Welcome to the November 7, 2007 issue of The Total View

Published by Success Performance Solutions, Written by Ira S. Wolfe

Visit our Human Resources Blog and Perfect Labor Storm Blog where we can post daily (and more often) human resource updates, news, and Perfect Labor Storm facts. 

What's Inside this issue of The TotalView:

1. Why You Don't Want to Hire The Most Motivated People on the Planet

Shedding Light on the Dark Side of Motivation

How often have we had to work with the miserable-to-be-around-and-avoid-him-at-all-costs employee? You know the type: the closer he gets, the more depressed you get.  No matter how good or optimistic you feel, he can immediately bring you down.

Come on, admit it. We all know these people. Some of us even hired them because their energy and enthusiasm at the interview impressed you on the spot. If you only knew then what you will know shortly.

But not all motivation is good.  Energy and enthusiasm have a dark side. 

I'm assuming everyone can recognize motivation that catalyzes positive outcomes. But what happens when this energy and enthusiasm is fueled by negativity?  Research calls it self-martyrance.

Self-martyrance is actually a skill that individuals learn. This skill that is perfected with years of nurturing and practice.  In a nutshell, the motivation of self-martyrance is making others feel not okay so you feel better. It's really a model grounded in You're not OK, so I'm OK. In order for these individuals to pick themselves up, they seek out anyone who will listen and try to drain any ounce of optimism and hope right out of their minds and souls. In fact, the emotion behind the self-martyrance curtain is hopelessness.

This negative motivation might sound crazy but it's true.  Some individuals have learned to be "motivated" by proving to themselves that life will never get any better no matter what they do and how hard they try. (Honest - I'm not making this up. It's based on the Quality of Motivation Theory.) That's right. Not all motivation is good.

Positively-motivated people generally consider these negatively motivated martyrs as lazy whiners. But truth be told is they are far from lazy. Often times they might even be the most motivated people on the planet.

The problem is that they just put all their energies into proselytizing hopelessness.  It's like a self-fulfilling prophecy. These martyrs spend so much time complaining that they rarely have time to do what they are paid to do. In fact, you've probably heard these words: "If they would work half as hard as they complain, we'd all be better off." When all these "martyrs" get together, the moaning and complaining reaches deafening levels while productivity comes to a screeching halt.

Self-martyrs are highly motivated. In fact they may even be passionate about what they believe. They will go out of their way to find someone who agrees with them that the sky is falling, all employers are self-centered SOBs who are trying to squeeze every last ounce of productivity for less pay.  As a result, they are mistreated, abused and taken advantage of. They are driven to find at least one other person who agrees that their life is miserable.  When they do, they feel okay.

What happens when an organization recruits and retains martyrs?

The self-martyrance levels of many employees is at red alert levels. In a perverse sort of way this is good for employers. These motivated but negative employees never quit. They complain a lot but don't leave. Where would they go that was any better? If they quit they would have to find new friends and then what would they complain about. Besides, every employer is a miserable you-know-what so what good would it do to change jobs?

These self-martyrs stay on the jobs for 10 years, 20 years, 30 years. They are dependable and loyal rarely missing a day's work. That's the good news. The bad news is that these negatively motivated employees kill morale and productivity and drive away talent and business.

What happens when negative employees interact with employees - or customers - with a positive attitude?

One possibility is that the positive individuals do whatever they can to avoid contact with them. Just think about how hard you work to avoid the phone call or meeting with someone who just brings you down every time you speak with them.

Second, the positive individuals cave in and join the negative side. Those negative guys just overwhelm you until you become one of them. Before you know it you find yourself in a funk, spouting the same demoralizing rhetoric as they people you initially tried to avoid. (Did you know that it takes 7 times more energy to create a positive mood than a negative one.)

Finally, positive individuals leave the organization or never join in the first place. Positive people have this sixth sense. They can walk into a room and just "feel" the good or bad vibes. If you have ever walked away from a room filled with negative motivation, you feel like you just had a million tons lifted from your shoulders.

Positive people are in short supply these days. Organizations can't afford to lose these top performers at the expense of retaining the employee who is determined to just hang around because it's too hard to leave. Positive people are leaving organizations for greener pastures every day.

