Lessons from Workplace Dynamics
During my time at my former workplace, I often wondered why my boss frequently raised his voice and seemed in a perpetual bad mood. It was disheartening to witness. His shouting didn’t yield the desired productivity from most staff; instead, it seemed to take a toll on his health, with signs of high blood pressure and other related issues that I hoped would never materialise. It became evident that only a few truly cared.
Upon joining Rapid Express Logistics Limited and Jewel Publishers through an invitation from friends, I found myself slipping into the same pattern as my former boss. Shouting became almost a reflex, especially when productivity lagged. This approach nearly became my default until I stumbled upon Dale Carnegie’s book, “How to Win Friends and Influence People.”
The first chapter of Carnegie’s book arrested me from diving into shouting matches, aiming to evade health issues. His words struck me profoundly: “People do not criticise themselves for anything, no matter how wrong it may be” and “As much as we thirst for approval, we dread condemnation.”
Carnegie specifically advised against yelling, emphasising that it didn’t prompt any positive change in attitude but rather left one feeling even more dissatisfied with the situation.
I ceased yelling upon realising that some staff didn’t care and never would. However, I still occasionally found myself complaining. These complaints were sometimes voiced during breaks in the presence of close friends. They weren’t intended to tarnish anyone’s reputation but rather to seek alternative perspectives to tackle our staffing issues.
One day, while having lunch with a friend setting up a small factory, he asked for a recommendation for someone with at least two years of experience to lead the supply chain unit in his company. Without hesitation, I suggested a colleague who had expressed interest in transitioning into supply chain management. I wasn’t attempting to rid myself of him, as he had been learning a lot from me. However, my friend declined, citing the complaints he had heard about the colleague’s work attitude. He straightforwardly expressed his reluctance to work with someone who required extensive supervision to perform adequately.
This incident highlighted that some individuals work solely to meet their daily needs without contributing to a business’s growth. They believe it’s solely the business owner’s responsibility to ensure success. The encounter with my friend was a wake-up call that our actions at different professional levels have significance, potentially shaping discussions wherever our names are mentioned.
Shalom.
