One of the most important lessons in life is learning how to treat others. Everybody knows the ‘Golden Rule’ but how many actually follow it?

The other day I read a quote from Thomas Stemberg, the founder of Staples Inc. where he said:

“Treat people right and they will eat nails for you.”

Of course we wouldn’t want our peeps to be eating nails, but I think the point is pretty clear.

In one of my companies, we’re going through the typical growing pains of building the business, attracting good talent, creating a good corporate culture, etc. But one thingI’ve found is that we get back from our people in proportion to what we put in. Sure, there’s a few that put in more and go beyond the call of duty, but there’s also a bunch that just do what they’re asked.

But even those people tend to perform better when we engage them and make them feel like a part of the team. We give them projects that excite them and also help them learn/grow, while benefiting the company.

In every aspect of my life, both personal and business, I have found that the best way to get what you want, is to try and give others what they want. Only through this approach of sharing and helping, can we all become better and reach our individual goals.

A Harvard professor once taught me to complain about everything. He theorized that if we complained about everything, people would work harder to deliver better service.

After some more experience in the field, I have come to learn that he was only partially correct. It is true, that complaining can help you get what you want, but the opposite could also be true; complaining could have a negative affect.

So after many years of practicing and tweaking my approach, I’ve learned that a complaint by it self is useless. In practice, the best way to complain is to take the time to complain right.

By this I mean actually taking time to understand the issue, the possible factors at play, the actual players involved and then, having taken all that in to consideration; think what you would’ve done differently. Once you devise a strategy that you think works, speak to the person in charge and explain to them your circumstances and what you came up with.

But the trick here is not to complain to them… not actually. Rather, try to talk to them and solicit their feedback. Make it a two-way conversation. Not a bitch-session, not an-angry-customer-yelling-at-the-manager-session; simply, two people having a meaningful and beneficial conversation.

Your goal should be to befriend the Manager… to learn their perspective and their views, as well as share yours. A Manager that really cares and has the ability to do something about the situation, will work with you and do what is right. Others will just go along with you, thinking that their path of least resistance is to just listen because ‘the customer is always right’.

Based on your ’sit-down’, decide whether they have earned your business and whether you will visit again. But also leave knowing that you did the right thing and you helped them become better. Whether they take you up on your genoristy is up to them.

I’ve noticed there are still companies out there that round employee’s time (punches, swipes, whatever you want to call it).

I think, back in the day, it was considered a ‘feature’ of a good time capture system so that employer’s would no longer have to pay people for time not worked. And I agree with this concept… nobody should get paid for time they did not work. If an employee shows up 5 or 10 minutes late for their shift, then their pay should be representative of this.

But the flip side is also true. If an employee shows up 5 or 10 minutes early and actually starts working, their pay should be representative of this. Many organizations round this up to the scheduled start time and chalk it up to the notion of “I didn’t ask her to come in early and start early so why should I pay her?”. While in theory this might sound appropriate, it somehow gets lost in practice.

I know that this type of ‘rule’ was implemented generally to prevent people from abusing the system and coming in early only to pick their nose on their employer’s dime. As an employer, I certainly know this frustration and agree that its not fair. But once again, I come back to the point that not paying an employee for time they have worked, is not fair either.

As employers, we need to come up with a scheme that is fair and equitable for both sides. And I guarantee if we don’t, the courts will devise a mechanism that will be onerous, punitive and cumbersome. And that’s advice you can take to the bank!