When you hate it! What to do when you really want to leave your job. -The Imperfect Org



Don’t dwell on what you hate. Think of it as your thoughts being the match that ignites the flame.
Dwelling on the aspects that you dislike, annoy, irritate, and infuriate you does nothing but continually add fuel to the fire.  There are many things in life that will torture us if we keep our minds circling around those prevailing thoughts. So why torture yourself in overthinking and dwelling on something you hate.  It will do nothing but add to your stress, and increase anxiety prone illnesses.  So do yourself a favor, STOP THINKING!”
Find ways to distract yourself
In tough situations, our minds want nothing more than to be free from that which invokes any sort of discomfort. In the case where you cannot stop your mind from dwelling on those “unpleasant thoughts”. Find ways to safely disengage them, while you work.
Music (safely played through ear buds) or short breaks outside, may help to break up your day and your mind from those bombarding thoughts.  Motivational quotes have the power to center you and provide that extra strength and support, to get you through a workday.
Remember there are just some things that are out of your (and management’s) control. 
In life, much like the “serenity prayer”, there will be those situations that no matter how much you brew over them, nothing will change. So the best thing you can do for your mental state establishes the difference.  Know what is in your control, and what is not.
How do you do this you ask? Do your job to the best of your ability.  If something is preventing that, alert management, but here is the key part, once you have done that, distance yourself from the issue at hand.
If you have alerted the people who are in charge of fixing the issue, the ball is now in their court.  Just as you would do with passing a football or basketball in a game, let your teammate or manager take it from there and allow them the time to do their part. It is important to “know when to focus your attention on something, and when to ignore”.
If all else fails, or if you have a “lazy” manager, seek the assistance of upper management or HR. Whatever you do, deliver the issue over to them and then drop it.  You were not meant to save the world.
It is all about survival mode.  You are there for the paycheck.
Nothing seems to motivate us more than money.  It is really unavoidable.  We need money to survive! Since this is the case, if nothing else distracts, distract those pesky thoughts by thinking of the money that you will lose if you were to loss or leave your job.  The contract or job is for you to do the work, and for your company to pay you for it.  Remember this is your number one reason for doing the job you were hired to do.  So do your job, earn your paycheck, and leave the rest of your worry in the workplace when you leave.
Don’t focus on the problems.  Think of solutions, while being the best ‘you’ you can be.
Thinking this way will help you focus on productivity and not those things that rob you from it.  It can also keep you from becoming bitter.
Being another possible and welcomed distraction while you are becoming solution minded can make you a more valuable employee while passing the time until something else substantial comes along.
Know when it’s time to leave. Remember this is not your last stop!
Nothing resides more to your consciousness than having that knowing, that gut feeling that tells you, “It is time to leave”!  When you feel it, do not ignore it.  Timing is everything within the job market.  If you have made it to this side of the coin, it means that you can no longer distract yourself, and money is no longer a motivator.  So follow your instinct, prepare your resume, prepare your business attire, and get the heck out!

Renting: The “Business and Game” of orchestrating and securing your dream home -The Imperfect Org

Orchestrating and securing your dream home, is almost like a game.  The more “in the know” you are about the process, the better you will fair in achieving your objective.  Therefore, be smart, and use these following tips to help reduce the stress during your season of apartment hunting.


Step 1. Take inventory of your current resident and what you dislike about it.    

For example, if your current place of residence does not have a balcony, make sure your apartment search for your new place, includes a balcony. Various websites like “Trulia”, will allow you to list the specifics of what you would like your new place to encompass.  There are options such as “property types”, “unit amenities”, “commute time”, and even what the “landlord pays”. So, don’t waste time scrolling through websites, when you may be able to specifically list this information in your apartment search and locate exactly what you are looking for.


Step 2. Take the time to complete any “renter’s profile” sections.

Taking five minutes to tell potential landlord’s “what you are working with” can do wonders for increasing your likeability.  Sort of like on dating sites, these landlords are looking to enter a potential relationship (contract) with you, and there is a large pool of fish for them to choose from.  Therefore, complete the profile as concisely and efficiently as possible.  It can do wonders to boost you as a candidate.

