Viktor Frankl is a psychologist, author, and Holocaust survivor. In his seminal book, Man’s Search for Meaning, he advocates for everyone to find their meaning of life. This is no small task for anyone, let alone helping someone else discover it, but it is the most important thing anyone can find if they want to be happy and successful.
Frankl’s 3 ways to discover your meaning are:
Creating a work or doing a deed.
By experiencing something or encountering someone.
By the attitude we take toward unavoidable suffering.
As a manager and leader, you have people working for you who are giving almost half of their waking life towards your company. Fortunately, many of those tasks can fit into Frankl’s 3 ways. To keep them motivated and engaged, you must find ways to align their meaning with the company. With a little work, this can be achieved.
How to align your employee’s work & meaning
1) Give them ownership
Have you ever been given a task that someone had everything spelled out to a T how to do it? How motivated were you to work on that? If it was something important to you, it likely felt very stifling to not be able to do it how you saw fit. Don’t do that to your employees. Give them the opportunity to use their skills to accomplish tasks in the way they choose.
2) Help them see the big picture
People join companies for many reasons, and a company’s core mission is often one of them. Once they’re settled in their job and the day to day grind, it can become easy to lose sight of that mission that attracted them in the first place. Don’t let that happen! Repeating yourself as a leader is very important, especially if it’s reinforcing the core mission.
3) Connect the company mission to their tasks
Having everyone on your team understanding the company’s core mission is important. Tying their specific job to that mission is just as important. When someone feels like what they do really matters and they can see the impact, you create a powerful, motivating feedback loop. And if you manage someone in a low level job and don’t think you can tie their work to what matters, you should watch this.
4) Listen to their personal goals
It’s not all about the company. Your employees have hopes and dreams of their own. The more you can align those dreams with their work and show them how the company furthers their goals, the more motivated they will be. Humans have a natural urge to work on things bigger than themselves and a company is an amazing vehicle for this if you seize the opportunity.
What about the suffering?
Yes, Frankl believes suffering in life is not only inevitable, but essential. It is during times of suffering that we grow the most. If you’ve ever worked long hours on a project, you can empathize with how major challenges can help you grow tremendously. Often, you work those hours because you were motivated in some way, likely one or even all 4 of the above reasons.
Frankl loved a particular quote by Nietzsche that captures it well:
“He who has a why to live for can bear almost any how.”
It is when people lose their why that they can no longer endure the how that they are facing. At work, long hours or a project they’re struggling with can wear them down without the above alignment. When this happens, everyone loses as they will start looking for other jobs and their work output will rapidly decline.
Are you giving your team the whys they need?
Want to help your team to find their meaning and reach their goals? Then sign up for Lighthouse, the app to help you be a better manager and we can help you stay on top of your team’s growth and career goals.
Being a manager is hard. It’s an entirely different set of skills than what you learned as an individual contributor and good resources are few and far between. Most companies, especially if they’re startups, have no leadership training, so you’re often on your own. Making matters worse, you often have more bad examples of management around you than good ones.
So what’s an aspiring great manager to do? It starts with understanding the harsh truths of the role and then getting the right help.
The Harsh Truths of Being a Manager
1) Leadership is service to your team.
When you become a manager, it’s no longer about you. You are judged based on how your team performs, not how you produce. The most important thing you can do is motivate your team and focus them on their most important tasks.
This is a hard mentality to set when you are used to only having to worry about yourself. However, if you shift your mindset to that of serving your team, you’ll find it a lot easier.
Service to your team means . . .
. . . removing blockers for your team so they can get things done.
. . . listening to problems and helping address them quickly.
. . . shielding your team from distractions.
. . . accepting responsibility if something goes wrong.
. . . showering credit and praise on your team when something goes right.
There’s a special kind of satisfaction that you get when you see your team excited after conquering a major challenge that you rallied them to complete.
2) Your best people are easiest to take for granted and most devastating if they leave.
