No Expectations – That’s How You Win In Business

How in the world can you have no expectations in business and expect to win?

It’s simple, and I’m about to teach it to you in less than 2 minutes.

Business is All About High Expectations

Obviously business is highly competitive. Tracked by metrics and KPIs. At times it almost feels like it’s life or death!

Having high expectations is the name of the game…RIGHT?

After all, the higher your expectations, the better your teams performance.

Those high expectations motivate, hold accountable, and create winning cultures.

If you’re not expecting greatness, you’ll never achieve it.

Yeah, maybe…

So Here’s The Secret

Business is disproportionately about PEOPLE.

As we lead and influence others, we end up giving so much of ourselves to them and their progress.

You have to have NO EXPECTATIONS that anyone “pays you back” for that selflessness.

Now…

That’s not to say that you WON’T be paid back.

Because you will be!

Your efforts to invest in others will end up helping you in the long run.

KARMA.

But you can’t place that expectation on the person that you helped!

You see, the recipe is simple…

Give, give, give, give, give, give, give, give….

Whether it’s a customer you went out of your way for, a peer that you stayed late to help, or a subordinate that you practiced patience with…

When you GIVE with NO EXPECTATION you will win with people. That, in turn, will cause you to win in business.

Forever.

-NG

inspirational quotes for employee appreciation

17 Inspirational Quotes for Employee Appreciation

These inspirational quotes are going to be a bit different than what you would think.

It’s not going to be a bunch of RA-RA cheerleader stuff…hell no.

These quotes focus on building relationships that will raise performance and SHOW employees that you appreciate them. Not just some words that say it.

Let’s get right to it…

Top 3 Inspirational Quotes for Employee Appreciation

  1. The key to performance isn’t about trying push new conversations about strategy in, but rather clearing out the clutter.-Steve Zaffron and Dave Logan
  2. If you aren’t in over your head, then how do you know how tall you are? -T. S. Eliot
  3. Notice the difference between asking ‘Can I do this?’ And, ‘How am I going to do this?’Keep reading for the full list of all 17 Inspirational Quotes for Employee Appreciation…

How To Use These Quotes

These quotes are INSPIRATIONAL in that the goal is to inspire the employees to think for themselves, solve problems, and exploit opportunities!

They are not about cheering people on…

I call that kind of feedback MOTIVATIONAL because you’re trying to motivate people to try harder.

To use these inspirational quotes, you need a few things to be set up already:

  • Strong business relationships
  • Team of motivated individuals
  • Respect from the team

Let’s take a quick look at each of these…

Why Do You Care In the First Place?

Why do you want inspired employees and why do you want to show them appreciation?

If the answer is…

  • Morale is low
  • They don’t seem motivated, or
  • There’s a rumor that you don’t appreciate your employees

…then we’ve got bigger issues to tackle my friend!

So, listen closely…

The Toughest Work a Leader Can Do

There is no number of inspirational quotes to fix a dysfunctional relationship with an employee.

And fixing a strained relationship is the toughest work that a leader will ever have to do!

Before venturing any further I suggest you read this post. It’s about how impactful a leader’s words can be, for the better and for the worse!

When your relationships with your employees are all healthy, they begin to resemble more of a partnership.

If that describes your connection with your team, then we’re on the right track!

Before we talk about the inspiration quotes for employee appreciation, some food for thought…

Leaders Don’t Motivate, They Inspire

If your employees aren’t motivated, you’re going to need more than some badass quotes.

Here’s why…

Motivation = The Desire to Try
Inspiration = Feeling or Seeing the Leader’s Vision

Maybe you do the hiring, maybe you don’t…but this BONUS QUOTE cuts to the bone:

“If you want motivated people you have to find them, not motivate them.”

Let’s break that down a tad…

So, Why Can’t I Motivate?

Face it, you just can’t motivate someone.

I know, that’s not a very popular take, but it’s true, and here’s why…

It’s the employee’s responsibility to bring the motivation to you. This would mean they are SELF-MOTIVATED.

From there you can inspire, by helping them pinpoint their dreams and goals, and then pushing them to achieve those goals by teaching, training, holding them accountable, and following up on progress.

