Issue 23

• Whys Insight
• Whys Cracks
• The Buzz

Word to the Whys

"My partners and I know our futures are tied up in whether 15,000 18-year-olds decide to show up for work."
~ Doug Benham, CFO of RTM, franchisee of more than 1,000 Arby's Restaurants

“Don’t spend time beating on a wall, hoping to transform it into a door.”
~ Dr. Laura Schlessinger,
Syndicated Talk Show Host

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Once again, the nation’s headlines are filled with stories of cheaters and rule breakers. A recent USA Today featured front page photos of both Sammy Sosa and Martha Stewart. The following day, the news was abuzz about the gambling habits of the University of Washington’s head football coach, Rick Neuheisal, – something expressly forbidden by NCAA rules. Despite the preponderance of evidence against them, Stewart and Neuheisal each maintain their innocence and vow to appeal any consequences leveled against them.

Laying matters of judgment aside, one thing is certain: heroes in today’s world – at least the type we’d want to hold up as virtuous examples for our kids – are an endangered species. But with trust being the key ingredient to a successful relationship in the workplace, how can we expect our employees – and particularly those under the age of 24 – to play by the rules and demonstrate honesty on the job?

Like teachers, managers assume a huge role in the character development of the young adults that come under their supervision. So to keep the honest ones honest, discourage the dishonest, and point the rest on the right path, commit yourself and your organization to the Six Killer Be’s.

The Killer Be’s

Be clear – Bluntly define the rules of the game. Let your Gen Whys know exactly what is acceptable and what will not be tolerated. Don’t leave anything up to interpretation. Can they sample the goodies? Who can they extend their employee discount to? If they try that new denim jacket on, can they continue to wear it on the floor while they help other customers? Make certain that your rules are easy to understand and that every employee reads them and signs off on them. Then make certain that the consequences for all those who disobey the rules are also clearly defined and understood.

Be consistent – Notice the emphasis on the word all in the above paragraph. If Gen Whys see older workers and managers get away with bending the rules, they will assume that the rules are arbitrary. Make certain that the consequences for breaking company rules are automatic and non discretionary. This keeps you from playing good cop/bad cop and allows you to maintain your impartiality.

Be realistic – You walk into a movie theatre and notice that your best friend’s son is the usher responsible for taking tickets. If he offered to drop the rope and let you in free, would you take him up on it? It’s hard to hold kids up to a standard of uncompromising honesty when the world around them winks at those that take liberties. Often times, the heroes of the stories they see, hear and watch are those that break the law and get away with it. So while it’s important to uphold high standards, expect some degree of compromise or you’ll be setting yourself up for disappointment.

Be systematic – An honor system is only as good as the system itself, so maintain yours with periodic checks and balances. Don’t ever assume that you have an airtight operation or that your employees are above reproach. Instead, keep an ear to the ground and never let your security measures become complacent or outdated. When you’re relatively sure that your system is secure, ask your Whys to test it and find the leaks. You’ll be both amazed and enlightened.

Be likeable – Gen Whys form an alliance with – and feel an allegiance towards those they respect and genuinely like. This does not mean that you have to be their friend, only that you need to be friendly. “He’s a good guy and I wouldn’t want to do anything to hurt him or disappoint him” is the most common response given by Gen Whys when asked why they don’t call in sick just to get a day off, fudge on the time sheet, pilfer, and/or lie to their boss.

Be honest – Generation Why will not follow your words and they are not intimidated by your threats. They will, however, follow your example. Be 100% honest 100% of the time in all of your dealings with employees, customers, and vendors, and you will set a standard that your Gen Why workforce will want to emulate.

The following essay passed through my inbox recently and it reminded me of the kind of summers I used to have growing up back in “the good old days.” It was sent anonymously and I am posting it unedited. Enjoy.

HOW DID WE SURVIVE?

Looking back, it's hard to believe that we have lived as long as we have. As children we would ride in cars with no seat belts or air bags. Riding in the back of a pickup truck on a warm day was always a special treat. Our baby cribs were painted with bright colored lead based paint. We often chewed on the crib, ingesting the paint.

We had no childproof lids on medicine bottles, doors, or cabinets, and when we rode our bikes we had no helmets. We drank water from the garden hose and not from a bottle. We would spend hours building our go-carts out of scraps and then rode down the hill, only to find out we forgot the brakes. After running into the bushes a few times we learned to solve the problem.

We would leave home in the morning and play all day, as long as we were back when the streetlights came on. No one was able to reach us all day. We played dodgeball and sometimes the ball would really hurt.

We ate cupcakes, bread and butter, and drank sugar soda, but we were never overweight; we were always outside playing. Little League had tryouts and not everyone made the team. Those who didn't had to learn to deal with disappointment.

Some students weren't as smart as others or didn't work hard so they failed a grade and were held back to repeat the same grade. That generation produced some of the greatest risk-takers and problem solvers. We had the freedom, failure, success and responsibility, and we learned how to deal with it all.

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