Work Should Be Like PaiGow
Ahh, Vegas – how we love to hate you! You’re hot, you’re sleazy, you’re crowded, you’re expensive and you cheat…of course we hate you!
The annual SHRM conference was held in Las Vegas this year and over 15,000 attendees gathered to learn more about their profession. I have been to Vegas for conferences before but this is the first time in which I gambled…and by gambled I mean I played PaiGow.
The PaiGow table is a generous, social and helpful table. The game itself is easy to learn and even if you’re a bit slow on the uptake, the dealer and all the others offer their insight and assistance and encourage you. You see, there is no vested interest in you losing; in PaiGow, if you play well, others benefit. (Players are eligible for what is known as “envy” bonuses if you score well on your fortune bet.)
Work should be like PaiGow but sadly, it is not.
At work, you should be able to rely upon your teammates to give you their time, their energy and their talents but often, they do not.
At work, you should be able to rely upon your supervisor to offer advice, counsel, an encouraging word and some “I’m sorry” statements from time to time but often, he/she fails to even remotely engage with you.
At work, you should be able to rely upon your team, your supervisor, your other colleagues, etc. to help you or share information with you so you can increase your chances of success but often, they intentionally withhold these graces because for whatever reason, they don’t want to see you succeed.
Work should be like PaiGow.
But it may require you to gamble a bit with that chip you call comfort.
Someone new joins your team?
You should introduce yourself, inquire about them, offer enough information to make them feel comfortable, and then let them know you’re figuratively only a chair away should they need anything.
Someone new is hired or assigned to you?
You should immediately give them as much information to get comfortably through the next few days. You should give them permission to ask for help and certainly let them know it’s ok to screw up while they are getting used to their job. You should get used to saying you’re sorry because the fact is, you’re not perfect and you will disappoint your new employees from time to time. (So own it and apologize.)
You should offer to help them when they appear to be a bit behind. You should partake and encourage others on your team/in your organization to “pitch in” when deadlines are looming or priorities get shifted. You should seek out and share information that helps everyone do their jobs more effectively. You should celebrate their successes because one day, you’ll want someone to celebrate in yours.