I actually have another BONUS QUOTE that I like to use to make this point…

“I’d rather inspire my varsity team to championships than motivate my JV team to try”

If they don’t want to try, you’re going to waste your time!

That’s why I say that leaders don’t motivate, they inspire.

OK one last thing…

Before we get to the list of inspirational quotes for employee appreciation, I’ve got one last thing that I want to touch on, and that is R E S P E C T.
(high five if you spelled that out like the song)…

People Work for People

How Much Do Your Employees Respect You?

People work for people.

That means when someone quits, they didn’t quit the company, THEY QUIT YOU. This is true 80% of the time.

Tough to hear? Find yourself getting defensive?

Sure, there are employees that quit that weren’t a good fit and are better off leaving, but a majority of them quit the leader, not the organization

More food for thought: That’s STILL the leader’s fault for hiring the wrong person!

Check out THIS oldie but goodie (which is actually the 1st thing I ever published to the internet!) about garnering more respect from your team.

OK, OK…And now, without further adieu…

17 Inspirational Quotes for Employee Appreciation

The key to performance isn’t about trying push new conversations about strategy in, but rather clearing out the clutter. -Book: 3 Laws of Performance by Steve Zaffron and Dave Logan
This is one of my favorite quotes because in business, we almost always look to ADD when we want to affect performance, yet most often we need to REMOVE so we can focus on what’s important.

 

There are no bad teams, only bad leaders. -Jocko Willink
This one is in here because it’s all about ownership. If you have employees that feel under appreciated, or uninspired, you need to own up to your mistakes before you can move on. This is in direct correlation with the 1st quote, as that “clutter” COULD be gossip about you!

 

Notice the difference between asking ‘Can I do this?’ And, ‘How am I going to do this?’ -Book: Will it Make the Boat Go Faster? By Ben Hunt-Davis and Harriet Beveridge.
In both questions there is an unsure nature of how to start, but one comes with confidence and the other communicates doubt and fear.

 

Many people are more comfortable with old problems than with new solutions. -Charles H. Brower
This quote is perfect for a time when a teammate is complaining about a process and not adding any value to the situation.

 

Tough times don’t last forever. Tough people do. – Robert H. Schuller
Great 
quote for showing appreciation when an employee as working super hard, or the work gets super hard. (Busy season, corporate visit, high pressure deadline, etc.)

 

If it’s worth doing, then it’s worth doing wrong. What holds us back is fear of failure. Just try…go…fail, and then adjust!! -Joe Calloway 
Joe wrote the book Be the Best at What Matters Most and it’s a book that I suggest. This quote means that if you’re going to screw up, do it with 100% conviction. I’d rather see an employee comitted to their dream and do it wrong, than do nothing at all.

 

Most people have a desire to look for the exception instead of a desire to be exceptional. -John Maxwell, 21 Irrefutable Laws of Leadership
One of the most important leadership books ever written, and a quote that speaks volumes. Most people would rather find the excuse or reason they failed instead of working to be a success.

 

No matter how bad things are, you can always make them worse.
This is a funny one because it’s a positive statement said in a negative way. It’s a great reminder that things really aren’t that bad, even when they seem desperate. Stop worrying and go fix it!

 

If you aren’t in over your head, then how do you know how tall you are? –T. S. Eliot
The reason I LOVE this quote so much is because I’m a hustler. I like a lot on my plate and when I’m not working like a maniac, then I ask for more. You can’t grow unless you’re pushed!

 

Your abilities say win. What does your attitude say? -Nick Glassett (me!)
Smart, driven, and talented means nothing when the person is negative and toxic!

 

The essence of competitive advantage is doing different things, and doing things differently. -Book: 3 Laws of Performance by Steve Zaffron and Dave Logan
This is a great reminder that when “they” zig, you’ve got to zag! And the second quote from this book (it’s that good of a read, I suggest it to all leaders!)

 

Short term easy means long term difficult and short term difficult means long term easy. -Book: Take The Stairs by Rory Vaden
This is a discipline quote. Do what’s easy now, and you’re going to have to kill yourself later to catch back up. Do what’s hard now, and you’ll be ahead of schedule.