Renter’s profiles generally ask you to submit information about your credit scores, income, your “ideal home”, and any reasons as to why you would like to relocate.  Be honest and thorough (remember they will soon find out later if you are lying). The moment I completed my profile, the faster landlord, and property managers responses began to flood in.  Prior to that, it was sort of like crickets.  So do yourself a favor, and share what you have to offer, in a profile.


Step 3. Begin your most extensive search within 30 days of your lease expiration date.

My early searches were about two to three months in advance.  As a result, I rarely found what I was looking for.  Searching earlier (which made total sense to me), did nothing but increase the boat load of stress I was already carrying.  During that time, only about two or three landlords were planning in advance.   Everyone else was quick to say, “Well, it is kind of early” and that more listings would materialize within 30 days of the expected move in date.  The ending result was securing a place within two weeks before it was time for us to move!  All that earlier time could have been spent on more enjoyable things, instead of stress.

Step 4. Follow your intuition.

Due to searching early, our credit was run twice before we settled on a place (on the third try). The problem was not our credit or our profile. Our senses told us that something just was not right.  Having had an arduous situation at the previous location I rented from because of an annoying neighbor, the last thing my husband and I wanted was more of the same.  After our gut feelings and alarms started blaring louder and louder, we decided against the first two places, although we were approved for them. So know for sure what you want, and don’t jump at the first places you see if your senses tell you otherwise.


Step 5. Be prepared to deal with those who do not keep their promise.

There were landlords and property managers who said just about anything to interest us as renters.  When we responded we were not interested, they buttered us up by stating, “Tell us what you are looking for, perhaps we can help you”.  Well after hearing that about three times, with no, follow through, it began to become more apparent that just like anything in life, you always have those people who are competitive and out for self.  So be smart, stick to your guns, and look out for you! If you do not, no one else will.


Step. 6 Remember, you don’t owe anyone a thing.  It’s okay to say that you are not interested.

Real estate is a competitive market, and just about everyone is looking out for their own best interest. Therefore, remember, this is not the time to be a people pleaser.  It’s time to practice assertiveness and say that you are not interested if you are truly not interested.  This can be done in a nice and professional way.  You can even do like I’ve done, and wish them “success in their future endeavors” (with renters). Why should you apply for and live somewhere you really don’t like to appease others? Please yourself!

I’m sure there are countless other tips that can make someone secure their dream home.  What tips would you like to share?

Working off the clock -The Imperfect Org

I recently stumbled across this article called “Why You Shouldn’t Work off the Clock” and my first impression was “who the heck does that nowadays?” and then my second thought was “Hey I use to be that person!” In the sense of Organization Development (OD) someone who works off the clock is a nightmare. Usually, the employee has the best intentions in mind however as the article states it throws off the implementation of a new program, process, or procedure to the point the project manager may need to scrap the entire thing and go back to square one.

