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- Herausgeber: John Wiley & Sons
- Kategorie: Fachliteratur
- Sprache: Englisch
Increase your positive energy at work—and help your team do the same
In The Energy of Success, award-winning energy expert Rebecca Ahmed reveals precisely how to shift your physical, emotional, and mental potential through proven, easy-to-use strategies you can start using today. When you learn to shift your own and your team's energy (even if you are not in charge!), you will immediately increase their joy and enthusiasm, transform your workplace, and infuse positivity into your workplace…for everyone.
In the book, you'll find five energetic success principles and practical steps you can take immediately to improve your life and the positive influence you can have on the people around you. You'll also discover:
- Key takeaways to empower others and prepare and control your own personal energy levels at work
- Critical insights into how you can shift your employees' focus from dwelling on challenges to innovating and communicating solutions
- Ways to control your responses and reactions to external factors at work, at home, and everywhere else
Perfect for employees of all levels, The Energy of Success is a must-read resource for professionals everywhere who hope to change and improve their energy to unlock new levels of success and happiness.
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Seitenzahl: 346
Veröffentlichungsjahr: 2024
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Table of Contents
Cover
Table of Contents
Title Page
Copyright
Preface
CHAPTER 1: The Solution: Constructive Energy
The Definition of Personal Energy
Final Thoughts
Notes
CHAPTER 2: The Challenge: Deconstructive Energy
Investigation Background
Investigation
Investigation Summary
The Link Between Energy and Core Values
Emotions Tied to Destructive Energy
The Energetic Impact of Destructive Energy
Final Thoughts
Notes
CHAPTER 3: The Journey: Shifting from Destructive to Constructive
Example 1: Ask Before Assuming
Example 2: You Have More in Common than You Think
Example 3: Get Creative!
Final Thoughts
Notes
CHAPTER 4: The Safety Zone
Safety Zone Qualities: Fear, Self‐Doubt, Risk Adverse, Avoidance
Imposter Syndrome
Success Communities
Outcast Communities
New Communities
Limiting Beliefs
Burnout
Action Steps and Takeaways
Final Thoughts
Notes
CHAPTER 5: The Combative Zone
Combative Zone Qualities: Opposition, Frustration, Disobedience
Direct Authentic Feedback
Call In and Calling Out
Disciplinary Communication
Delegation Orders
Bias
Communication Deficiencies
Discrimination, Harassment, Violence
Key Thoughts and Takeaways
Final Thoughts
Notes
CHAPTER 6: The Compromise Zone
Compromise Zone Qualities: Accountability, Resilience, Compromise
The Compromise Zone Objectives
Action Steps and Takeaways
Final Thoughts
Notes
CHAPTER 7: The Service Zone
Service Zone Qualities: Hospitable, Caring, Problem‐Solving, Empathetic
Service Zone Case Studies
Action Steps and Takeaways
Final Thoughts
Notes
CHAPTER 8: The Curiosity Zone
Service Zone Qualities: Curiosity, Growth, Understanding
Individuals
Leaders
Organizations
Action Steps and Takeaways
Final Thoughts
Notes
CHAPTER 9: The Creative Zone
Creative Zone Qualities: Creativity, Collaboration, Flow
Action Steps and Takeaways
Final Thoughts
Notes
CHAPTER 10: The Climax Zone
Mindfulness
Practice
Purpose
Energy from Pursuing Your Passions Through Work
Energy from Your Personal Passions
Energy from Your “Work Family”
Energy from Your Personal Journey
Action Steps and Takeaways
Final Thoughts
Notes
CHAPTER 11: How to Shift Your Energy
The Principle of Detachment
Practice Presence
Create Possibility
Cultivate Curiosity
Lead with Love
Marketing
Administration
Action Steps and Takeaways
Final Thoughts
Notes
CHAPTER 12: How to Build a Motivational Workplace Culture
Conduct a Workplace Investigation
Action Steps and Takeaways
Final Thoughts
Notes
About the Author
Values‐Driven Solution Assessment
What Are Values?
Why Is It Important to Identify and Define My Values?
How Do Values Tie to Solutions?
How Do Values‐Driven Solutions Yie to My Energy?
What Values Do You Resonate with the Most?
