Morale Builder vs Destroyer

Happy New Year Folks!!

To start this year's blog, I just wanted to share 2 contrasting messages (email and method) which can make or unmake a leaders mandate. Read along and hope you pick up the lessons learned in between!

5 Ways to to MOTIVATE PEOPLE:
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1.Money: This is one of the most effective and powerful reward

2.Awards and gifts: Recognize superior service by giving high quality gifts such as pens, planners, shirts or gift certificates to popular restaurants

3.Public recognition: Post the employee's name in a newsletter, memo or letter that will be seen by his or her peers

4.Praise: One of the best ways to show appreciation is to tell employees how important they are

5. Responsibility: Added responsibility, promotions or new training will motivate employees and quell any feelings of monotony

Motivated employees do a better job of serving customers. Happy customers buy
more and become committed patrons. And in the end, more customers buying more products and services increase your profitability and success.

On the contrary, here's an excerpt of a single email to DEMOTIVATE employees.

1 EMAIL TO DEMORALIZE YOUR PEOPLE:
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From: Patterson,Neal
To: DL_ALL_MANAGERS;
Subject: MANAGEMENT DIRECTIVE: Week #10_01: Fix it or changes will be made

Importance: High
To the KC_based managers:

I have gone over the top. I have been making this point for over one year.

We are getting less than 40 hours of work from a large number of our KC-based EMPLOYEES. The parking lot is sparsely used at 8AM; likewise at 5PM. As managers -- you either do not know what your EMPLOYEES are doing; or YOU do not CARE. You have created expectations on the work effort which allowed this to happen inside Cerner, creating a very unhealthy environment. In either case, you have a problem and you will fix it or I will replace you.

NEVER in my career have I allowed a team which worked for me to think they had a 40 hour job. I have allowed YOU to create a culture which is permitting this. NO LONGER.

At the end of next week, I am plan to implement the following:

1. Closing of Associate Center to EMPLOYEES from 7:30AM to 6:30PM.

2. Implementing a hiring freeze for all KC based positions. It will require Cabinet approval to hire someone into a KC based team. I chair our Cabinet.

3. Implementing a time clock system, requiring EMPLOYEES to 'punch in' and 'punch out' to work. Any unapproved absences will be charged to the EMPLOYEES vacation.

4. We passed a Stock Purchase Program, allowing for the EMPLOYEE to purchase Cerner stock at a 15% discount, at Friday's BOD meeting. Hell will freeze over before this CEO implements ANOTHER EMPLOYEE benefit in this Culture.

5. Implement a 5% reduction of staff in KC.

6. I am tabling the promotions until I am convinced that the ones being promoted are the solution, not the problem. If you are the problem, pack you bags.

I think this parental type action SUCKS. However, what you are doing, as managers, with this company makes me SICK. It makes sick to have to write this directive.

I know I am painting with a broad brush and the majority of the KC based associates are hard working, committed to Cerner success and committed to transforming health care. I know the parking lot is not a great measurement for 'effort'. I know that 'results' is what counts, not 'effort'. But I am through with the debate.

We have a big vision. It will require a big effort. Too many in KC are not making the effort.

I want to hear from you. If you think I am wrong with any of this, please state your case. If you have some ideas on how to fix this problem, let me hear those. I am very curious how you think we got here. If you know team members who are the problem, let me know. Please include (copy) Kynda in all of your replies.

I STRONGLY suggest that you call some 7AM, 6PM and Saturday AM team meetings with the

EMPLOYEES who work directly for you. Discuss this serious issue with your team. I suggest that you call your first meeting -- tonight. Something is going to change.

I am giving you two weeks to fix this. My measurement will be the parking lot: it should be substantially full at 7:30 AM and 6:30 PM. The pizza man should show up at 7:30 PM to feed the starving teams working late. The lot should be half full on Saturday mornings. We have a lot of work to do. If you do not have enough to keep your teams busy, let me know immediately.

Folks this is a management problem, not an EMPLOYEE problem. Congratulations, you are management. You have the responsibility for our EMPLOYEES. I will hold you accountable. You have allowed this to get to this state. You have two weeks. Tick, tock, tick tock...

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HAPPY NEW YEAR!!!