 

Successful people do what others don’t want to do and they in turn get extraordinary results. -Book: Take The Stairs by Rory Vaden
Another one from Rory! I call this, The Winning Formula: Do the things that cause winning. Simple, but not easy. It’s the studying, the practice, the rehearsal, and the work that causes great things to happen.

 

Get good at being a trouble maker and saying sorry when you really screw up. –Book: 4 Hour Work Week by Tim Ferriss
This may seem like an odd quote to tell your employees…after all, you don’t want trouble makers do you? I don’t just say yes, I say HELL YES. It’s an empowerment and a trust thing. Nothing communicates “I trust you” like this Tim Ferriss Quote.

 

Courage is not the absence of fear. Courage is taking action in the presence of fear. – David Cunningham, Landmark Forum Leader
I heard this when I did the incredibly powerful Landmark Forum, and I use it often. Anytime there is a situation that has one of my teammates nervous, this quotes causes action to take place (especially public sharing at a meeting).

 

Find the sense of who you are, then it will translate into an ease and confidence in how you come off to others. -Unsure of where I got this from
I firmly believe that when you help people be themselves, and not some “improved” or different version is when you truly get inspired action!

 

Change what you do so you can change how you feel. -Nick Glassett (me)
When people are failing, you would thing they would change what they are doing, but they don’t. Instead they double down and try harder instead of trying something else.

Put in the Time With the People

So there you have it, 17 of my favorite inspirational quotes for employee appreciation.

Many of them are different than your ordinary, optimistic, cheerleader stuff.

I hope you enjoyed it, and would love if you dropped a comment with your opinion and if you used any of these 🙂

Thanks,

-NG

 

9 Interview Questions to Ask Potential Employees

9 Revealing Interview Questions to Ask Potential Employees

When you become a leader you have to make a ton of GIANT decisions, whether as an employee who recently got promoted, or an entrepreneur with a business that’s now large enough for you to hire an employee or two. Hiring decisions are probably the most important ones!

Note that being the interviewer is a huge change from being the interviewee.

Pro Tip: Don’t ask unto others the same interview questions that were asked unto you! (That’s why you’re here!)

Or, maybe you’re a seasoned interview pro and you’re here looking for some new interview questions to ask potential employees during your interviews.

I think you’ll agree with me when I say that hiring is one of the most important parts of running a successful business, and knowing what questions to ask is the framework that leads to great hiring decisions.

I’ve got a few of great tactics here, my coaching on the ritual of hiring, and of course my 9 in depth questions to ask potential employees.

It’s Tactics vs Ritual (and Ritual ALWAYS Wins)

So what’s the difference between the two? And what are they?

Tactic – An action that you can take that will help you in an area. It’s actionable.

Ritual – A firm belief in the overall topic. Philosophical. The part of “the thing” that has passion attached to it.

So why does Ritual ALWAYS win?

Because, if you don’t have a method, an opinion, and a default attack plan then you have no where to stick these great tactics that you read about. Ritual is like “your style” of doing something.

Let me say it a bit differently…

If I list out 10 great interviewing tactics (Which I do in this post: 10 Steps to Better Hiring and Interviewing | Win the War for Talent), but you’ve never done an interview and have no idea how the flow of an interview generally goes, you can’t use any of those tactics because you have no framework to add the tactic to.

How do you build your ritual?

Good freaking question!!! Read this whole post, and then go do interviews. Lots of them. As you do, you will build your belief system on how to pull the answers out of people as you ask the questions.

So before I get to my 9 awesome questions to ask potential employees, I’ve got…

A Few Ritual Primers For You

This is so you can start to build up your style of interviewing and form that ever important ritual.

  1. Be yourself. The applicant needs to want the job, and when you are yourself it will translate into an ease and confidence in how you come off to others.
  2. Know the Core Values of the company and make sure that the applicant aligns to that. This could be a 2000 word article in-and-of itself, so I’ll just leave it open and link to an old piece that I wrote on Core Values . I also reference it in the 10 Steps to Better Hiring and Interviewing. It’s steps #3 and #2.
  3. Don’t be nervous! You are in control, so you shouldn’t be nervous. You might be when you start, but know that they are the ones under the light, and you are running the show.
  4. Interview them using your personality. Don’t try to be some hardass when you’re a sweetheart. I know this is practically the same as #1, BUT, it’s that important.

