How Rockstar Restaurant Leaders Build a Rockstar Staff

Posted on March 27, 2019 by Joel Smith

Restaurant leaders realize how important it is to have quality people on your staff. People are the building block of all businesses. Nothing is more important.

Every food order gets made by a person,
Every customer has their order brought to them by a person.
Every business decision is made by a person.
All problems are caused by people and solved by people.
Nothing happens in a restaurant that isn’t affected positively, or negatively, by efforts of people.

The most important responsibility for a restaurant leader is to recruit, hire and keep quality people. So why do so few restaurant leaders do it well?

I am a firm believer in the Pareto Principle, otherwise known as the 80/20 principle. This principle says:

20% of our efforts lead to 80% of our results.
20% of your people are responsible for 80% of your production.
20% of the people make 80% of the decisions.
80% of the money is owned by 20% of the people.
80% of our problems are caused by 20% of our habits.

I have seen this principle played in the service industry over and over again. The top 20% of restaurant leaders attract the top 80% of the most qualified employees. The bottom 80% of restaurant leaders are left with the remaining 20%.

If you could measure the effectiveness of each of the restaurant leaders in your city or metro area, you could distinguish the top 20% from the bottom 80%. The 80/20 principle says there is a significant different between how the average top 20% leader, operates verses the average of the bottom 80%.

I will call the top 20% Rockstar Restaurant Leaders (because that is what they are). The bottom 80% I will call Mediocre Managers (because that is what they are willing to settle for).

The problem?

Mediocre Managers generally have one thing in common. They manage according to what feels natural. It is that simple. Mediocre Managers typically do as little as they have to, instead of doing as much as they can. It is the popular mindset of our current culture of managers in the service industry. And this is exactly what provides the top 20% of the leaders a distinct advantage.

Here are 3 Ways Rockstar Restaurant Leaders build their kingdom with Rockstar Employees.

Rockstar Restaurant Leaders have a Winning Mind-set.

Mediocre Managers adopt a scarcity mindset when it comes to staffing their store. They believe the available prospects are poor candidates. It seems all the good people are taken. In their case, they may be right. They may have created this environment.

They are discouraged by people failing to show up for interviews or show up on their second day of work. They believe that the results from recruiting people are not worth the time they are required to put in. Many of these managers, find it difficult to let go of underperforming employees. There is no one to replace them with. So, they think.

Rockstar Restaurant Leaders have an abundance mindset. They fully understand that the quality of their staff is 100% up to them. They believe there are plenty of great candidates out there, they just need to go get them. They are intentional about creating a margin of time. They develop resources to maximize their recruiting efforts. They understand that nothing is more important.

Mediocre Mangers will blame the job market and lose hope. They will wait with skepticism for quality employees to walk through their door. They leave the future of their staff up to chance. They are a victim of their circumstances and play that role well. Being short staffed is their default expectation sealing their destiny.

“Once there were 3 bricklayers. Each one of them was asked what they were doing. The first man answered gruffly, ‘I’m laying bricks.’ The second man replied, ‘I’m putting up a wall.’ But the third man said enthusiastically and with pride, ‘I’m building a cathedral.’” –Author Unknown

In her mind a Rockstar Restaurant Leader is building a cathedral! Don’t settle for being a bricklayer.

Rockstar Restaurant Leaders are Magnets.

They are the glue that holds everything together. They are honest, hardworking people who care about their team. They understand how to cast a vision that motivates their people to become the best they can be. They are not dependent on anyone, yet they don’t work independent of the organization. Rockstar Restaurant Leaders understand the importance of inter-dependence.

“You will get all you want in life, if you help enough other people get what they want.” Zig Zigler

If you want to have the best staff, you have to be the best leader. We are competing for the best people. Sometimes you don’t even have to be the greatest leader to have an excellent staff. You just need to be a step above all the underperforming managers out there. There lies our opportunity. The Mediocre Managers have set the bar pretty low. We need to decide to rise above the level of mediocrity.

People believe that our current job market is the most difficult in decades. That’s only because they want to reap what they have not sown. We have the best opportunity to create a Rockstar staff than ever before. We need to be a better leader, provide a better place for the better people to go. When we do, people will follow.

I have mentioned the following to several people over the years. Sometimes it has not been received well. I suspect that believing it makes it difficult to blame external circumstances.

There are people out there that are great at staffing a team. Wherever they go they always attract the better people and tend to retain better people. No matter the local job trends or unemployment rate, these leaders will establish a quality team in a short amount of time. Wherever they go they leave a wake of superior teams. They are Rockstar Restaurant Leaders and they create their own opportunities.

Rockstar Restaurant Leaders find the RIGHT people and remove the WRONG people.

