Firing People or Getting Fired is Quite the Unpleasant Experience

Here's the situation: the row boat that seven of us are in is taking on water and we're sinking. There are two people who are dangerously injured and don't look like they are going to "make it." There are sharks everywhere circling the boat. If you don't throw out at least two people, the boat will sink and everyone will be eaten by sharks. You'd sacrifice yourself if that would help but you are the only one who knows the oceans and the way to land and safety. If you die, everyone dies.

What do you do? 


I know what I do. I throw the two most unlikely to survive people overboard so that the rest might have a chance to live.


Being thrown to the sharks or having to throw someone to the sharks is quite the unpleasant experience. I've, of course, experienced both.


Sometimes, when running a company or deciding what is best for your life and/or your family. The best decision is the most unpopular one.


Today, I had to terminate the contracts for two people at my company. Did I want to do it? No, of course not. But I had to.


Even so, and even though I explained to the remaining staff the reasons why and what for, a few people are very upset and complained.


I don't know why they don't think of their own families well-being first. Many times, Japanese people want to run a company like one big happy family.


But even big families have crisis moments and some difficult decisions have to be made by management, er, I mean mommy and daddy.


The health of the company must take priority over the well-being of one or two people. It has to be that way.

Well, yeah. But if you don't stop moping about your 

departed co-workers, then I give you guys one big 

guess as to who is next? This is not a Communist corporation.

Even though, it is quite obvious what the motivations were... I can't understand how some of the people remaining can complain. If the company fails, which is very possible, then there are no jobs for anyone. And, that, of course, includes the remaining five people. I asked them if they would all agree to share a 50% pay cut (I would take the same) and split the money up amongst the two terminated people so that they can remain at the company.


Of course, they all said, "No!" 


It's easy to be valiant and caring for people when you are using other people's money, I suppose. There's a huge difference between having a jaw bone and a back bone. 


The boss has to have a back bone. 


Making tough decisions like this is one of the difficult parts of being a company owner or even being a parent.


For example, naturally, the kids don't want to go to the dentist to fix a cavity, but as the so-called responsible person (daddy in my case) someone has to make the unpopular decisions. Like it or not, they have to go.


A great leader will be able to get the understanding of all.


Unfortunately, it seems that it will take me a while to be a great leader. In the meantime, today, I am definitely not a very popular guy....


If you are interested in this subject, may I suggest reading Jim Collins seminal works, "Built to Last" and "Good to Great."

"What Makes a Great Boss, 'Great'?"

We all know bad bosses. What makes them bad? I think it is something like comparing lies to the truth. There is always only one truth. There are many lies. So, there are many reasons a bad boss is bad. 

Bad bosses are never cute... Excepting in Japanese anime.

What makes a good boss? Being a nice person? Perhaps. But what makes a great boss? I mean a really great boss?


Actually, this post is about a TV producer but it is interchangeable with any boss at any occupation. So, instead of just referring to a "producer," a title that doesn't strike a chord with most people, let me refer to this person as a "boss" 


There are a lot of bad, stupid bosses.

JIMMY REED - BIG BOSS MAN 

But first, let me tell you what a producer does. A TV producer is a person who coordinates everything concerning the production of a TV program or movie. Many people confuse "TV Producer" with "Director" but they are two distinctly different things. In many cases a producer lines up sponsors and stars to appear on shows and also hires directors and staff. They are the people who set up the over all view of how a program is to be run. The director, on the other hand, is the person who is actually in-charge of the shooting and is the boss at the set.


The producer has a lot of say in what goes on and can give his opinion to the director in how s/he thinks the production and editing should be done, but the final say goes to the director. If the producer, or producers, don't like what they see in the director, they can fire that director and hire another one. 


Producers of TV shows are much like people on the Board of Directors at a company; they can advise on policy and choose a CEO but the actual daily running of the company is left up to the CEO. If the Board of Directors doesn't like the direction in which the company is going, they can remove the CEO and get another one.


I have been a producer of programs many times. I have only been a director a few times. Being a director is a tough job. Being a producer is an easier job, I think. Why? Because a good producer doesn't really have to do much excepting make sure that there is an atmosphere whereby everyone, including the director, can be and do their best.


In other words, in many cases, producers are glorified "coffee boys." 


As a producer (and I think I am a good one) I make sure that everyone is happy and is enjoying their work. I try to prevent tensions and disagreements. I always try to make sure that there are enough refreshments and coffee back stage for everyone. I try to make sure the "talent" or sponsors and staff of the program know that they are well respected and cared for.


Of course, though, there are times when I must put my foot down; but I like to think that when I do, it is for what is best for the show or the people who appear on the show. It is never for what is best for me.


The great producers are humble and are, like I said, de facto servants to the staff and talent. Everyone needs to know that they are needed and everyone needs to know that their opinion's are heard. Everyone needs to like the producer and want to work hard for him because he is such a good person and an inspirational leader.


That's the key here: The great producer's make everyone want to work hard and do their best. The great producers are able to make an atmosphere whereby everyone feels important and everyone feels that they are respected and they know that they can blossom and bloom to be their very best.