Is "negativity" infecting your organization? Don't confuse energy and enthusiasm with positive motivation. SPS assessments and performance technologies can help you differentiate between the highly motivated-productive employee and motivated-but-unproductive employee before you hire or promote.

If your 2008 plans call for an improved bottom line and higher retention, call us at 800.803.4303 or 717.291.4640

2. Perfect Labor Storm Warnings   

Every day I receive dozens of stories highlighting

another shortage of workers. Each week I'll post

one or two of the more interesting ones.  This week's

post is:

In the next three or four years, there's expected to be a 30 to 40 percent shortage of technical and professional oil workers in the Untied States, according to Damon Beyer of Katzenbach Partners, a Houston-based management consultancy that specializes in the energy sector.

Over a quarter of the industry's highly skilled employees - petroleum engineers, process engineers, geologists, geophysicists and the like - are eligible for retirement in two years, said Beyer.

"It's a real issue," said Beyer. "Success in attracting new people into the work force is limited."

Read more about skilled worker shortages in the NEW Perfect Labor Storm 2.0 (soft and hard cover versions)

Now on Sale!  Perfect Labor Storm 2.0 (soft and hard cover versions)  

Order today and save 25%.

NEW Chapters!  Generational Conflicts in the Workplace, Managing the Future Workforce, Attracting Young Employees in a Seller's Job Market plus hundreds of new facts, trends and stats.

View Table of Contents  

Save 25% off retail by ordering now.

Hard Cover: $29.99         Soft Cover: $19.99  

Your Price: $22.49           Your Price: $14.99

To order Perfect Labor Storm 2.0, call 800.803.4303.  Discounts for orders of 10 or more.  Specify hard or soft cover.

3. Sales Personality and Skill Tests

Pre-Employment and Development Assessments

What makes top performing salespeople tick?  Recent validation studies and thousands of empirical experiences prove that behavioral styles and personality traits give managers a leg up in hiring salespeople who can meet and exceed expectations. Success Performance Solutions offers sales personality and skill tests to screen, hire and develop high potential salespeople from the hourly retail associate to global account managers and sales managers.

More about Sales and Sales Management Tests

4. Test for Absenteesism, Theft and Hostility Tendencies BEFORE You Hire

Candid Clues: The perfect hiring tool for hourly and entry-level positions when positive work attitude, integrity or dependability are mission critical.   Behavioral interview questions included with every report.  

Learn more about Candid Clues Pre Employment Tests

5. Generational Style Assessment

Bridge the gap between people of different ages in your workplace. The chances are, you've struggled with someone older - or younger - who just doesn't see things your way. This assessment will help you understand the differences between the generations and identify ways to "flex" your own behavior to better work with or manage people of all ages.

6. Speaking Schedule: Ira S Wolfe  

2007:  

November 13 - Carlisle (PA) Chamber of Commerce - Workforce Trends That

                          Change The Way You Will Do Business

2008:  

January 21 - Institute of Management Consultants (Dallas, TX) - Workforce

                      Trends That Change The Way You Will Do Business

January 22 - Optimance (Dallas, TX) - Workforce Trends That Change The Way

                       You Will Do Business

October 2008 - American Staffing Association Annual Meeting - Workforce

                          Trends That Change The Way You Will Do Business

Call 717.291.4640 to schedule Ira for your next meeting or conference.

7. Quotes from Hire Authorities

"The great majority of people tend to focus downward. They are occupied with efforts rather than results. They worry over what the organization and their superiors 'owe' them and should do for them. And they are conscious above all of the authority they 'should have'. As a result they render themselves ineffectual". - Peter Drucker

Permission is granted to consultants, managers, business owners and HR professionals to reproduce content from this newsletter for your internal publications, or to distribute copies to your workforce, on the condition that you reproduce the credits and contact information as follows: "Reprinted with permission from Ira S Wolfe and Success Performance Solutions. Copyright 2007 Ira S Wolfe." We also hope you will forward the newsletter in its entirety and recommend to others that they subscribe.

Ira S. Wolfe Copyright 2007 - All Rights Reserved. Reprints and other distribution by permission