Workplace myths you should stop believing
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I’ve spent a majority of my career in a management position and along the way I’ve endured success and failure. I’ve found that “thinking outside the box” and “putting yourself in someone else’s shoes” are essential keys to success in any workplace. A recent report from Forbes reveals “Workplace Myths” that people should stop believing … some good advice! Some of the myths mentioned include:
Money is NOT the best motivation:
YES we ALL would like more money! However in a recent survey, employees put “feeling appreciated” and having a “good relationship with co-workers” at the top of the list to being happy at work. Money fell farther down the list. If you build a team that encourages and supports one another and continuously recognizes individuals, you’ll see better results.
Working 8 Hours a day DOES NOT produce better results:
Studies have found when people have shorter work days and more breaks more often, productivity rises. Putting an employee into an 8 hour workday with the standard lunch break and two quick breaks drags on an employee and decreases productivity. Many new age companies in the US and most in Europe have adopted shorter workdays and offer more time off. The result shows happier employees, better productivity and a lower exit rate.
DON’T Buckle Down and just get to work:
Research shows that time, patience and planning produced the best results rather than just “jumping” on a project. If you think about it, putting your head down and going to work just to get the job done sometimes produces mistakes. Taking your time to properly plan then execute eliminates most mistakes. “Fast is Slow, Slow is Smooth”
The BEST MANAGERS are NOT the highest achievers:
Just because a manager can “Do It All” and puts in all the hours doesn’t necessarily mean they’ll be the best in management. The best managers have the ability to discover the talents and skills of their employees and capitalize on those to produce the best results. Managers that fail to do so see a higher exit rate or create the “revolving door” of employment.
Read the full article from Forbes HERE / Source: Forbes.com