Reflections:
Thought Provoking Questions:
Index
End User License Agreement
List of Illustrations
Chapter 3
FIGURE 3.1 Energetic Self‐Perception Wheel
Chapter 5
FIGURE 5.1 Sample Interview Evaluation Form
Chapter 12
FIGURE 12.1 Work and Life Satisfaction Across 14 Success Indicators
Guide
Cover
Table of Contents
Title Page
Copyright
Preface
Begin Reading
About the Author
Values‐Driven Solution Assessment
Index
End User License Agreement
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Praise for The Energy of Success
Rebecca Ahmed's The Energy of Success is the electrifying boost every business leader craves to catapult their enterprises and teams to new heights. The book is chock‐full of transformative strategies that not only turbocharge productivity but also ignite unparalleled motivation. This book is the catalyst for serious professionals aiming to reshape their success trajectory.
For those who aspire to be more than just leaders but game‐changers in the business arena, this is an indispensable guide. Ahmed navigates the intricate landscape of success with precision, offering insights that elevate your game and revolutionize your work environment.
Consider this book not just a recommendation but a mandatory read for anyone committed to enhancing their leadership skills and energizing their teams. Don't just think about it—power up your journey to success by grabbing a copy of The Energy of Success today!
—Jeffrey Hayzlett,
Primetime TV and podcast host, speaker, and author
The Energy of Success is your roadmap to a vibrant work life. It's a powerhouse of strategies to turbocharge productivity, reshape habits, and supercharge motivation—a must‐read for those who aspire to conquer success with boundless energy.
—Jan Jones,
Board member, Caesars Entertainment Corporation, and Executive Director, Black Fire Innovation at University of Nevada, Las Vegas (UNLV)
Investing in employee well‐being and fostering a vibrant workplace culture isn't just a compassionate approach—it's a strategic imperative that directly fuels the bottom line. Rebecca gets this. Throughout her speeches, consulting, coaching, and writing, she convincingly asserts that a dynamic and energized workforce will undoubtedly redefine the landscape of workforces, setting the stage for both individual fulfillment and unparallelled organizational growth.
—Kevin Koser,
VP of Global Human Capital Management (HCM) Solutions, Spencer Thomas Group
The Energy of Success is an indispensable resource for learning how to revolutionize your habits for success. As a student, I struggled to find a balance between the energy I devoted to courses and the energy I had available to be a positive team member at work. This book helped me achieve that balance. Not only did I learn how to reenergize my motivation, but I learned to apply the skills in this book to amplify my efficiency and master my productivity. I highly recommend this read to those ready to unlock their potential and take control of their life both in and out of the workplace.
—Audrey Ott,
Student
The Energy of Success
Power Up Your Productivity, Transform Your Habits, and Maximize Workplace Motivation
Rebecca Ahmed
Copyright © 2024 by Laugh Thru Life LLC. All rights reserved.
Published by John Wiley & Sons, Inc., Hoboken, New Jersey.Published simultaneously in Canada.
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Cover Design: Jon BoylanCover Image: © Coosh448/ShutterstockAuthor Photo: © Rebecca Ahmed
Preface
What if I told you that there's no such thing as a bad employee, there's just “bad” energy. And when someone experiences this bad energy, their thoughts, feelings, and actions are negatively affected. This “bad” energy is so destructive that it has not only taken control of you as an individual, but it's taken control of you as an employer and leader; it's taken control of your teams, and it's taken control of your entire organization. To be honest, destructive energy has even taken control of me!
How so? In reviewing the landscape of my employment, I've represented almost every type of employee on the spectrum. I've been an exemplary leader, a quiet quitter, and a disruptive annoyance—and each one of these types of employees has been directly impacted by my energy.
Name: Rebecca AhmedPosition: Director, HR Systems and OperationsDates of Employment: 2016–2018Type of Employee: Exemplary Leader
Name: Rebecca AhmedPosition: Food and Beverage ServerDates of Employment: Summer 2005Type of Employee: Disruptive Annoyance
Name: Rebecca AhmedPosition: Sales ManagerDates of Employment: October 2009Type of Employee: Quiet Quitter
As the exemplary leader, I demonstrated focused energy, commitment, and proficiency. My thirst for efficiency consistently challenged the status quo, streamlined operations, leveraged technology, and enhanced my company's bottom line. My passion for diverse perspectives cultivated collaborative environments, fostered innovation, and helped drive projects to award‐winning success.