The wrong employees take up space leaving no room for the right employees. Mediocre Managers goal is to find enough employees to fill the schedule and try not to lose them. They don’t like to recruit so they put off recruiting until they fall behind.

The eagles get tired of working with turkeys and fly the coop. The result is they are always running behind playing catch up surrounded by turkeys they can’t fire. In our company we call this backwards leverage.

There is a lie out there in the service industry that suggests that turnover is BAD! I say turning over eagles is BAD! however turning over turkeys is GOOD! Learn to embrace the eagles by intentionally turning over the bottom 25% of your crew (the turkeys). Those that master this will create the space required to build a Rockstar Staff. Eagles will flock to an environment like this.

The RRL does not compromise on finding quality people. The eagles appreciate the high standards and the turkeys don’t fit in. One by one the RRL begins to build their team one eagle at a time, building a core group that stands out above the crowd.

If you need help becoming a Rockstar Restaurant Leader, please contact me.

Six Things Rockstar Restaurant Leaders DON’T Do

Posted on February 19, 2019 by Joel Smith

Rockstar Restaurant Leaders are the men and women that make the restaurant industry go around. These are the leaders that people run through walls for. They have a certain ability to get things done when others fall behind. When a Rockstar Restaurant Leader is in the house, everyone knows their Captain is running the ship, and everything is all good.

These extraordinary people come in all different sizes and shapes. They very in personality types and skillsets. They have many different styles and temperaments, and sometimes seem to have little in common apart from their effectiveness.

I have discovered that Rockstar Restaurant Leaders have several things in common that they DON’T do.

1. The don’t waste their time indulging in self-pity. They have far too many more important things to do to waste any time feeling sorry for themselves. They are focused on a bigger picture than simply their felt needs.

Self-pity is the ultimate time waster. People who are easily offended or need others to affirm them, have a hard time directing their focus away from themselves. When you are always looking inward, you can’t see the big picture or the goal at the end of the road.

2. They don’t make excuses for their mistakes or shortcomings. You may have heard the saying “If you want to keep your excuses from making you useless, stop making useless excuses.”

Blamelessness is a value that too many people feel emotionally driven to uphold. They believe people will look down on them and “Judge” them if, God forbid, they have to admit a mistake in front of people.

Unfortunately many people believe that their identity is tied to their mistakes or failures. When people fail, they believe they ARE a failure. Rockstars.. well, they seek out opportunities to fail. That’s how they learn to tackle problems, seek out solutions and make people better.

Failure is their building block to problem solving. Rock Star Restaurant Leaders are great problem solvers.

3. They don’t go into their adventures any less than fully committed. You will never accomplish anything to a greater level than you are committed to. Our commitments define and raise our ceiling. When we are working on moving up the chain of command, we don’t necessarily need to commit long term to our position or even the company we work for. But we do need to be fully committed to the position we have and the responsibilities placed before us. We need to be fully committed to give your best efforts and attention to adding value to the people around you.

Too many people fail to commit to anything. Afterall, why should we do more than we are getting paid to do? SO PEOPLE WILL SEE US AS VALUABLE. Our value comes from the amount of value we add to our employer, to our customers and to our team that we work with. That is our one job. Make things better for everyone around you. We need to get to the other side! You can’t do that with one ore in the water.

4. They don’t stay the same. Rockstar Restaurant Leaders are hungry. They are driven to constantly be working on improving their skills, their attitude and their ability to influence their team.

RRL’s are not really motivated by incentive plans and bonuses. They appreciate them, but they are more driven by a dream of becoming great at what they do. Not just a Rock Star, but a Super Hero Rockstar. They have a vision of what they will become and they visit that image in their head every day. It is what makes them lose sleep at night thinking about it. They have the ability to look past the everyday obstacles and keep their focus on the road ahead.

If you want to have something you don’t have, you have to do something you have never done. Your future depends 100% on what you do to make yourself a greater person.

5. They don’t take shortcuts or take the easy way out when others aren’t looking. They understand what it means to be exceptional. Exceptional people don’t blend in. The go to great lengths to stand out from the crowd. They understand that the crowd is just fine with mediocre and that creates a clear path to getting ahead. Sometimes it’s not how great we are, it’s about what we refuse to settle for.

RRL’s do not operate independently. They are not attracted to chaos or rebelliousness that come with a free spirit. They have long graduated from their dependent, and independent phase of life and embrace the need for interdependence. They are fully accountable for all of their actions and enjoy the freedom that accompanies transparency. They draw near to other people seeking excellence. As iron sharpens iron, so one man sharpens another.