You don’t have to work for long to recognize A players. They’re hard working, always learning and produce great results in their field. As a manager it’s easy to take these stars for granted while you’re fire fighting and dealing with struggling team members. Unfortunately, taking them for granted means that you may not realize they’re unhappy until they have another job offer and it’s too late.
To retain your team, you should never take anyone for granted or go too long without talking with them. One on ones are the most powerful tool in a manager’s arsenal to avoid this grave misstep, so start them today if you haven’t already. You can also use the Management by Walking Around approach to also accomplish some of this, although the privacy of a one on one will give deeper insights.
You need to challenge your best people regularly, create opportunities for them to grow, praise them, and give them work that excites them. These things will change over time, which is why you need to regularly talk with them and not wait for them to come to you. You also need to listen carefully as they are often your front line for detecting problems early; fixing problems while they’re small helps you avoid constantly triaging major problems that consume all your time.
3) Your team members are more than just cogs in your machine.
Even at a big company, 9-to-5 job your team members are still giving you one third of their current life by working for you. If you’re part of a startup, it’s often significantly more time. Appreciate this as well as the fact that there are things that happen outside their work hours that are important to them.
Members of your team are complete human beings. They have a family, hopes, dreams, hobbies and passions. When you show you care about them as a complete person, it makes them more engaged with their work and more trusting in you. It will vary from person to person, but there is usually something personal that can lead to work “resentment” as Marissa Mayer calls it. And on the positive side, giving a small thoughtful gift based on their interests will be remembered long after an Amazon gift card or cash bonus.
When someone is extra excited, they often want to share it. When they’re upset, they may need someone to confide in or understand what they’re dealing with. We’re all human and sometimes things outside work (cancer, death in the family, bad breakups, etc) affect us no matter how hard we try. Being there for your team members and recognizing when they need some help (time off, extension on a project or just someone to listen) will pay massive dividends in retaining and motivating your team.
4) Your example sets the tone for your team.
One of the most fascinating things I have observed in my career is how a company takes on the personality of their founders and leaders. For better and worse, you’ll see nuances in how people communicate, deal with good and bad news, and react to customers, clients and team members based on the example set by leaders.
Are you excited about your mission? Are you motivated each day? Do you show patience or are you quick to judge? Are you the first one in the office each day or the first to leave? When you are a manager or leader, the spotlight is on you and everyone is watching. If you watch carefully, you will notice people picking up on your behaviors and often mirroring many of them. You will also see how even something as simple as a sigh or negative body language by you can take the wind out of the sails of an excited team member.
Self-awareness is one of the hardest, but most important, skills you can develop as a manager. Recognize your strengths and weaknesses and pay attention to how your actions impact those around you. The more your team is picking up good behaviors from you, the higher they will perform.
5) A lack of consistency and follow through kills your credibility.
When a leader says one thing and does another or is perceived as playing favorites, they lose credibility quickly. Without credibility, a team will not be inspired to follow them nor perform at a high level.
So on top of all the above challenges, you have the need to be consistent in everything you do so as not to be perceived as a hypocrite. Of course, the challenge is that with all you have going on as a manager, it’s very easy to not be consistent. You may not mean to, but when things get busy and stressful, it’s easy to be forgetful.
This is the harsh truth I struggle with the most. Even knowing so well the above lessons, reading regularly and seeking the advice of mentors, it is still very hard not to slip up and fail to follow through or be consistent. Even the best leaders I’ve spoken to have to constantly work on this one.
How are you supposed to avoid all these harsh truths without any help?
There are apps to help you ship code, track projects, analyze your customers and manage your sales process. And yet, there’s nothing to specifically help managers like you motivate, engage and support your team.
Bloated HR tools like Success Factors are not the answer and were not built with a manager in mind.
I’ve developed a system that has helped me motivate and retain team members for my startup, Greenhorn Connect, and as product manager at KISSmetrics. I’ve learned these techniques from talking to great leaders at startups and publicly traded companies, as well as reading many books on the subject. If you’d like to learn more, sign up for Lighthouse:
Being a manager is tough. If you want help staying on top of what matters to your team and to follow best practices of great leaders of past and present, sign up for Lighthouse.