As the disruptive annoyance, I created opportunities all day long. I led with curiosity to improve breakdowns, and offered short‐term resolutions and longer‐term sustainable solutions. I valued excellence and urgency. I didn't take no for an answer and directed my energy towards change, no matter how exhausting the uphill battle.
As the quiet quitter, I laid low and stayed out of the spotlight. I naturally pointed out opportunities when I saw them. But if they weren't well received, I switched gears. During those times, I reminded myself of what's most important. I rationed my energy to accomplish exactly what was needed. I arrived on time. I departed on time. I performed the requirements of the role while on the job. I used my stored energy to propel me towards my bigger goals because I knew my current situation was temporary, not permanent.
You too have probably experienced each or every one of these types of employees. When your employees experience constructive energy that aligns with their values and drives their motivation, they demonstrate focus, accuracy, and ambition. On the contrary, when your ecosystem screams chaos versus safety, you and your employees naturally react with fight, flight, or freeze. And when you all feel the need just to get by and buy some time, quiet quitting becomes the easiest solution.
What's the problem with these three reactions? You're not in control! Your energy is in control of you. All three employee types are due to reactions based on external factors. I could have easily explained each scenario's external factors to provide you with context. But I don't. Why? Because you can't control every external factor that comes your way. What can you control? Your personal energy.
Unfortunately, companies have been acculturated to believe that the secret to success is to teach both employers and employees various competencies addressing skills, aptitudes, and attitudes. They select from a plethora of teachers, techniques, and tools, ranging from communication courses to leadership trainings. While many of these instruments help in part, there is a fundamental issue—one that I propose is logically the most important element needed to effectively engage and inspire each and every person: your personal energy levels.
Any company that wants motivated and invested employees needs people, leaders, colleagues, and partners who can truly influence and uplift those around them, which means we need the energy to make this happen. This book will help every worker increase their own energy levels—physically, mentally, emotionally—which, in turn, will increase the positive energy of their entire companies.
Throughout The Energy of Success: Power Up Your Productivity, Transform Your Habits, and Maximize Workplace Motivation, I will illustrate how you can shift your energy—and influence the energy around you—to increase your joy and enthusiasm about your work; how you can use that shifted energy to transform your own work experience no matter what's going on with your colleagues; and how you can truly be in control of your own energy, and not let your energy control you.
Consider the person who feels trapped because they work in an environment where they feel bullied by someone else. Changing the bully never works. Eventually, even most school children figure out that when you don't react to the bully or you find a way to reply that defuses their reward from their aggression, the bullies will quickly lose interest in their former victim. And being bullied doesn't always end in middle school; bullying by a boss or a colleague drags down people's energy at work.
Consider the harried parent whose workday morning routine includes breakfasts for finicky kids, packing school lunches, finding lost homework, getting everyone buckled into the car, and making it to the school drop‐off line on time—and then to the first meeting of the day looking immaculate and being prepared to contribute. Every worker needs more energy, yearns for more energy, and will soon discover how to manufacture more energy, no matter what your external life looks like.
Consider a workplace that feels monotonous or meaningless, or where the work is just plain dull. You feel like you are just “punching the clock,” maybe until you get your degree or a better job, or because you need to feed your family, or you don't see any opportunities to better your situation. Millions of people around the world feel they must work like this. My book will help you in an extremely practical, specific way, to transform your experience of that very same job so that you experience eagerness, value, and joy at work.
In this book, I introduce five energetic success principles with practical and easy steps that anyone can take to quickly shift their energy. These insights, the assessment, and the easy‐to‐follow steps are preparation for empowering you to control your own energy levels and expand your ability to influence those around you. This will enable you to increase your own joy and engagement at work, help your peers, and begin to create a sustainable and productive workforce culture around you.
Workplace motivation and surges in productivity are a direct result of employees first discovering how their personal energy levels impact themselves and their teams, helping you then gauge, control, and modify your reactions to thoughtful responses. This enhances your physical, emotional, and mental energy to accomplish your goals.
By putting this all together in a simple‐to‐understand, clear way, it is my intention to help you take back the power to make your work something that inspires and motivates you, brings you greater satisfaction, and encourages you to feel empowered, enthusiastic, and energetic each and every day.
CHAPTER 1The Solution: Constructive Energy
I'm at the top of the steps, at an elevation of 6,435 feet above sea level. I see my destination, just under 100 feet below me. I'm about to take my first step down, when I have an out‐of‐body experience. I am witnessing a miracle. Twelve individuals are working together completely in sync. Their communication is cohesive. Their collaboration looks effortless. The diversity of their expertise welcomes inclusivity. Their execution is flawless.