6. They don’t feel that anyone owes them anything. They do not have a sense of entitlement. Our current situation in life is the sum total of all of the decisions we have made to this point. We are not limited by our circumstances. Whatever we accomplish, we have to earn. No one is going to give it to us.

Many people are more focused on what they have coming to them, affirmation, a raise, promotion or to be recognized for the greatness they are. Being labeled and rewarded as a Rockstar is more important to some people than becoming a Rockstar.

A True Rockstar finds comfort knowing that they are worth more than they are being paid at the present time. They don’t mind because they fully understand that their future wage is 100% dependent on them, not their circumstances. They enjoy having the job security of knowing how valuable they are to the team and their employer. An overpaid employee, as good as they may be is still OVER paid. They have negative value. This means the company would be better off if they didn’t have them, hence the term over paid.

As a RRL continues to stretch the margin of their value. They create space for potential financial gain by polishing themselves as a coveted gem. A person who over achieves will always have people knocking on their door to offer them more responsibility that leads to more money. Creating a margin of value creates options for your future. Go get yourself some options!

What is it that you need to NOT do?

You Should Be Committed!

Posted on June 12, 2018 by Joel Smith

We live in a world that struggles mightily with commitment. We either fear commitment or we over commit ourselves. The value of a commitment has depreciated greatly over the last century.

“Most people fail, not because of a lack of desire, but because of lack of commitment.” Vince Lombardi

We live in a culture where:

On average less than 30% of employees continue beyond one year in the hospitality industry.
Our most recent retirees changed jobs an average of 11 times by the time they retired.

In light of social media, the quality of our relationships has taken a back seat to the quantity of our relationships. This is both personally and professionally. The lack of face to face interaction makes it much easier to disengage and look elsewhere to have our needs met.

We can always find another “friend” or job when things start to go sideways. Our unemployment rate is at its lowest in decades. It’s easier now to move sideways to avoid responsibility and start over than ever before. The average number of Facebook friends is 338! Do we really have or need that many? Is it possible to have so many friends that we experience loneliness? That seems to be what is happening. It only takes a click to friend, and a click to unfriend. There is not a lot of trust required, and virtually no commitment apart from the effort of a click.

The Lateral Loop

Another trend that I see is that the number of employees that bounce to lateral positions has increased. It’s like musical chairs for a large portion of the work force. They are searching for significance, wanderers in the universe trying to find that just right place to land. Unfortunately what we are looking for cannot be found in a job alone, nor can it be found without a level of commitment. I would estimate that around a third of the workforce in the service industry moves around from place to place without any significant growth or advancement. Are they are moving to find something, or to get away from something?

Stepping Stones

There are many very responsible reasons why people move on to other opportunities. Starting a new career, or advancement in compensation, and opportunity for personal growth are a number of excellent reasons to terminate employment for another opportunity. We love when people come to us with a bigger plan and use us as a stepping stone to get reach their dream destiny. Unfortunately in the hospitality industry, these are the exceptions rather than the norm. Most turnover in the service industry has less to do with opportunity and more to do with a lack of commitment to push through current obstacles to reach another level. It’s amaizing how many people fail at the easiest jobs.

So many people are blind to the potential that is just down the road if they just stick it out, and be willing to stretch their capacity and develop their long-term credibility. People who keep starting over never see the top of the mountain, but they work just as hard without ceasing because they have to. They don’t get to experience the fruits of success that only comes through commitment, dedication and resolve.

No one who has accomplished anything worthwhile ever did so without first fully committing to it.

There is a greater opportunity for a person without a college or high school education to become a millionaire in the hospitality industry than any other industry in our country. I personally know many. For those who choose an alternate route than college, this should be music to your ears. This industry is screaming out for responsible people willing to commit to learning and serving. Opportunity isn’t the problem.

We have entered an era where lack of commitment leads to a lack of trust, and a lack of trust leads to a lack of commitment. It’s a downward spiral that will only reverse if we choose to break the cycle.

“Productivity is never an accident. It is always the result of a commitment to excellence, intelligent planning, and focused effort.” Paul J. Meyer

Stick it out!… Decide, Commit, Push Hard!…. Get there!

Are you truly committed?

The Commitment Test; (Be honest with yourself)

Do you do as much as you can, or as little as you have to at work?
Are you committed to personal growth?, or are you just living out who you already are?
Are you fully committed unconditionally to your significant other, or is there a point that will justify a disconnect?
Do you have 2-3 people in your life that you trust and can be 100% transparent with?
Are you easily distracted by entertainment that keeps you from progressing?
Do you go out of your way to find comfort and security?
Do you struggle to finish what you start?
Do you have several wasted days each month that you simply exist without cause?
Do you have trouble saying “No” to good opportunities or people?
Do you have trouble saying “Yes” to good opportunities or people?

