NO TIME OFF ALLOWED AT TYGES

I want to share how we deal with time-off at TYGES.?As I’ve watched companies pivot in the past few months by demanding that people “come back in to work” it got me thinking who how the lack of a solid culture and leadership is hurting companies.? All companies did it last year during COVID.?Now that it’s over, the idea of not “supervising by sight” has managers all pent up inside.?Around 10 years ago we evaluated the future of TYGES. ?We developed –

a New Mission - “We’re here to make good things happen for other people.”

New Values - integrity, respect, accountability, determination, and courage.?

Realigned our processes/systems/policies/KPI’s/etc.

Created TOS (TYGES Operating System).

One of our key gaps was how we measured people/performance.?We started by eliminating our “time-off” policy.?It pushed us to change for the better.?Now everyone knows what winning looks like at TYGES because we brought clarity and cadence along with aligned organization.?We hire adults and treat them like partners. We expect everyone to do their part.?We are a performance based organization with a set of values wrapped around it. Our associates take whatever time they need including working from home whenever their life requires it. ?

As I talk to other companies this I get 1) “wow – that is very forward thinking” 2) “we wouldn’t be able to do that because……” 3) “how do you manage people”, etc.? My challenge to all leaders (not supervisors/not managers), is if you want to improve all aspects of your company and have the desired financial results, take a look at your culture. Take a look at your mission/values (not the words). Take a look at your systems/processes. Take a look at your “so called” leadership. Take a look at your dated policies. Begin the change.?It took years for the TYGES family to embrace the change but what we have seen is a stronger culture, stronger trust/transparency, stronger people/families, stronger unity, stronger performance, and stronger financial results.?For those that want to chime in and say it cannot be done in my business – that’s a lazy response.?Life is about choices and if you are the leader, you are the person responsible for the actions (positive & negative) of your organization.

Couple of things to watch out for –

1. Some people will slip through the cracks when hiring – move swiftly and exit them from your organization.
2. Some people will overwork because they don’t know how to shut if off – monitor and encourage them to take time off.
3. Some people will align with your values but just cannot perform – these are the hard ones.?Ultimately, if you/they cannot figure it out, help them exit gracefully.

Finally – when you get a to a position where you have a culture like we have at TYGES, it will attract strong people who fit and they will continually challenge the organization to get better as they challenge themselves.?Be prepared to work to get better.

Be the leader you’re called to be.