I start to gain more excitement and join the rest of the crowd, all 8,000 of them. We're swaying back and forth to the beat of Jimmy Buffet and the Coral Reefer Band. We're smiling, singing, laughing, and dancing, completely present with the gift we are experiencing. I mentally exit my present reality and take a moment to reflect on my current sentiment. I haven't been to a concert in almost two years. Why does this energetic sensation feel so familiar?
Aha, now I know. This sensation reminds me of the “magical moments” I've created and witnessed throughout my career. Just this week I can recall the excitement I felt when one of my Gen Z clients called with tears of joy upon receiving her first dream job offer. What about you? If you think back on your career, what moments would you define as magical and memorable? Is there someone you admired who stands out for counseling you in a time of need? Is there a team you've worked with that has become your family due to the bond you created working on a project? Is there an instant you recall where everything just clicked, resulting in an innovative process or invention?
I think back to my time at the Cosmopolitan of Las Vegas, where one specific question inspired all of us so‐called “CoStars” with creative solutions to increase customer satisfaction survey results. I recall how fostering an environment of collaboration advanced the way a major US automotive company now pipelines talent. How excitement shared by emerging leaders at Caesars Entertainment has created a lifetime of memories for honeymooners, families, and friends. The impact of these dynamic moments has driven me and billions of others to pour our passion into our work every day. There is only one single term that can describe this sensation. That single term is “energy.”
The universe is runnin' away
I heard it on the news just the other day
There's this new stuff called dark energy
We can't measure and we can't see
It's some elementary mystery
Train that we can't catch
But our heads are in the oven
And somebody's 'bout to strike a match1
The most recent “State of the Global Workforce Report” shows individuals are quitting their jobs at a record pace. Less than a third of the US workforce is currently engaged at work. Lack of motivation plus loss of productivity are costing the economy over $8.1 trillion globally.2 Each year, companies invest in trainings and courses, and individuals invest in self‐help books and retreats. While these resources are useful, their impact is short lived.
Why? Because most of the time, as a society, people are trained to focus on what's wrong—what's wrong in their personal life, their professional life, their bubble. They will criticize, complain, and even give up before taking action steps towards devising a sustainable solution. Their response is quite understandable. Challenges will keep on coming. What's the point in trying? Something is obviously missing.
Maybe it's all too simple
For our big brains to figure out
What if the hokey pokey
Is really what it's all about?
I propose that this missing element needed to effectively engage and inspire people and organizations is one's personal energy. This book is all about understanding personal energy, both constructive and destructive. How to increase your own individual energy—physical, mental, and emotional—which, in turn, increases the positive energy of those around you to build a motivational workplace culture.
The Definition of Personal Energy
Let's start by defining personal energy. Personal energy is the amount of vigor or capacity you bring to a situation. The energy you bring to a situation is based on the way you see things. The way you see things is forged by your life history, training, and genetic makeup. You may have heard the phrase about how some people “see the world through rose‐colored glasses.” You may have a friend who does this, and if this friend removed these glasses, their perspective of a situation would change, resulting in a change in energy.
To bring this to life, let's walk through a couple of examples. Patty McCord, former chief talent officer at Netflix, explained Netflix's startup culture as “radical honesty.” If you experienced and enjoyed this culture, you probably would respond with excitement and high energy as people shout feedback and questions at you throughout your presentation. If you haven't been exposed to this culture, it's very possible your perspective of the situation would be terrifying. Your reaction could range from fear to conflict, and even a full shutdown, decreasing your energy and motivation to continue presenting.
What examples come to mind as you reflect on events throughout your life? Has your perspective on a situation changed as you've continued to grow? One of my favorite videos that highlights a family perspective is of Indra Nooyi, former chairperson and CEO of PepsiCo, at the Aspen Ideas Festival. When asked how her family responded to her promotion at PepsiCo, she shared her mother's feedback and got the whole room laughing. Of course, her family was proud of her accomplishments! She was the first South Asian woman to lead a Fortune 500 company. However, their immediate assessment of Indra's responsibilities came from a place of family needs. In that moment, Indra's family didn't need Indra the CEO. They needed Indra the mother. Hence, her mother not only told her not to forget milk on the way home, but she also told her to “leave that damned crown in the garage!”