The reason for the article was due to the new regulation coming “December 1,” 2016 stating that organizations who have employees who earn less than “$47,476 per year” and work over 40 hours a week will need to pay them overtime; time and a half(Green, 2016).
This no doubt will present a new challenge for organizations and OD professionals to overcome when constructing the basis of their projects. However, that is another blog to write for the future.
The article has three points, regarding those employees industrious enough to work off the clock and really good points related to what encompasses the field of OD.
The first point was that “it is illegal” for employees to work off the clock. Many managers will not mention this point especially if they are behind in regards to production or a major deadline, (as they are more than happy to receive all the help they can).
These managers would rather you finish than bring up this point. However for the sake of insurance purposes, if anything happens to that employee while completing tasks outside of their scheduled work hours, there can be a legal problem that the organization may not want to deal with.
Keeping managers aware of such rules and regulations is imperative to the organization running as smoothly as possible and without any distractions (or legal issues) that may occur as a result of skipping a few “things” (i.e.: rules).
The second point is that working off the clock can be that unannounced outlier that will throw off a project’s metrics, thereby rendering the majority of the data useless. As the article states it will give your manager or anyone else who is trying to determine how productive you are, a false “reading” and as a result, you might walk in the next day with a ton of work and unacceptable deadlines that you will never reach.
What generally happens to people who cannot meet the deadlines set by their managers? They are usually fired. Unfortunately, the manager will not be at fault here, it would actually be the employee for not speaking up or working their actual scheduled hours to give the project manager the factual data needed to accurately assess and assign one’s workflow. As the article states you are deterring the organization from hiring someone new (if this is a more viable solution), thereby giving yourself more stress and cheating someone else out of a job (Green, 2016).
Greens’ (2016) third point, being “bad for your co-workers” is a sensible tie in with the second point from an OD standpoint working off the clock not only ruins the metrics but ruins the morale of the team working on a specific project. If one person is doing more in an undisclosed time, then the expectation is that everyone should be able to compete with those stats.
No matter if the undisclosed number of hours for one employee is 10 hours for example and everyone else on the team is working just their scheduled 8, the same amount of work completed is expected. It can become the “team vs one”, and from an OD perspective that is a hard thing to overcome.
The fourth point, getting paid!!! Yes, why are you working off the clock? You should be getting paid for what you do and in fact, from an Organizational Development standpoint trying to compensate employees as best as we can and putting up the good fight to get workers, their due is what OD is all about. As the article states, in the past, unions have gotten through very bloody (literally) battles to gain workplace protections such as a 40-hour work week, and to get paid a decent wage. By working off the clock you are demeaning their sacrifices, your true worth to the organization, and the worth of your coworkers as well.
As I stated before I was one of these people. When I worked at a printing shop (long ago), I would work off the clock for a manger who was also a friend of mine. I did not mind helping her out as she was a nice person and in her 50’s. Meaning I had a soft spot to help this manager lift huge 30lb boxes of paper around to copier to copier to complete the various jobs we had during the day. I usually made up the difference in profit sharing, so at that time it did not bother me.
With profit sharing we as employees received a percentage of the pie after the company took out its piece of the profits; so there was an incentive to do well and work hard. However, when you figure that there was only about three or four of us (out of 15 employees) that were doing this we were being cheated out of our money. Because none of the other employees worked OVER their scheduled time, it meant that their pay on average with profit sharing included, (divided by the hours they worked) was 1.5 times more when compared to mine!
Trust me, this is that time in my life professional life that I stopped working off the clock, in fact, the other employees were then at the point that they EXPECTED me to work extra hours, not only work the extra hours but work off the clock to help get their work done! When I decided not to, I became the bad guy, and my fellow coworkers wondered “why not?” (Yes they were that cocky about it). It just created a fractured team that no one in the field in OD would want to deal with, or try to repair.
The article touches upon this as well in a different light but the main thing here is getting paid for the work you do. Organization Development is a field that tries to help compensate the employee in many ways for the work that they do, in fact, it is probably thanks to workers (the past me) who worked off the clock that helps create this field.
There will always be someone who does not think they are getting paid the right amount for the job they do, for their loyalty to the organization when they are scheduled to work. By working off the clock, you increase the probability to include yourself in that number and the only one at fault will be you.
Green, A. (2016, July 11). “Why You Shouldn’t Work off the Clock”. US Today Inc. Retrieved from http://money.usnews.com/money/blogs/outside-voices-careers/articles/2016-07-11/why-you-shouldnt-work-off-the-clock

“Chick-fil-A” … Farewell to the Spicy Chicken biscuit sandwich -The Imperfect Org

The Imperfect Organization: “Chick-fil-A” … Farewell to the Spicy Chicken biscuit sandwich

