Tag Archives: paycheck

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workplace responsibility

Workplace Responsibility Starts with Owning the Work

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It’s the big aggravation, trying to figure out what went wrong. Does your team accept workplace responsibility?

When there is a fender bender (or worse) on the corner of 4th and Main onlookers want to know who is responsible. The same is true for delayed products or services, poor customer interactions, and why quality has declined.

Much of the acceptance begins with purpose, the why of what you do. It is also connected with the concept of ownership. Not necessarily formally, but the informal aspect. Who is engaged enough to be accountable for this outcome?

Most people care about something. Their family, the car, rent, or the house payment. Perhaps it is their own image or reputation.

The psychology of work is not really about the paycheck. Yet, that is always a part of it.

Should it be something more?

Workplace Responsibility

Responsibility is about the psychological connections to the work. Yes, it is about a feeling.

People often start off on the right foot. Something new, something exciting, or that big chance to make an impact or difference. Sadly, it often deteriorates to something less.

The feeling may become, the workplace doesn’t care about me, so I don’t care about the workplace. Translation, I don’t give a crap about what goes on here. Where is my paycheck?

It’s an easy trap for management. Easy because they sometimes lack interpersonal relationships. They measure accomplishment and success not by the effort of the people but by the results on the spreadsheet. The human side is off balance or missing completely.

One of the objectives of leadership should be connected to the people. Connected to building and nurturing relationships that create a united effort to accomplish the mission.

In the smallest company to the largest that is probably how it all started. A person or persons who cared enough to build a product or service worthy of being replicated.

It is easy to hide from responsibility.

Encourage ownership. Ownership is not a title or a matter of fact. It is about a feeling. Instead of removing all of the emotion, encourage it.

Responsibility comes from people who care.


Dennis E. Gilbert is a business consultant, speaker (CSPTM), and culture expert. He is a five-time author and the founder of Appreciative Strategies, LLC. His business focuses on positive human performance improvement solutions through Appreciative Strategies®. Reach him through his website at Dennis-Gilbert.com or by calling +1 646.546.5553.

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job demands

Job Demands and Getting What You Asked For

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There are certainly many different approaches to work, a job, and your career. Some care little about a career, only seeking a means of income to pay the bills. What are your job demands? Are you looking for a career or just a paycheck?

People sometimes call it Karma, others just a bad twist of fate. Do you get back what you put in? Is your connection with your job paying off?

What You Asked For

Most would like to work at an organization where the boss is energetic, farsighted, and encouraging. Most hope for future opportunities, to do the right thing, and are willing to put in the extra effort.

On top of that many seek camaraderie with co-workers, they want to be around others who are interesting, who help inspire, and those who are productive.

They expect the work to be challenging, to grow and learn because of it, and to create or do work that really matters. These same people don’t seek the easiest job, but the path that will help them grow and to build something bigger or better.

They probably also expect future opportunities, a chance to make a greater difference, and to increase their income across time. They are willing to work hard for respect, to be a trusted adviser, and to make a positive impact.

When this defines you, you probably aren’t looking for the stick in the mud, the person who hides and cowers, or the bully who threatens anyone who challenges the status quo.

Job Demands

What are your job demands? What are the requirements that bring you back day after day to take on the challenge of work that makes you proud?

When your purpose is to make a difference, build something together, and fulfill the obligations of the customer it may not be hard to get what you ask for. Your biggest challenge may be to find the community of co-workers who are seeking the same.

When people are focused on exceeding customer expectations and are doing it together, the job demands feel worthwhile.

More importantly, you’ll always get back what you put in. It is exactly what you asked for.


Dennis E. Gilbert is a business consultant, speaker (CSPTM), and corporate trainer that specializes in helping businesses and individuals accelerate their leadership, their team, and their success. He is a five-time author and some of his work includes, #CustServ The Customer Service Culture, and Forgotten RespectNavigating A Multigenerational Workforce. Reach him through his website at Dennis-Gilbert.com or by calling +1 646.546.5553.

Dennis Gilbert on Google+

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Paycheck only employees

Paycheck Only Employees and Other Cultural Blunders

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Clients often tell me, “We have paycheck only employees.” Their statement is often a cry for help. Does the available workforce, societal trends, or the culture of the organization create this situation, perhaps it is all three, and many other factors.

Facts and Myths

Certainly, there are challenges with the workforce demographics in many areas. This is not a myth it is a fact. Societal trends, certainly, yes, they also condition much of the attitude and temperament about employment.

What about the organization, is it possible that the organizational culture also affects or has responsibility for the creation of this so-called paycheck only employee?

Find What You Seek

Sometimes we find exactly what we seek. Perhaps a parent cautioned you back in the day, “Don’t go looking for trouble.” Did you listen? Most or at least many probably did. They tried hard to steer clear of what appeared to be potential trouble.

What does your organization seek? Does the help wanted ad focus on money or the job?

This doesn’t mean the amount of verbiage committed to describing the organization or the job; it means what is the attraction point and the culture? What are you advertising? Are you looking for paycheck only employees?

Driven By Emotion

People assess the environment by what they feel. Certainly, many authoritarian environments have executives urging people to remove the emotion, but emotion still guides many of the choices.

The unemotional executive probably doesn’t drive a nice car or live in a nice place, with nice things. Nice things are an emotional choice. Perhaps fulfilling some practical needs, but often also expensive. They are beyond need, they are about a feeling and are driven by emotion.

People are driven (or not) by emotion. What are the cultural indicators in your organization? When your organization offers a job, what is the selling point? Is it money? Is it about a career, a stepping stone, or just fulfilling a need?

The employee who only wants money and the organization that only offers to fulfill that need are sometimes a perfect match. The people are there for a paycheck. Caring on the other hand, that is emotional, it is also optional. You’ll expect higher turnover, you’ll get it.

Paycheck Only Employees

When the environment feels like the organization doesn’t truly care about the employee, the employee really doesn’t really care about the organization.

Advertise what you seek, be what you advertise. Deliver on the promise.

You’ll find what you are looking for, everything else is only about the paycheck.


Dennis E. Gilbert is a business consultant, speaker (CSPTM), and corporate trainer that specializes in helping businesses and individuals accelerate their leadership, their team, and their success. He is a five-time author and some of his work includes, #CustServ The Customer Service Culture, and Forgotten Respect, Navigating A Multigenerational Workforce. Reach him through his website at Dennis-Gilbert.com or by calling +1 646.546.5553.

Dennis Gilbert on Google+

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