If you, as a producer or boss, can create the atmosphere where everyone knows they are respected, where their opinion counts, where they are somebody important, where they can be their absolute "best" then you have real power.


Once again, the truly great producers (and directors) are able to create an atmosphere whereby everyone can be their best. That is the key to success. They are also the ones that, when praise does come, the first thing out of their mouth's is something like, 


"Well. I have a great team!" 


Great producers never take credit for themselves. They always thank the team first... Bad producers suck up praise like Spongebob sucks up water. (I like Spongebob!)


Alas, there are far too many bad producers (bosses) who get confused and start to think of themselves as superior to their staff. They take all the credit for success and blame others for failures. They talk down to their staff and belittle them. They start to believe that all the success that has been gained so far is 100% due to themselves and not to the hard efforts of those around them.


Those are the bad producers. 


The bad producer yells at people in a disrespectful manner. The bad producer treats people with little respect. The bad producer will belittle people in front of others. The bad producer will not motivate people to be their best.


The bad producer is his own worst enemy. The bad producer is a fool.


There are a very many bad producers and bosses in this world.


Think about it; which is better? Motivating people to do their best and to grow and achieve or to disrespect them and demotivate them to do the minimum required? When the staff are not doing their best, who suffers? Of course, as workers, the staff do, but also the producer does.


Who loses money when the staff don't perform up to the best of their abilities? The producer (boss) does. So why does the bad producer continue with these bad habits? Isn't it self-defeating? It sure is.


Long ago, I had a boss who was an excellent producer. His name was Kiyoshi Mizuno. He produced many films in Japan and has won famous awards. One day he was talking to me when I was a 25 some year old. He was talking to me about what a good producer was. He told me a story that I realized was a sort of parable. He pointed to an old dirty ashtray and he said to me, 


"Mike. Imagine you were a famous and wealthy producer and you wanted this ashtray from me. You came and asked me for it and I said I would give it to you if you got on your knees and kissed my feet. Would you do it?"


"Of course not!" I replied.


"Well, then, you will never become a good producer." He replied, "A good producer will be humble and lower his head and do whatever is necessary to get the job done. All you would need to do is to get on your knees and kiss my feet. That would take just ten seconds of your time. But for that ten seconds, you'd have this ashtray forever. That's the difference between a great producer and a bad one. The bad producer has too much pride."


He was right. The bad producer (boss) has too much pride. He is arrogant and talk down to people and belittles his staff in front of others. He doesn't make an atmosphere whereby everyone can do and become their best.


Only a fool is a bad producer. Don't be a fool.


Any intelligent person can become a great producer (boss)... 


----------


For more on becoming a great boss or producer, I recommend reading:


The Road Less Traveled by F. Scott Peck


Why Great Leaders Don't Take Yes for an Answer: Managing for Conflict and Consensus by Michael A. Roberto


Good to Great by Jim Collins 

Want Happy Employees? Let There be Blogging!

By Mike in Tokyo Rogers

If you've ever read Jim Collin's seminal book, Good to Great, then you know that one of the "Secrets" to running a successful company is to put your customer's concerns and your employees health and happiness in front of company profits. If you can do that, you've got a great start on a successful company.

Even though Jim Collin's book sold millions of copies, alas, there's still very few companies who really follow this pattern. One that does is an online company named Zappos. Zappos is an online shoes and clothing shop.

Zappos claims that employee "Happiness" is a key component of their company culture. I think that's just great!

One big part of Zappos policy and culture is that they encourage employees to be individuals and they encourage those who love to write, to have their own blogs.

How would you like to work a a company that actually encourages employees to have their own blogs and blog whatever they wish about including their own company and products?

You can bet that a company that does this gets a great buzz on the blogosphere!

That's what Zappos corporate culture policy is all about.

About Zappos, Wikipedia says,

Zappos did "almost nothing" in sales for 1999, but grossed over USD $800 million in merchandise sales in 2007 and grossed over $1 billion in 2009


Zappos uses a loyalty business model and relationship marketing. The primary sources of the company's rapid growth have been repeat customers and numerous word of mouth recommendations. In 2005, the chairman reported that 60% of customers were repeat buyers.

The company's customer service reputation has been augmented through viral spreading as well, as customer service expert Micah Solomon noted in 2010: "Shoe merchant Zappos has benefited from Internet wildfire. When Zappos offered special return shipping assistance, beyond their company policies...the good word about the company spread quickly throughout the blogosphere."

Here is a short interview with Zappos CEO Alfred Lin explaining how allowing employees to blog creates an atmosphere of transparency for the company. This atmosphere translates into a fun company with a great product... You know that translates into sales and a successful business.

Whether you are a business owner or employee, there's lots to be learned about in this video and from Zappos' way of doing things... I'll also bet that having one's own blog is a plus at a job interview! Think about it.

I've also written before on better ways to help your employees blog for corporate needs here.

From PR Daily

------

Keywords: Mike in Tokyo Rogers, Zappos, Marketing Japan, Blog, Blogging, Jim Collins, Good to Great, Mike Rogers,