Does this sound familiar? When I preach the Peter Principle to my colleagues and ask them if they know what it’s about, their response is usually one that indicates they have never heard of this. Yet, once I explain in generic terms, they nod their heads in agreement and confirm what I already expected. They have seen it before and our conversation reinforces and provides some clarity to their situations.
In my fourteen years in the workforce, I have seen the Peter Principle rear its ugly head too many times to mention. The principle is a great theory proven by smart people, it’s not just Michael Hersh making up his own ideas and having his own agenda. And oh how frustrating it has been not only being in these situations on a personal level, but seeing other great organizational superstars dealing with it causing them a lot of unneeded grief and pain. Right now, I finally believe I’m working with somebody who actually gets it and rises above the Principle, but others are not so lucky and I feel that pain.
Not all men and women are suited to be managers and leaders of people. Having empathy and being a mentor for others makes perfect sense to rational people, but it all goes back to the theory that emotion always triumphs over logic. Most people get promoted, and then decide to coast and lay down the gauntlet on their people. The result leads to disgruntled and unengaged employees which in turn heads toward to lack of efficiency and production which in turn leads to turnover and more wasted time and money to repeat the cycle. The manager for the most part always gets off the hook, because it would be a poor reflection on upper management whose decision to promote this person probably caused this mess in the first place.
It’s everywhere, in businesses big and small, in the USA and global, in all departments within an organization. You might be a great salesperson, you might be a great financial analyst, you might be a great foreman, you might be a great money saver. That does not always guarantee you will be a good manager and leader of people as the Peter Principle indicates.
To be a leader of others, you need to be or “strive to be” a good communicator and have genuine empathy and sympathy for others. You need to listen to hear and not listen to respond. You need to make the effort to say hello and goodbye to your people. And to really seal the point, you need to find time perhaps to take them for lunch and show genuine appreciation for them. Part of your new job as a manager and leader is to adapt to your team members and let them know they work WITH you, not FOR you.
Now Mike, that’s easy, I’m a manager and my people respect me, and if they are not engaged, it’s their responsibility to engage themselves. I hear that other side of the equation numerous times. Be careful with that statement! In today’s workplace filled with fear of unemployment and the unknown, many employees continue to walk on eggshells and aren’t going to speak up even if they are “allowed” to. This isn’t rocket science, and it’s pretty easy to spot if you take the time and energy to really focus on your people. Some people might take advantage of your kindness, those are the people easy to spot. Most people will not take advantage and without the stress of trying to please their boss, they more likely will work harder and care more.
In order for change, we need TO change. Notice the TO in that sentence. If I understand correctly, businesses are in existence to make money and preferably not lose money. Well, based on Gallup survey numbers (and by the way, you ain’t seen nothing yet with my articles!), 71% of the workplace are not engaged and that costs mucho dinero (a lot of money for my non-Spanish speaking colleagues). There are always going to be circumstances for turnover based on opportunities and circumstances. But upon exit interviews or layoffs due to perhaps underperforming, the reason is usually because these people were not engaged enough to care or felt unappreciated.
The Peter Principle will always exist, but if the business leaders truly care about evolution and keeping good people, they best take a good hard look in the mirror and make sure the leaders of tomorrow are willing TO change or have empathy in their hearts. Otherwise, status quo will remain!
Remember the true words of Mr. Miyagi from The Karate Kid, there is no such thing as bad student, only bad teacher!”