If you have answered yes to more than a couple of these, you likely struggle with commitment.

If you wish to change that, here is a good start.

Decide what you want. Remove all other options and excuses from your brain.
Make one decision TODAY to commit 100% to something that what will move you closer. Write it down.
Tell someone about it and give them permission to hold you accountable to it. Hint, don’t ask someone that is not committed to you.
Repeat tomorrow, and the next day until you feel satisfied that you have fully committed to what you want.
Keep an ongoing list of the commitments you need to focus on for growth, and a list of what you need to uncommit to, to make room for your new commitments. Hint, you cannot commit to one thing without uncommitting to another.
Now, stand by your commitments, and teach others…

I would love to hear your feedback.

Setting Goals is Ineffective

Posted on January 26, 2018 by Joel Smith

Alright, I am going to say something that some of you are not going to like or agree with. Hear me out. It all ties together.

Setting Goals is ineffective.

In fact, usually setting goals is a waste of time. Most goals we set never get met, leaving us with a sense of failure. All you goal setting ninjas out there, please don’t check out, there is more…

We may have our long, mid, and short-term goals, and they all line up with each other. Goals may be written out, specific, measurable, achievable, relevant and time bound (SMART goals), but for some reason most never get accomplished. There is a reason for that and I have a theory.

Now, before I give you my thoughts, keep in mind that I didn’t say that we should not set goals, nor did I say that setting goals is always ineffective. Goal setting, like any tool can be very effective when used in the right context, however most of the time they are not.

If you were to do an extensive historical study on the common traits of successful people, I think you would find that they were not all extraordinary goal-setters. You would find that one thing they tend to have in common is they are all had a vision. They had a clear vision of what they believed could be, and should be, then they committed themselves to that desired outcome.

Setting goals is important, however I believe that a healthy vision is more important than goals. Productive people focus on vision and priorities before goals. Unproductive people focus more on goals at the expense of their vision. In fact, unproductive people often have too many goals. It’s like having a 1000-piece puzzle, with no box to look at.

“a healthy vision is more important than goals.”

If you have all your SMART goals in place, but you don’t have a clearly defined vision that you are excited about and committed to, you will struggle to muster up motivation to follow through with your goals. You know what steps you need to take, and you agree that you will be better off if you take those steps, but the fire just isn’t there and you compromise or find a good reason to change your course. Desire comes from vision not goals.

Everyone has goals, but not everyone has vision. Even the laziest, short sighted person has a goal of not being bothered by future notions, and he goes to great lenths to achieve it. The problem is, that he doesn’t know where that thinking will lead him. He doesn’t know where he is going.

“Where there is no vision, people perish”. Ancient Proverb

If you have a clear vision and it’s always on your mind, you will naturally move toward it even with limited goals. The purpose of setting goals is to clarify and accelerate the process of your vision, not substitute for it. Unfortunately, I think that so many goal-oriented people fail to place their goals on the foundation of a clear minded vision.

Highly successful, productive people work on developing their vision more than less successful people. They visualize how they want their desired outcome to look like and feel like. Day after day they think through the details to make their vision as complete as they can. They believe the more complete their vision is, the more they will be exposed to, and ready for opportunities presented to them. They focus on their vision daily and keep what’s most important on the top of their mind, creating an opportunistic mindset.

The funny thing about goals, they represent pain and sacrifice. Think about it, we only set goals to get ourselves to do something we don’t want to do. If we did, we wouldn’t need goals, it would happen naturally.

We need to direct our attention to the solutions, not dwell on the problem. If we have a tooth ache and we are afraid to go to the dentist because it’s going to hurt, we are focused on the wrong thing. We need to think about how wonderful it will be like once you are pain free. Our vision needs to be about what could be and should be, not paralized by what is. If we are overweight or need to be healthier, we can choose to focus on all the good food we can’t eat, and all the hard excercise we need to do, or we can focus on the benefits of what it will be like when we are healthy.

“Vision always precedes preparation. Initially, your vision will exceed your competency.”
― Andy Stanley, Visioneering

Vision helps clarify a mental picture to give you an emotional lift to drive you through the pain. Vision provides inspiration. Goal setting provides the bridge to get from here to there more quickly, provided there is something on the other side you are looking forward to.

Don’t just set goals, create a detailed vision for your day, your month, your life, then live toward it every day! Align your goals as rungs of your ladder not as the destination.

Joel Smith – Leadership Coach and Trainer

Let me help you help your organization.

joelsmith123@yahoo.com

Step Up and Stand Out!