I loved how Indra shared this comment with the audience, as working parents immediately related. Numerous societies prioritize the well‐being of their family, from the elderly to newborns. Family needs many times are prioritized above work, school, sports, social activities, and even personal needs. If you've received this message your entire life, it's very possible you energetically react one of two ways when asked to assist with a family need. You might react with enthusiasm when you have an opportunity to help your family overcome a challenge and be of service. Other times you might feel frustrated or exhausted from prioritizing everyone's needs above your own. Both reactions are understandable and can fluctuate based on the context of the situation and your outlook about the request. The difference is that one reaction gives you energy, while the other leaves you feeling depleted.
The Difference Between Constructive and Destructive Personal Energy
These two reactions are classified as two different types of energy. Although they're commonly known as positive and negative, their effects are constructive and destructive. Destructive energy derives from stress, causing your body to pull from or use what current energy you have stored. Constructive energy has the opposite effect. Rather than reacting to stress, constructive energy is the personal energy that your body builds and creates throughout the day when it maintains an unruffled state. Both types of energy are constantly at play and are advantageous and disadvantageous, depending on how you're experiencing a situation.
Let's look at the advantages and disadvantages of each type of energy, starting with destructive energy. How can destructive energy be advantageous? When an unforeseen event comes up at work and needs your immediate attention, you'll need to quickly pull from your body's stored energy. You may need this energy to address a conflict, push through a barrier (physical or mental), or even retreat from a safety hazard. Whatever the stressor, it's important to note that destructive energy can help you in this moment and can be essential when dealing with an immediate challenge or strain. The difficulty is, if you pull from your body's stored energy consistently, your energy gauge will reach empty, the way your cell phone battery does if you haven't charged it throughout the day. Destructive energy is not sustainable and needs constructive energy to be refueled.
Constructive energy strengthens your drive and propels you towards your goals. This energy is stimulating and expands your vigor to move forward. This energy allows you to be present to your needs and desires, as well as to those around you. By increasing your constructive energy, you expand not only your ability to lead your own life, but also your ability to lead others towards their objectives and targets.
How can constructive energy be disadvantageous? Overall, the challenges are minimal compared to the challenges associated with destructive energy. The drawbacks can create more risk in your life, and cause others to perceive you as self‐centered, or ungrounded. We'll discuss the benefits and downsides further throughout the book, specifically as we dive into the seven zones of energy classified under constructive and destructive.
How to Control Your Own Personal Energy
Now that we have defined both types of energy, let's dive into how you can control your own personal energy. Unfortunately, no one can control every external factor that comes their way. Yes, you can prep and plan to mitigate risk, but unforeseen challenges are a fact of life. So what can you control? Your response to a situation! This moment of choice is key in understanding how to shift your energy.
Because energy shifts due to your personal perspective, your personal energy is constantly changing. This means that your energy is attitudinal. Think about it: how often do you notice your attitude shift because of your perception of a situation? To illustrate, let's walk through a common situation to which you can easily relate.
Suppose that on Monday, a financial services manager named Thomas had a great day at work. He accomplished everything he wanted to get off his checklist. His ride home was traffic‐free. He walked into his home and his family asked, “What's for dinner?” He responded with delight, gave everyone hugs, and started asking them to grab the chicken and veggies out of the fridge to start dinner.
On Thursday, work was extremely frustrating for Thomas. His direct report made multiple mistakes he had to fix, and he didn't agree with an operational decision. On top of that, his ride home was jam‐packed with traffic, causing his evening to start much later than planned. He walked into his house and his family asked, “What's for dinner?” How do you think Thomas likely responded?
Most respond with the same energy they most recently experienced, even if the question or the new situation has nothing to do with the previous events of the day. In situation number one, Thomas's response was warm and welcoming. In situation number two, I wouldn't be surprised to hear that his natural response was one of frustration or exhaustion: “I'm too tired to cook after what happened today,” or even “Make your own damn dinner!”
Both storylines wrapped up with the same question: “What's for dinner?” So why would his responses be so different? In scenario one, it's likely Thomas perceived his family's question as a standard inquiry upon arrival home, or excitement to start their evening spending quality time together. In scenario two, it's very possible he felt completely different, even emotional. How could his family not take his feelings into consideration, after everything he had gone through that day? Shouldn't they know he had a long day at work and the last thing he wants to do is “work” for someone else?
