I have recently become aware of that my favorite coffee place will no longer be. They have had to make a difficult decision regarding “to be or not to be” due to a lease. And selfishly, I must find a new place. I must say the harder realization is that several baristas that I have come to respect, admire and, dare I say it, love (not in that sense), must find employment elsewhere. That is the sad truth. Moxie Java will be done within the next two weeks. What is the thought of the owner? What are the thoughts of the baristas? What are the thoughts of the customers? I know my thought.
Put this into a perspective. There is an end to a job, at one time or another. Sometimes it is intentional, sometimes unexpected and sometimes it just is. I have recently been working with a client whereby a key person is no longer there. What impact does that have? There are a group of employees working with ‘Todd’ and then he isn’t there. Does that mess with the business? I think yes to everyone involved…at least for a time. Let’s be real, life goes on.
So as manager, how do you embrace “an end”? Let’s look at it from three perspectives. The team. What has happened? Two points of view, they did it or you did it to them. Someone’s departure from a job should never, ever be a mystery. In fact, they should be the one firing themselves. This is why it is so critical you coach constantly, consistently and with documentation. Work hard at being the barometer of how they are doing. Be the role model of what good looks like and when they don’t do it – say it. Some team members need to go. That is their end to the relationship. The only time it is your fault is if you did not clarify expectations, train to those expectations, coach to those expectations and measure those expectations. If you did all that and eliminated all the obstacles to accomplish the expectations, they go. Sound harsh? Yep, suck it up and move on scooter.
Sometimes the business ends. I learned from someone I can call a peer; you are either “first, best or different.” I cannot be the first. I could be the best, but find that too relative in the eyes of the beholder. I would rather be the latter. I can hang my hat on that one. I have worked very hard to look at training and consulting from a different lens constantly. I would rather be asymmetrical than predictable. It is my philosophical compass of “what if” and “let’s be real”. Sometimes, you are neither. The competition is too fierce or maybe it was just that the customer said ”no” too often. This is not what happened at Moxie Java. Another force aided in the end of the business. The nature of business ended my baristas. Not mine, but you know what I mean. Did the business let you down?
And lastly, it may be you (the owner). Sometimes someone somewhere just gets tired. The business is not what they want anymore. It is NOT. Or maybe the wrong person is in charge. And the owner makes the end an inevitability due to their lack of “knowing-ness”. Yeah, that person is in charge – yeah, no. I am working with clients all over North America. It is a blessing really. I get to hang out with lots of people who manage millions of dollars and have many, many employees hoping the “right” decision is being made, and it is not sometimes. It is a bandwidth thingy. Maybe they do not care, or do not want to care or just are not “not”. That was for my peer in Quebec. He is quick to notice semantics like that.
What to do, what to do. I will be looking at the baristas for the last time in the next week. Their end is tangible. It is right there. No one is being fired. The owner is OK with what they do (as a profession). It is just the nature of a business relationship that caused this. I can see it in their eyes. As manager, how do I lead this?
Be real, be human and do not sugar coat anything. Let the obvious, be obvious.
Clarify any and all next steps. Be sure to help the team see what happens after stuff happens.
Let them circle back after the fact. Let the team know an end is an end with some more time attached.
Congratulate success especially in the light of the end. Celebrate what good or cool looks like.
Let everyone know they matter in some way and in some manner before the end.
Another perspective. Someone may read this and think, there is no end – we are good. No one is being fired. No business is ending and I have a pretty good owner or direct supervisor. What do I take away from this? Read the lines above and see how they matter in everyday situations. Imagine every day is a potential end to a business or whatever. Think about how you can let someone else know they matter and have value in an organization.
Read the lines again. How would they matter to someone you manage and lead? I dare you to embrace the same qualities or concepts in an everyday mentality. I double-dog dare you.
Winston Churchill said in November 1942 of the Battle of Britain during World War Two, “Now this is not the end. It is not even the beginning of the end. But it is, perhaps, the end of the beginning.” Where is your mindset in this time of your life? You may be losing a job or looking at a new job, where is your opportunity? End or just the beginning?
Cheers