Posted on July 30, 2017 by Joel Smith

“You were put on this earth to achieve your greatest self, to live out your purpose, and to do it courageously.”
― Steve Maraboli,

You were set aside for greatness. Very few people believe that to be true. Sometimes life experiences, bad worldviews and a misunderstanding about reality paint a different picture of our lives, and our future. What we think about ourselves matters most, especially concerning what we will accomplish in life and the workplace.

A Crisis in our Workplace

There is something very wrong with our workplace culture today. People look at work not as opportunity or mission but rather as a necessary evil to stay alive. Work ethic seems to be at an all-time low as people struggle to find a worthy endeavor to leverage their efforts. There are many opposing ideas out there telling us that our efforts won’t really matter much, our dreams likely won’t come true no matter what we do.

There seems to be a sense of hopelessness. It’s not that there are limited opportunities. Businesses are hiring all over the place. It seems there are fewer good opportunities being offered. The key words here “being offered”.

James Harter (cbs.com) says -” Of the country’s approximately 100 million full-time employees, 51 percent aren’t engaged at work — meaning they feel no real connection to their jobs, and thus they tend to do the bare minimum. Another 16 percent are “actively disengaged” — they resent their jobs, tend to gripe to co-workers and drag down office morale as a result.”

People feel stuck, like their options have been limited. For many, what once was a healthy ambition to do something they love, has turned out to be a surrendering, a conforming to the mediocre means. Our circumstances have shackled many of us, and left us with a sense of helplessness and hopelessness, so it seems.

I have also noticed that there are a greater number of people in the marketplace who fail to see the future as a place to capitalize on accumulated experience and success. They see the future as a place of darker and more cynical circumstances than the past. It seems as though our opportunities are depreciating as we go through time. As we age, we anticipate diminishing physical and mental skills, but more so we fear falling behind the cultural and technological curve. It’s like the tractor pull effect, the further you go, the more resistance increases, until you eventually become incapable of maintaining and come to a screeching halt. So many people don’t see any future of retirement or health benefits available to them and they fear how that will play out.

“Blending in” as a Value

We find a sense of comfort in blending in with others around us. We all long for fellowship with relationships with our fellow man and are willing to compromise much to get it. It is so much easier to join the crowd, go wherever they go and value what they value. We experience little resistance from others when we stick to cultural trends and speak the language. In the land of complainers, complaining is the highest form of expression. Is it any wonder so many people are slave to their surroundings, slave to the path of least resistance, and slave to the imaginary fences that are their circumstances? You will never have to be alone if you choose that path. Ever heard the expression “misery loves company”?

Sometimes we sell out to blend in, and have peace with our surroundings, only to wage war against our very soul that wishes to escape and be free.

Surrendering your Power

When we come to rely on everyone else to present us opportunities for our financial, emotional and professional needs, we give all power to everyone else to have our needs met. We become dependent on our surroundings to provide for us. Dependency on others becomes the constant theme in our lives. Blame becomes our mantra, when the people and environment we depend on let us down. This is the essence of victim thinking.

If you do not determine your priorities for your life, someone else will. And believe it or not, they may not have your best interest in mind.

Our circumstances are always temporary, unless you choose to make them permanent by giving your power away. We need to stop putting our future in the hands of everyone else and the circumstances they create for us, and embrace our future as 100% our sole responsibility. Why should you allow others to put a lid on your potential?

So Where is the Hope?

Titus 3:4-7 NIV “But when the kindness and love of God our Savior appeared, he saved us, not because of righteous things we had done, but because of his mercy. He saved us through the washing of rebirth and renewal by the Holy Spirit, whom he poured out on us generously through Jesus Christ our Savior, so that, having been justified by his grace, we might become heirs having the hope of eternal life.”

1 Corinthians 6:9-11 “…But you were washed, you were sanctified, you were justified in the name of the Lord Jesus Christ and by the Spirit of our God.”

Washed to be Set Apart

If you are a believer in Jesus Christ, you are washed and experience rebirth by the Holy Spirit. We are sanctified or ‘set apart’ for a great mission that includes your whole being.

Romans 12:2 “Do not conform to the pattern of this world, but be transformed by the renewing of your mind.”

If you are not a person of faith, the process is still similar in the workplace (but more difficult and not eternal). Your hope is to change, to be different, to let go or separate yourself from the patterns that you have embraced, and the excuses that are holding you back and keeping you from being effective.

Sanctification is to be set apart, reserved for something. This is the opposite of blending in or status quo.

2 Corinthians 6:17 Therefore, “Come out from them and be separate”, says the Lord.

God doesn’t necessarily set us apart or change our external circumstances, although he may (see Jonah). He changes us internally so we can grow and change our own circumstances and help others with theirs. It’s not about changing where we are. The grass isn’t any greener if you take your troubles with you. It’s about a change in who we are, by choosing.

