Chad McDermott

Sit with a colleague and observe how they use technology - everyone is an expert is some aspect of each tech. Ask questions and be humble enough to learn. I thought I was an Excel expert at one point, until someone else introduced me to VLookUps and Pivot Tables - mind blown!! Also, be curious.

Start by understanding the foundational technologies in an office - MSOffice is generally a good place. Learn how to incorporate OneNote and Share among groups. Create folders in your Inbox, set up Rules for moving mail, etc... Move into the company's Messaging technology, Slack, Teams, etc... Keep adding and don't be afraid to ask questions!

I'd need to know why the technology is being used, how it is being used, and what are the keys to success for using it. Sit with a seasoned colleague to understand processes and benefits. Seek input from supervisors and subordinates to gauge/align the theories with reality. Start to formulate areas to focus on and dive in.

Having taught Economics for a number of years I had a chance to delve into rewards at work a little bit. Whenever you give an employee a raise that employee is motivated for 6 weeks, generally three pay cycles. Then they get used to that bigger Net Pay and feel they have earned it, which they have. As a manager our job is to provide motivation for the remaining 46 weeks every year. One unique way I did this was to pay the whole team lottery scratchers - ten each. Had them put their name on the back and for one week asked them to pass them out to other employees as Thank You notes. Then on Friday had a breakfast brought in and everyone scratched off their tickets. One employee got $200 dollars!

Almost paradoxically to a business owner is to encourage employees to take time away from work. This time is vital to recharge and realign life. The focus and perspective earned during times away for an employee adds tremendous value to the work when they return. Which pays dividends back to the business owner - in innovative, productivity, and general positivity culture. Contrast this to a business owner who discourages time away, either through policy or demeanor toys with the opposite aspects. It's a detriment to culture and productivity.

I think it's important to redefine Work-Life. This term puts Work at odds with Life, or written another way: Work vs Life. To suggest that Work isn't a fulfilling, and a rewarding, part of Life is somewhat disingenuous. I think a better term is Work-Leisure balance. This encompasses both terms within the Life umbrella, and puts them into proper mindsets. So, for me, the question is how to make Work fulfilling and rewarding so that is greatly contributes to one's Life. If balance is the goal then ask employees to work their 8 hours within a specified time frame. For example, give them from 6am to 8pm to work their 8 hours. Some are morning people and some are evening folks. Let them decide.