Upon looking at these two distinctions, it's easy to see how energy can be contagious and can make or break a person's mood. What happens after Thomas reacts with irritation or exhaustion? How many times have you blamed someone else for your temperament? I hear it all the time. “Work gives me anxiety.” “She makes me happy.” “They exhaust me.” When energy is constructive, how advantageous! Most individuals absorb this energy, which enhances their mood. However, when it's destructive, how concerning! Rather than exercising control of your personal energy, you're unconsciously allowing your energy and external forces to control you.
Why don't people naturally leave their negative energy behind before embarking upon a new experience? Because, as a population, humans gravitate towards what's easiest in the short term and get stuck in the same neurological cycle. People get comfortable and start repeating the same pattern, over and over again—so much so that their perceptions start becoming their reality. In this way, they consistently use the same energy, even when it doesn't align with their values or goals. It can even begin spiraling. How many times have you had a bad morning that turned into a bad day? How many people do you know who took that bad day and turned into a week, and the next thing you know, they're posting on social media, writing off an entire year (#adios2022 #bye2023). You might have laughed at this comment, but it's all too common. The impact of unconsciously wearing and sharing this destructive energy has a catastrophic impact on our personal lives, professional lives, health, and well‐being.
So how can you choose the energy you want to bring to a situation? By shifting your perspective! Let's explore a few scenarios to better understand how Thomas could have responded to his family with warmth versus frustration, even after a difficult day at work.
Perspective Shift, Option 1: Rather than becoming more frustrated with the traffic, Thomas could have welcomed the extra drive time to decompress on his ride home.
Perspective Shift, Option 2: Instead of defining the act of cooking dinner as more “work,” Thomas could define cooking as time with his family, a fun activity that brings everyone closer.
Perspective Shift, Option 3: How did Thomas's direct report's mistakes create an opportunity for Thomas and the department? Thomas could explore what opportunities he could gain from his team's mistakes to become a better leader and communicate more effectively. He could have brainstormed some training moments to uplevel that employee's performance.
Each of the options listed above reflect an energetic success principle that you too can use to shift your perspective. In the upcoming chapters, we will walk through how to leverage each of the five energetic success principles. You will discover how these resources can empower you to choose your desired reaction to any situation.
Therefore, if you're like Thomas and want to come home with excitement and love towards your family, you can choose to, no matter how challenging your day has been. And, if you want to stay upset and leave the family to “fend for themselves” while you decompress in your room, you can choose that reaction as well. The difference is, you will be consciously aware of thoughts, feelings, and actions, empowering you to select your reaction and energy, versus allowing your reaction and energy to control you.
Final Thoughts
Once you understand how your own personal energy colors how you experience an event, you will find you have increasing control of how others perceive a situation too. The Coral Reefer Band started in Jimmy Buffet's imagination. Tired of session musicians, he led with curiosity to create a one‐time experience with unknown musicians to produce an innovative sound. What was once perceived as risky is now perceived as genius. Today, that innovative sound attracts energetic talent from celebrities to locals, creating moments of flow for Parrot Heads worldwide.
Workplace motivation and productivity is a direct result of employees experiencing their leader's personal energy. Constructive leadership creates an energetic impact, one that can shift individuals to help them gauge, control, and modify their reactions. This simple enhancement of personal energy will lead to an increase in the workplace's physical, emotional, and mental energy, resulting in organizational success through a motivational workplace culture.
You put your hand in
You take your hand out
You put your mind in
And you shake it all about
You've only got two options
Having fun or freaking out
And that's what it's all about!
Notes
1
. Buffet, J. (2002). “What If the Hokey Pokey Is All It Really Is About?”
Far Side of the World
. All other lyrics quoted in this chapter are from this song.
2
. Gallup, Inc. (2023). “State of the Global Workplace Report.”
https://www.gallup.com/workplace/349484/state-of-the-global-workplace.aspx?thank-you-report-form=1
CHAPTER 2The Challenge: Deconstructive Energy
Location: Las Vegas, NV
Date: Monday, August 28, 2017
Temperature: 108°F
Email #1: Subject: Heat Advisory—Take Action!