Step Up and Stand Out

When we allow, Christ do direct our inner being, we are no longer controlled by, or dependent on the people around us, or our circumstances. Our true opportunities come when a seed of grace is planted in our hearts by our savior. This seed creates a burden based on compassion and conviction. It then turns into vision, vision seeks out opportunities to step up and stand out to lead the charge to better ourselves. It inspires us to better our environment, and improve circumstances for everyone. If no such burden exists, you may want to examine your current ideas and beliefs about the world, and reconsider them considering a grander picture. They may not be adequate to bring about a life of significance.

I dare you to step up to the calling that God has created you for, and be willing to stand out among your peers as one set apart for great works of service. Get up off your couch, turn the TV off, and do something great for someone!

So What Makes YOU so Valuable?

Posted on February 10, 2017 by Joel Smith

dollar Are you valuable to your employer? When I ask this question, most people would say “Yes, I am valuable to my employer”, and many would be right. Some may tend to believe they are more valuable to others than they really are, while others may not realize their true value. We all want to think we add value. But what is value? What does that mean? All employees’ matter of course, but the question I am asking is about value, and not importance.

Over the past few decades I have had the pleasure of working with hundreds of people. I have worked with some amazing people. They bring a great deal of value to the workplace and are major contributors to the success of the business. I am grateful for the staff and owe a debt of gratitude for all their hard work and commitment to helping us succeed. Every business relies on these champions, and my company is no different.

Reflecting back, I have also worked with many that brought little or no value to the success of the business. Unfortunately in today they seem to outnumber the champions. And then there are those who take from the business … they would have a negative value. Grrrrr, don’t get me started.

There is a difference between “quality of a person” and “value of an employee”. I have met many terrific people who contribute to the world and are wonderful people. But they brought little value to our workplace. Some were good people just in the wrong industry. Some were trying to take on responsibilities they were not qualified to do, and others just simply were not willing to put forth the effort to add value.

Entitlement

Unfortunately there is another group of people in the world that are a bit more challenging than the groups listed above. There are those who are emotionally broken and find it very difficult to see the world through any other lens but their own distorted pair.

When a person becomes desperate or stressed sometimes something gets triggered that can send them into a state of self-preservation. They begin to go into survival mode and become blind to others needs and how others see them in this state. A sense of entitlement takes over as they focus on how much they have done for others and how little they have received in return.. They may believe they are much more valuable to their employer than what the employer or teammates know to be true. They may express their feelings of being under appreciated or take a more passive agressive approach. They tend to justify doing less or helping themselves to “added benefits” because they feel underpaid anyway so they are just “evening the score”. Sometimes even when their work is suffering thay can have a puffed up distorted perspective of their value to the company. Usually by this time the writing is on the wall. You have likely worked with a person like this.

I am defining “value” in this article as the level a person contributes toward the success of a company, relative to their cost to the company.

People find reward by what we do in many different ways. Satisfaction of adding value to others is one of the most valuable rewards you can experience. It can go a long way toward feeling fulfilled, but it doesn’t tend to replace the need for meaningful financial gain. We all have responsibilities and needs that require making the most of our efforts.

Let’s Make a Deal

Most of us have had an experience with some kind of negotiation. In some cultures people haggle over the value of a peach or banana. We haggle over the value of a car or a house. We comparison shop all the time. The value message is everywhere. It’s the backbone of capitalism. We do this because the whole idea is to get as much value as you can for the lowest possible cost to you. It would be poor stewardship to pay more than we need for an item. Indeed, that is true.

In the job market, more experience, talent, education and a polished curb appeal leads to higher compensation. You are trying to make what you have already accomplished count for as much as possible. You want to get as much compensation for your future efforts as you can as long as you can deliver the goods. This is how it is, and should be.

The Change of Allegiance

Once you have chosen your position in the workplace and begun working, your allegiance changes. Or at least it should. If it doesn’t you are certain to remain at odds.

If you continue to put your needs above the company making sure you are paid more than what you are worth, there is a simple way to cut to the chase. Just do less. Unless you work on commission, your rewards are sure to outweigh your efforts if you just do less. As shortsighted as this seems, it really is the domanat approach in our country, unfortunately.

Bad work ethic

Do as little as you have to instead of as much as you can. This is the simplest way to make sure you are compensated more than what you are worth. If you really want to get creative, do less, threaten to leave, and ask for more money. The bottom of the workforce lives by the mantra “Do just enough, make what you can and take what you need.” Unfortunately our government has created an environment where sometimes people are incentivized to work less to receive more.