There are many reasons businesses lose customers besides bad service, especially for restaurants or restaurant chains, one such example is Chick-Fil-A. The most popular reason why Chick-Fil-A lost the majority of their customers is due to the chairman’s religious beliefs more specifically his anti-LGBT stance. A stance many organizational heads are afraid to make known as such a stigma nowadays is bad for business. Weathering protests and boycotts by many pro-LGBT and civil rights groups Chick-Fil-A have kept a loyal following due to its menu and its delicious offerings.
Chick Fil A sauces
However just recently Chick-Fil-A has made changes to its menu, they have changed their classic BBQ sauce to a smokehouse bbq sauce, and added other sauces as well. But the biggest change was to their breakfast menu, where Chick-Fil-A has taken its Spicy Biscuit Chicken Sandwich off the menu and replaced it with an Egg White Sandwich. The Sandwich that is to those who have posted on the company’s Facebook, is similar to McDonald’s Breakfast sandwich, Egg McMuffin.
Many customers have voiced their opinion on the company’s Facebook page to no avail, many are very upset and have decided this is the last straw when it comes to patronizing the company. The company has stated these changes were to provide a healthier menu to its customers and referred any customers asking about the spicy biscuit sandwich to try the new Egg Sandwich.  The company states its Spicy Biscuit Chicken Sandwich only makes up .5% of its breakfast business.
This belief that replacing the Spicy Biscuit Sandwich will only have a .5% downturn is ridiculous. Chick-Fil-A is a family restaurant meaning that if one person in that family goes only to Chick Fil-A for the Spicy sandwich but no longer has that option there is a high possibility they will not order anything from Chick-Fil-A. Plus this also means there is a high possibility that the rest of the family will follow, and Chick-Fil-A could lose the business of the entire family.
It seems that Chick-Fil-A is standing behind this decision with their menu as it did with LGBT stance and refuses to change. Will this be the one stance that hurts Chick-Fil-A? Are you a faithful Chick-Fil-A customer besides their LGBT stance? Will this menu change deter you from going back to Chick-Fil-A? From an Organization Development standpoint, how do they get their customers back, besides the obvious of changing back their menu?

Ziosk a way to get immediate feedback -The Imperfect Org

“Ziosk”, I have thought of a similar idea, from an Organizational Development standpoint that provides feedback from the customer ASAP. Organizational Development (OD) is always hinging upon receiving feedback from a program’s users, immediately after implementation.

Technically and academically speaking, one should be able to receive 100% feedback percentages right after program implementation but of course this is not realistic. Most OD students who question this rate of return have probably wondered the same thing, “how does one receive a high percentage of feedback in a timely manner”?

I believe this electronic Ziosk is the answer to restaurants receiving the necessary feedback for streamlining and improving their organizations’ customer service and corporate procedures.
I recently visited a Chili’s Restaurant, due to the fact that all my kitchenware was packed up from moving when I saw this device sitting on the edge of my table. During my first encounter, I was unable to use it. I asked the waitress about it, and she stated it was for their guest to pay their checks, but the battery was dead.  As a result, we paid the check the old fashion way.

The second time around I was more successful. Upon using it, I questioned if this was something to just hold the restaurants’ guest attention while they wait for their order’s to arrive.  For example, to play games, or view pictures of new food items on Chilli’s menu.

However, after not only using the device to pay for my meal and leave a tip, I was able to quickly provide a survey on the same device! I cannot tell you how happy that made me!  And let me add, this feedback session did not take a long time.  I was done with paying for my check, applying a tip, and completing the survey in less than two minutes.  Shorter than the length of time it takes to track down or wait for your waiter or waitress to return and grab your money to pay the bill in most restaurants.

The thought of this machine significantly lowered my anxiety over future visits, because now if there is something I do not like, I can express myself in this immediate survey.
No more asking for a manager or worrying that if I complained my food would be spit on.  I could wait until the end of my service, pay my bill, and provide feedback!

“Guests are able to give real time feedback through a proprietary tool called zSurvey™. Over 30% of guests opt-in to zSurvey without incentive where traditional printed receipt methods yield less than 1%.” ziosk.com

Now, I must admit I am not versed in all the technical jargon regarding Ziosk, nor how the data is translated and scored for corporate consumption and translation. But, I believe this device is a great step to getting immediate feedback for the company and hopefully do better next time (the server from the 1st visit was better than my 2nd visit).