Email #2: Subject: Hotline Notification—Hotel Casino XYZ
Email #3: Subject: Hotline Notification—Hotel Casino XYZ
Email #4: Subject: Privileged and Confidential: Attorney‐Client Privileged Communication—Hotel Casino XYZ
On Monday, August 28, 2017, the only place hotter than the Las Vegas strip was my email notification of multiple Hotline complaints coming in from Hotel Casino XYZ. At the time, I was the director of HR operations at Pinnacle Entertainment (PNK), based at our service center, or what many would define as our corporate headquarters, in Las Vegas, Nevada. As the director of HR operations, at a high level, I oversaw and collaborated with senior leadership teams in the creation and execution of business growth and performance strategies over our 16 properties throughout the nation. On a granular level, part of my role encompassed responding to a variety of Hotline and Equal Employment Opportunity Commission (EEOC) complaints. PNK's Hotline provided our team members with an opportunity to voice concerns with anonymity, if desired. If the concern was something that could be handled at the property level, local human resources took the lead. However, if a concern included HR or could potentially result in legal discourse, our service center stepped in.
Investigation Background
The first step of PNK's Hotline examination process was to conduct an investigation. My goal for each investigation was twofold. I wanted to ensure that no federal laws that apply to workplace regulations, anti‐discrimination, and anti‐harassment on the basis of a person's race, color, religion, sex, national origin, age, disability, or genetic information were being broken. Second, I wanted to ensure that each team member's interaction, evaluation, and performance management aligned with PNK's values of integrity, care, excellence, innovation, and ownership, from start to finish.
Investigation
To conduct this investigation, I flew out to Casino XYZ and partnered with the general manager (GM) and local HR to ensure I had their support in conducting a confidential, thorough, and ethical investigation. To preserve the integrity of the investigation, all interviews were conducted off‐site, as the parties involved were team members of the surveillance department. As I walk you through the specifics of this investigation, recognize the energetic impact of each character and how their actions adversely impact their entire organization.
Team Member One: The Underperformer
The first team member I met with had recently joined Hotel Casino XYZ Park and was still within his 90‐day introductory period. He applied to be a surveillance analyst on the overnight shift to align with his schedule, so he could attend school during the day. This gentleman was in his mid‐20s, was soft spoken, and emphasized the importance of keeping his job to pay for his education. He shared that he had submitted a Hotline complaint because he was being victimized by a bully, and believed this bully was going to cause him to lose his job. He was still in training but was making a lot of mistakes. He usually excelled at learning new processes, but he didn't feel supported or comfortable in his current work environment.
The Underperformer detailed that this coworker on the evening shift was constantly disrupting him from focusing on his work. He said this bully pretended to be White Walker from Game of Thrones (GOT), and each time he made a mistake in training, the bully whispered creepily, “Winter is coming.” This bully was senior to him, and as a senior surveillance analyst, his role encompassed training new team members, as well as providing evaluations on their performance. Based on the Underperformer's current performance evaluations, he would not make it past his introductory period and would be separated.
In reviewing the footage of the Underperformer at work, I immediately recognized the bully he referenced and noted how disruptive his energy was to this gentleman. He was loud and aggressive, and his energetic impact caused the Underperformer to cower around him. When the bully wasn't around, the Underperformer actually performed his tasks with ease and success. As soon as the bully approached him, he immediately tensed up and made mistakes. Rather than using his energy to focus on the task at hand, he placed his energy on the bully, in fear of his next move or spiteful comment.
Team Member Two: The Bully
After my first interview, I immediately called a meeting with the referenced bully, as he too had filed a formal grievance to the Hotline, citing retaliation. The Bully quickly identified himself as an expert in his field. He shared that he had worked in Las Vegas at some of the largest casinos worldwide. Performing overnight surveillance for a local racetrack was easy compared to where he came from, and he should be thanked for the knowledge and expertise he provided for the team.
I reviewed his personnel file and asked him about the various complaints filed against him from team members over the years. He laughed at these ridiculous accusations and boasted about being an innovative trainer, referencing gamification to incentivize his team members. He believed a disciplinary style was needed to weed out the weak and to produce strong surveillance analysts.
The Bully had been on a performance improvement plan (PIP) for his past actions, and if his newest victim's Hotline complaint was found to be true, he would be placed on a final written notice, or even separated from the company. He was angry and wanted the Hotline accusation removed from his file immediately, because he did not self‐identify as a bully. His coworker wasn't a victim; he was retaliating against him because his performance showed he lacked the skillset to perform the role successfully.