That sounds crazy but I’ll bet it struck a chord with you. Either you have been there and done that or have been affected by people like that. There are people that make deposits in this world and there are people who make withdrawals. You can figure out who adds more value to their own lives, career and their community.

In our company we call this the 60/90 effect. If you allow someone to work at 60%, they most likely will. They’ll do “as little as they have to”. If you expect them to work at 90% they may. Only if inspired, will people do “as much as they can”. I have yet to find an exception to this including myself.

Value Defined

cost If we define employee value as “the level a person contributes toward the success of a company, relative to their cost to the company.” then we also need to flush that out and address a major misconception.

If you wish to experience success you need to be worth more to your employer than what you are paid. What? That doesn’t sound right! You want me to make less than I am worth? Hang with me here pilgrim.

Someone who outperforms their compensation will raise their leverage and keep their services in high demand. When your compensation catches up to your value through competitive demand, it’s vital that you continue to strive to increase your worth to show that you are a worthy investment to your employer. If your employer believes their return on investment with you has become too costly, you may be asked to renegotiate your current agreement, or worse, you may become expendable.

“You need to be worth more to your employer than what you are paid”

The Golden Rule of Adding Value

If you wish to expect someone to contribute to the value of your company, you first need to contribute to the value of their life. People who feel more valued have more value. It’s funny how we as humans will run through walls for someone who runs through a wall for us. To the degree that a person adds value to you is the degree that you will go above and beyond your compensation and enjoy doing so.

The flipside to this is also true. If you are an employee and you wish for your employer to recognize you and increase your compensation. There is really only one way to do so. Raise your value in the eyes of everyone around you. Become more valuable to your employer. Don’t try to appear more valuable, be more valuable. Contribute more to the bottom line and make his/her job easier. Be exactly what they need for you to be in order for them to reach their goals and levels of success that is expected of them. Sometimes that means doing more, sometimes it means doing less of the meaningless things, and more of the important things. Sometimes it’s adjusting your values or learning a new skill or perfecting an existing skill. It always requires effort; it always comes at a price.

“If you are an employee and you wish for your employer to recognize you and increase your compensation. There is really only one way to do so. Raise your value… “

As an employer, I can say without a doubt that the people who embrace this perspective create their own opportunities. They flourished in their development and value to the company and in their value in the job market. If they increase their value and become a greater influence, compensation and opportunity will naturally increase. This is true. It’s the law of supply and demand. If it doesn’t happen, you have not really added value as you believe you have, or you are working for the wrong company and need to explore your options.

What are you worth?

Your market value is not what you believe you are worth. If I could determine what my efforts are worth, I would set it at a thousand dollars per hour, or $500 per pizza. Unfortunately for me it doesn’t work like that. It’s the people that are paying for what you bring to the table that need to decide what they are willing to pay you. The more you actually bring to the table the more valuable you are to others. It’s not how much time you put in or how well you know your job or how good you can convince others you are, it’s how much value you actually bring to the organization above and beyond your potential replacement in light of your current compensation. That’s your market value, nothing more, nothing less.

Good News!

You may not realize this, but employers are willing to pay more money than you currently make, to people with more value than you currently have. That is great news! That means all you have to do is increase your value to make more money.

You are completely in control of your income potential. You can choose to stay the same and continue with a similar wage, if that is what you value. Or if you desire a higher standard of living you can choose to invest in personal growth, adjust your allegiance to excellence, raise your value and be compensated for your efforts. You are the captain of your ship, not your environment, not the person signing your check. No one is holding you back, but you.

“…employers are willing to pay more money than you currently make, to people with more value than you currently have…That means all you have to do is increase your value to make more money.”

Your potential for raising your income is 100% up to you and not limited to external factors. It’s not up to your boss, it’s not up to the government, and it’s not due to bad luck, the economy or your upbringing. It’s up to YOU to change you.

The Pareto Principle (80/20) says that the top 20% of the people share 80% of the rewards. This means that the bottom 80% is left dividing up the remaining 20% of the rewards. You can guess which group is committed to raising their value by doing “as much as they can”, and which group is okay with doing “as little as they have to”.

So how do you raise your value in the workplace?

The five steps to raising your value in the workplace.

Know what is expected of you – Find out what is required to be great at what you do, know what your benchmark of excellence is according to your employer or clients, then study it and adopt it as your own. Own it!
- Have an uncompromising target – Don’t redefine excellence according to you or others if it gets too hard. Don’t compare yourself with others. Keep your eye on the target.
- Have an accurate target – If you don’t know exactly what is expected of you, find out.
- Have a worthy target – Find out what the best in the industry do, and then do what they do. Be the best at what you do.