All right…Let’s get to the thing that you came here for!

 

Interview Questions to Ask Potential Employees

Obviously you need to shake their hand, and go through introductions. Then you get to…

QUESTION 1:
The best way to start an interview is with a question that let’s them talk about whatever they want to talk about. One of my Core Values is to always have fun, so I phrase my first question like this:

Give me your 2-minute commercial about yourself.

That will get them talking, and more importantly get you listening. You’re not allowed to interact with commercials after all!

 

QUESTION 2:
You want to know what motivates the applicant. What they’re passionate about, what drives them and whether to not you want that motivation, or lack-there-or- as part of your team.

What’s the proudest moment of your career?

The “career” part is important so it keeps them focused on talking about things that they did at work.

 

QUESTION 3:
You also want to know what the person values in life. So the next question is….

What’s the proudest moment in life?

You’re going to get a very wide array of answers here, but it will give you an idea of who they really are, and will start to let you in on some details that are extremely important, but often not talked about in interviews (children, hobbies etc).

 

QUESTION 4:
Here is my favorite question! This is where you find out how self aware the person is, how open they are, and if they will admit to mistakes and learn from them.

Tell me about a time where you were disappointed in your effort. How did you grow from it?

This is when you need to really use your listening skills, and the power of silence. A vast majority of applicants will struggle with this question at first, but as you stay quiet and force them them to tell the story, you’ll really get to see what level of commitment the have to learning.

 

QUESTION 5:
I like to know about the applicants “hero”. The person that taught them everything they know, and helped shape their life.

Who is a person that has mentored you? What did you take from them, and how do you live that lesson forward?

The reason I like this is because when you know that someone invested in them, they will usually want to pay that forward. By asking about this in the interview you also send the message to them that it’s going to be important to you.

 

QUESTION 6:
When you’re building a team, you can add size by adding followers, or you can multiply effectiveness by adding leaders. I prefer the latter!

Who is a person that you’ve mentored to be a success. Why did you pick them and how did you help them grow?

Leadership is ultra important, and it’s not that you need to hire all leaders, but like the last question, you need to send the message that you expect leadership.

 

QUESTION 7:
This another leadership based question, but more geared towards interacting with the team.

Tell me a story when you rallied the team through a tough time or a lull in productivity.

You’ll know if they can spot tough times or drops in productivity. You’ll know if they give a rip when things grind to a halt, and if they can put on the captains arm band and lead from on the field.

 

QUESTION 8:
Another leadership type question here, more geared to seeing how they interact with others.

Tell me about a conflict that you resolved between co-workers, possibly you and another person, and how did you do it?

In times of conflict emotion runs high and people’s true colors come through a bit. Very often when reliving it the same will happen and they will come out of “interview mode” and you’ll get a good glimpse at their true personality.

 

QUESTION 9:
Having a teammate that will push hard to win is so valuable. You don’t need every teammate to have that love of the grind, but you need plenty of them!

What’s the longest hours you had to put in or a time where you were on a very tight deadline?

What to listen for here is…How important is it for them to win?

 

BONUS!!!

Here’s the question that I wrap my interviews with:
Did they do any research? Did they listen to the whole interview? Is the only thing on their mind the pay rate? Here’s how you answer those questions

OK, your turn to interview me! What do you want to know?

The trick to this question is that you need to ask it in a way that makes them comfortable to ask their questions. You can actually tell them that you’re going to ask this at the beginning of the interview to get them ready for it.

Hiring someone is a huge step and shouldn’t be taken lightly. I hope you’re able to use some of these questions to identify the teammate that you hire on.

-NG

7 Secrets to Get Yourself a Job Interview TOMORROW

The Impact of Your Words

Good morning D13!

We have come A LONG WAY this year. I’m proud of all the growth that we have had in one short quarter! We’re a whole new team from January to now, with more focus, higher performance, and MOMENTUM.

That being said, of course there is still more growth to be had. At the rate we’re going, we will be on top of the results in all categories by years end! But it’s only going to happen WHEN we have the conversations that we need to have with our teams…

Impact.

It’s really the largest part of our jobs.

When you took over your store, you had an immediate IMPACT on the numbers

It was from getting YOU on that sales floor for the first time

It was from the conversations that you had with the employees

Teaching. Coaching. Pushing.

