Out to Pasture: Dealing with those with "special treatment" in the workplace – Brian F. Barry

Thank you for your requests regarding coaching for "Out to Pasture" challenges.

Out to Pasture evokes many images. Typically positive.

The pleasant Out to Pasture picture is when a star horse is gracefully let to roam their own pasture in the twilight of their career. Enjoying freedom, the best barley & oats, with honor & dignity. With full respect of others.

Another description, found in too many organizations globally, is not a rosy picture.  Out to Pasture in organizations is when employees are allowed to do anything they want, behave any way they want, without accountability, or ramifications.  They operate outside of the rules, systems, procedures & policies the rest of the organization must honor. They operate in their own pasture.

Not only do they get away with this behavior, they are often rewarded. This sends a clear signal to the rest of the org that this employee can flaunt the rules, and…get away with it.

The rule following, system respecting employees, most certainly see this.  Their impression of the employee includes: resentment, jealously, anger, frustration, rage, and lack of respect.  It directly contributes to low morale, poor performance, and, total collapse of respect for the “Rancher”, the supervisor, who is allowing this poor behavior.  It results in the same lack of respect for the organization. This leads to disengagement, poor performance, and is most certainly measurable to the bottom line.

Two of the most elusive, and admired attributes of someone in a Leadership and/or Management position are these: Self Awareness & Accountability. We have described these in previous posts.

Self Awareness – Most have no clue what is said about them when they leave the room.  Total disconnect...or worse, they don’t care.

Accountability - “That is not my fault. Not my job. Not my responsibility.

Leading by consistent, inspirational integrity is key.  Employees want, and need to trust & respect supervisors. These are directly joined to credibility.

Clear expectations, achievable goals, standards that are SMART (Specific, Measurable, Attainable, Results Oriented, and Time Phased), are all part of a well crafted, well communicated Performance Results Description. A process fundamental in our Dale Carnegie Leadership Training for Managers Course.e

When leaders clearly define performance of what a role & function looks like when operating well, and it is aligned directly to the Vision, Mission, and Values of the organization, every employee knows exactly how they need to perform. No secret handshakes, no surprises. 

The result is a fair, highly engaged environment, with all employees dedicated to perform well. Mr. Carnegie points out that honest & sincere appreciation is one of the strongest cravings we have as human beings. Employees exceed exceptions when sincerely appreciated. With clear, well managed Performance Results Descriptions, leaders & managers have a process by which they can communicate & measure the performance of every role in the organization. 

Don’t be the Rancher with horses Out to Pasture.  Be the Leader who earns respect & trust through credibility.

Influence & inspire others to motivate themselves to perform well. Make this year your best!

(Pasture image by Jonte Nyhin)