The survey used the Likert scale for the customer to rate the server’s performance, and the organization’s product and at the end asked questions on how to improve each.  A typical basic survey but the fact the organization had it at the table for immediate usage was brilliant and academic. I hope more restaurants and organizations adopt this type of device for use in the future.

One drawback that I can see right now, (but this may not affect the vast majority), is that you have to physically touch the screen to complete your transaction.  However, this is no different from all of the other touch screens in the world that vendors use (such as ATM’s or the tablets at checkout lines).  I am a germaphobe so I thought I would mention this for all my other OCD readers. But if you’re like me, you keep hand sanitizer close by.

Another drawback is that there is no real incentive to completing the survey (unless the server did you wrong or you are OD freak like me)! No dollars off the next visit or discount off the current bill, so even though the device can reach that 100% customer feedback goal I believe that many customers just pay, give a tip, and then leave. And in turn leaving an opportunity to gain valuable data on the performance of their store’s employees and the products they are offering. Or the customer can completely skip the survey (it’s not mandatory).

It’s like being in a race and owning the “batmobile” but not filling it up with gas.  The car makes a great conversation piece but it will not travel far.Although I am pumped about this device Ziosk, it will be interesting to follow the fate of it.

How successful do you think “Ziosk” will be in providing immediate feedback?
To learn more, please visit http://www.ziosk.com/

Bob Marshak: Making Sense of Organization Development -The Imperfect Org

The Imperfect Org: Bob Marshak: Making Sense of Organization Development, this is a video that discusses, simply, what Organization Development really is. You can find tons of videos dealing with Organizational Development and this is one of the better ones, in my opinion:

Integrity in business at a loss?? -The Imperfect Org

What happened to the days in which people had integrity?  Or at least tried to emulate it to the point in which you believed they genuinely cared about you and your well-being?

It was a time in which you would love to venture out, try new things, like clothes, stores, vacation spots, food.

Businesses had a standard.  And you were comfortable with this standard, or at least it appeared as if we were.

Was it that we did not know any better and we accepted what was placed in front of us?  Or did we know better, as well as the business owner and they cared about their customers and promoting loyalty?

It has become such a cold world out there that people only care about themselves and how they can move ahead.  No one stops to “treat others the way they would want to be treated”.

For example, it makes no sense to me that I spoke with a realtor about an apartment and scheduled a showing until I realized she was trying to rent the place by 7/1, and I am looking to move by 8/1.  I apologized for wasting her time and opted out of the situation because I know that others would love to move by 7/1, and that’s what she was gunning for.  She was so impressed, shocked, and overwhelmed that I was willing to step aside and cancel my viewing that she stated she would put a star next to my name so that if they did not rent it by 7/1, she would call me back.

Another example happened at Starbucks this morning.  One of the baristas forgot to charge me for a slice of cake (it was $2+).  I mentioned to her that she did not ring me up, and she was embarrassed first and then shocked that I admitted to it.  It’s this type of behavior that is so sad to me.  That when someone or a business does a kind gesture, people are so a taken back because people just don’t operate like that anymore.  To my point, “People just don’t care”.

I said all that to say, that this laziness, lack of loyalty, and respect for others is carrying over into the business world. As a result, it is becoming harder and harder to trust that the service you requested and paid for, will be delivered.  So where does that place me in the world?  It places me in the category of being a grumpy and unsatisfied consumer of most goods.  As a result, I have made it my life’s goal to do that which is necessary to promote respect, loyalty, appreciation, and quality of any service that I take my buck and pay for.  All for the common good; all in the name of bringing integrity back into businesses.

Do you see this pattern, or am I paranoid, and too cognizant of what is going wrong, that I fail to see what is going right?  Nothing in this world is perfect, I know that, but can we at least strive for a standard of excellence?  What do you think?