Don’t underestimate the IMPACT that those words of yours have. You can make or break a teammates day. You can change the course of their entire life with just your words.

They look up to you, and they look to you for guidance.

Today, show the impact that you can have by getting the team fired up, and out on the sales floor doing the things they need to do!

Keep it simple, make it fun, help them be themselves 🙂

Thanks!

NG13

Dream Job: Turn your JOB into a CALLING

If you’d like to get a Monday Morning message from me with 3 strategies to prime you for a killer week, then sign up for my free Monday Morning 3 Point Primer.

There’s a myriad of different personalities that you can find at your place of business, but you can always form 2 camps; The ones that would die for the cause, and the ones that are there because that’s where they ended up. The thing that separates them most is that one group loves what they do, and one group does not. The former views their role as a calling, something bigger than the actual job title itself. A great way to make this point is in the difference between, a deli employee and a “Sandwich Artist” or a janitor and a “Master of the Custodial Arts”. Same job, same place, but the role occurs radically different to the ones that find meaning in their work.

Peak performers can exist in both groups, but it’s obvious that the ones that see their job as something special are much more likely to out perform the “clock watchers”. This is because the individuals that view their work as a calling are significantly more satisfied with their jobs, and lives. They’re more engaged in what their doing, leading them to notice things that other’s don’t and go the extra mile doing things others won’t as they embrace the vision of the organization, instead of just checking the boxes in the areas that they are responsible for.

So do you have to luck into your calling, or search it out so you can be happy? Not at all! While that can, and does happen, you can actually craft the role you currently have to experience it as something that is meaningful and satisfying. It’s simple, but does take some courage!

You can add enjoyment to your work by altering how the job occurs to you in your own head. How you think about what the work even is. This concept is the work of Amy Wrzesniewski, a professor of organizational behavior at Yale. The term that she uses to describe it is “cognitive crafting”. Think of it as what you name your title, and what you tell people that you do for a living. Do you say the job title and quote the job description from the HR manual, or do you reply with something almost abstract, and something that you’re damn proud of? An example from professor Wrzesniewski’s study is: I work at a hospital, vs I’m a healer! Consider this a type of litmus test of whether or not someone is currently creating a view of their work that they can enjoy.

A person that does view their role as much more than what the title actually implies will alter the boundaries of the job itself in a way that makes it extremely rewarding. Here’s where that courage comes in. Much of this is actually doing things that can be deemed against the rules. Doing something that is outside your scope of work that adds value to what the company is trying to do. And it doesn’t actually have to be adding, or expanding your workload. It is often more purposeful to trim out, or delegate some of the things that may be defined as “part of the job” but over time you have come to realize aren’t essential to achieving the things that the organization wants done at a high level. It’s not just following the rules, but truly setting out to make a difference in an area that you find passion in pursuing! It’s not just doing what’s asked of you, but crafting it in a way that brings about love and happiness.

A great place to start to find some job crafting opportunities is to use the Pareto Principle, more commonly known as the 80/20 rule. The secret I find is to use it 2 directions, forward and backward…

Forward: What 20% of your actions lead to 80% of your results? What 20% of accounts lead to 80% of revenue? What 20% of products lead to 80% of the sales.

Backward: What 20% of your responsibilities lead to 80% of your problems? What 20% of accounts lead to 80% of your complaints? What 20% of products lead to 80% of workload?

The reason for using it forward and backward is because it can help you focus your efforts on the things that are actually important instead of the things that on appear important. It may be adding something to these areas and expanding how you treat them. It may also be cutting away from the things that don’t cause much positive effect on your area of responsibility. You can then spend the time on the things that matter, bring results, and bring you joy!

Turning your job into a calling will require you to put yourself out there. It will add some risk to your professional life, but it’s an insignificantly small risk compared to the large payoff of loving what you do! To give a little guidance on embracing your vision, and the cause of finding joy and passion in that job, I’m going to leave you with a quote that I love from Tim Ferriss, “Get good at being a trouble maker and saying sorry when you really screw up.”

-NJ

If you’d like to get a Monday Morning message from me with 3 strategies to prime you for a killer week, then sign up for my free Monday Morning 3 Point Primer.