 Beatles Trivial Pursuit game NEW IN BOX US $10.00 
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 Beatles Trivia Pursuit Game-Brand New US $25.00
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 1994 Parker Brothers Trivial Pursuit: Genus III Family/Party Game US $14.99
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 In Pursuit Trivial Pursuit game US $5.00
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 USA Trivia Board Game 1985 US $4.99
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 PARKER BROTHERS SLIDE PURSUIT GAME** SORRY *** VINTAGE*MIB* US $19.99
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 VINTAGE TRIVIAL PURSUIT BOARD GAME 1981 MASTERGAME-GENUS EDITION VINTAGE GAME US $11.84
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 Therapy the game (Pressman) VG Board Game US $29.03
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 Original Trivial Pursuit Master Game Genus Edition 1981 US $4.99
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 600 Trivial Pursuit cards from 4 different games 10th Anv Genus 2 Genus 4 Baby B US $11.75
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Having a common goal and feeling like part of a team is not 'pie in the sky' highfalutin empty company talk. It is a natural part of most people's human needs, and a most common need is to feel a part of something greater than one's self and working in unison with others.
There will always be individuals that will never be team players due to their self-centered needs. That is a very complicated issue to address, it can be time-consuming and frequently futile. Simply put unless that individual is vital to your operation cut them loose and do it quickly. If one builds a team of self-serving individuals, like a dysfunctional family, it is a recipe for long-term failure. There is little room for people like this in a successful company. Additionally spending all of your time on 'bad students', while neglecting your good ones is poor policy, and not making the most productive use of management's time. Good team members make their teammates look good, not themselves. To paraphrase an old saying, if you're in last place with a 'star' on your team you can be in last place without them too. Besides a fresh start by separating yourself from a bad employee fit, you will be setting an example that being a good co-worker is a valuable asset in itself.
Now that the 'negative' is out of the way, let's concentrate on the positive. There are different ways to motivate people, and after over 30 years in business I've probably tried them all. Setting up financial reward systems is time-consuming, leads to fragmented and erratic behavior, and frequently leads to ill feelings amongst co-workers. Instilling fear works as a means to regulate behavior, and is a great motivator. However most humane managers, myself included, do not choose to operate a business and have a long-term plan based upon fear. A daily regimen of berating, yelling, and punishing employees does not present itself as a pleasant workday for anyone involved in a process like that.
In my opinion the long-term and sensible answer is team building, and preaching the concept on a daily basis to all employees. There are some very simple concepts, such as taking to heart treating your co-workers and clients as you would like to be treated yourself. This is a learned behavior, and entails one putting their ego aside. A valuable team-building tool is acknowledging positive behavior. It is much healthier than negative reinforcement every time an error or mistake occurs. Negative reinforcement teaches employees to hide their mistakes, not learn from them. Another vital lesson is teaching that helping your teammates to succeed helps you to succeed; yet it is a foreign concept to most people. Once enacted, it can be a self-sustaining system and an eye-opener for everyone involved. Morale will rise on its own. No 'bribery' needed, no perks needed, nor fear required. Treating employees fairly and respectfully should be a daily duty, not a once in a while 'favor' or grand gesture. 'My way or the highway' is not exactly an awe-inspiring business model for human relations or anything else.
My McDonalds Experience
When I was quite a young guy I worked at McDonalds for 15 months, before a drive-through was ever built, and other fast food options existed. It was hectic, crazy busy at times with lines right out of the door. But we always handled every rush of customers, and produced a quality product. The 'we' was a bunch of 15 and 16-year-old kids, who were managed by a 17-year-old kid. The owners barely ever set foot in the place. There was teamwork, camaraderie, and my next point, systems. Expecting your people to know what to do is like expecting a team to know the plays without teaching them the plays. It doesn't work. For people to 'buy into' something there has to be something to buy in to. There has to be systems for every conceivable action and duty; there has to be defined and documented parameters of what are considered acceptable behavior. People want to know what the boundaries are and that there is a system to abide by. Once presented in a sensible manner most people meet or rise to the challenge, and not to do so would mean possible exclusion from the group and personal failure. I use my McDonalds experience on a daily basis to this day to help me run my sewer and water main business.
'How Stupid Can You Get'
How many times have you thought that, or actually (yikes!) said that to an employee? The real question is what is the skill level and potential of the employee to begin with. Are your expectations of performance beyond the employee's capabilities? There is a simple and low cost solution to that difficult question. Pre-employment aptitude tests are available, easy to administer, and enlightening. An aptitude test will help you place a prospective employee at a position befitting their skill set and aptitude. Do not eliminate a person from consideration for a position, or guarantee their failure by placing them at a position above or below their capabilities. Interestingly a person working at a position below their level of ability can be as troublesome as an employee that is not qualified. Boredom or indifference can easily cause more problems than incompetence.
Building a like minded team of co-workers requires structure, levelheaded leadership, careful pre-employment screening and constant coaching and guidance. Positive actions will rule the day, not rash behavior brought on by poor in-house systems and policies.
David Balkan is the VP of Balkan Sewer and Water Main Service.
Balkan Plumbing is the largest sub surface plumbing company in NYC, performing over 2,000 sewer and water main installations annually. As a family run business in operation for over 50 years, our 10 year guarantee means we continue to stand by our work after the job is done.
Joseph L. Balkan Inc.
130-01 Jamaica Avenue Richmond Hill, NY 11418 | Phone: (718) 849-0900 | Espanol (718) 849-0900
Fax: (718) 849-9570 l info@balkanplumbing.com
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AR.PURSUIT - AR.DRONE VIDEO GAME (Full version)
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