goals, your team will become frustrated and give up.  The most motivated teams are those who can rally around a limited number of achievable goals.
  • Is there one overarching objective or a clear vision?   For example:  “Be top 5 sales team in the country in 2012?”

Consistent Reinforcement and Consequences

Managers need to reinforce the behaviors they want to see, and respond appropriately to behaviors and performance that does not meet their expectations.  Unfortunately, many leaders believe that reinforcement and rewards are the responsibility of the HR group.

  • Look beyond variable compensation (or any other HR initiative).
  • Consistently reward desired performance in a way meaningful to the recipient.
  • Deal with poor performance swiftly and decisively

Promote Healthy Competition

  • Don’t pit people against each other, but encourage healthy competition:
    • Reward top performers on a regular basis
    • Public accountability where appropriate

Change Out Team Members

In some cases, when everything else has been tried, a manager must make the decision to terminate an employee’s employment.

  • You need to give everyone every opportunity to be successful.
  • When people choose not to be successful, make changes

BEWARE:  If you go overboard (and fire too many people), it will be obvious to all, that the problem is you, and NOT your people.

Three Things to Remember about Team Motivation Activities

  1. Treat people as individuals – all of your efforts must be motivating in the eyes of the recipient – not you as the manager.
  2. Be consistent — you need to reward people regularly, and deal with poor performance consistently, without bias, and quickly.
  3. Don’t abdicate leadership to HR or anyone else.  As a manager, it is your job to lead your people, not HR’s.  Use HR as a resource where you can to better lead your people.

Watch the ‘3-Minute Crash Course’ about Team Motivation Activities (CLICK THE ARROW TO START THE VIDEO):

Looking for the Full-Length Podcast/Video? …

Get Instant Access to 200+ Cheat Sheets, Videos, and Other Immediately Usable Tools for Busy Managers – Try Out a Wily Manager Membership Today!

 

How Do I Motivate My Whole Team?

Join Jed & Bob as they discuss moving beyond silly games, to five tangible things you can do to motivate your whole team.

Watch ‘How Do I Motivate My Whole Team?’ Video (16 mins 31 sec):


Download the ‘Team Motivation Activities’ Cheat Sheet, Video, Audio, and Slides