Personal Growth – Grow yourself daily. People are willing to pay you more now, if they know you will be worth more down the road.
- Be teachable and ask lots of questions. Learn from the experts and allow others to add value to you.
- Accept and ask for constructive criticism. Don’t be easily offended and proud. Pride subtracts from your value.
- Make yourself great, don’t just reach the goal. Become a person who naturally does the goal.
- Learn how things work – Seek first to understand then to be understood. Listen more and speak less.
- Take responsibility – Make no excuses and blame no one else for your difficulties.
- Fail often – Own your failure, learn from them, and grow faster.

Alignment – If you wish to be more valuable, make sure that your values line up with the values of the organization. If they don’t, find somewhere that does.
- Represent the organization with integrity and class at all times.
- Protect the brand and reputation of the organization.
- Take pride in your organization and be part of something bigger than you.
- Work toward interdependance and synergy. Not independance and individualism.
- Don’t out think your superiors, trust the system and commit to the them. If it’s a bad system, you are in the wrong place.

Results – Finish the job, reach the finish line and excel past expectations.
- If you proclaim what you are capable of, then do it. Show that you are what you say.
- Commit yourself to the desired outcomes. No one completes a task without a commitment.
- Don’t try harder – Reject the “Try Harder” approach. It implies that effort is more important than outcomes.
- Less is not more – Don’t show you can do what you are getting paid to do. Show you can do more than what you are getting paid to do. By doing so you may get even more to do and paid even more to do it.

Leadership – Leading your self is most important. But if you have the ability to influence others, you will multiply your value by infusing your abilities into others.
- Leadership raises the value of everyone around them, thus raising your value.
- Leadership is influence and has exponential growth. It multiplies your efforts rather than just adding to them.
- Leadership is much harder to find, thus putting you in higher demand to others.
- Leadership brings solutions to world of problems, and order to a world of chaos.
- Leadership raises the lid of your potential, and gives you financial leverage.

Appreciation for Suffering

Posted on December 21, 2016 by Joel Smith

Brown and White Bear Plush Toy Lately I have been studying the topic of “suffering”. It sure has become more clear to me that we as Americans spend quite a bit of time and effort trying to shield ourselves from difficulty. We go to great lengths sometimes to keep ourselves and our loved ones from hardship.

Unfortunately there are so many people suffering in the world. Some suffer for reasons brought on by their own decisions, some by evil and others simply because we are born into imperfect parishable flesh or at the hands of evil. This makes it challenging to see any redeeming value in our suffering, especially unnecessary suffering. This article is not meant to make light of those people out there going through truly difficult trials. I suspect many of those would appreciate this message.

But what about necessary suffering? Is there such a thing?

I believe that through our lifetime there are different stages of development that suffering is not only beneficial, but necessary for growth that gets you to the next stage. Anyone bent on avoiding suffering will undoubtedly avoid growth and will cease to move through the stages of development. The two go together and are unseparable.

A few benefits to suffering.

Suffering makes us tougher. Professional athletes didn’t get tough from childhood pillow fights. They beat their bodys and make them stronger and more resiliant. They make suffering part of their daily regimin.

Suffering helps us appreciate those who suffered before us. It is easy to take for granted that which has been handed to us by previous generations. We owe it to the next generation to leave this place as well as we received it.

Suffering points out that something is not right and needs to change. When we feel physical pain, anxiety or guilt we experience a certain level of suffering. If we didn’t have this we would continue pushing on toward the source of whatever is causing the problem.

Suffering produces perserverance and developes a sense of commitment and a vision for victory. When we fail to fully commit to something we will always fall short. If we give ourselves a way out to avoid difficulty we end up paying the full price with a penalty.

Suffering makes us smarter and wiser. The most successful leaders in history learned from their painful experiences. They got back up, tweeked a couple things and tried again. Each time they learn something not to do.

Suffering purges the lazy out of you. Sometimes we need a jumpstart to realize how our avoidance of suffering keeps us from getting things done. I don’t like to shovel snow, but when I get out there and start working, it feels pretty good, then I am inspired to something else constructive.

Suffering is necessary to overcome sin. At least the sin associated with a particular growth stage. Sin often comes from avoiding personal suffering, sometimes at the expense of others. We are more okay with others suffering.

Suffering helps us relate to the suffering that Christ experienced. We can relate to our savior and know Him in his suffering. We take for granted the price that was paid on our behalf. When we suffer we gain understanding of how necessary it is for a price to be paid in full.

Everything that makes us stronger, smarter, wiser, more powerful and more commited will never happen without a measure of suffering. Suffering needs to be something to seek daily and not to avoid.

A little bit of suffering now prevents a whole lotta suffering later!

Any thoughts?