16 Ways to Stop the Lawrence O’Donnell Effect

By now most of us have seen the viral video of MSNBC host Lawrence O’Donnell become totally unhinged because of some studio noise and talking in his ear piece while hosting his TV show live on air. As soon as his “spot” was over and the camera shifted to another video clip or commercial O’Donnell became increasingly angry to the point of lunacy and berated his staff for their failure to fix the issue. It’s called the Lawrence O’Donnell Effect.

Stop the Lawrence O’Donnell Effect

You can view his complete meltdown on YouTube but be aware, his language is profane and not suitable for many people.

Now, this post is not to compound Mr. O’Donnell’s troubles but I do have one question for him:

How can he, or anyone else, expect his/her employees to enjoy working for someone who cannot control his emotions and scolds his staff in the manner he did?

What about employee morale? What about creating a positive work environment? What about treating your employees fairly and professionally? I guess O’Donnell never got that memo…

Here Are 16 Sure-Fire Ways to Create a Work Environment Where Employees Are Happy And Willingly Produce The Results Any Company Desires

1.    Provide Your Employees The Tools To Do Their Job

Seems so simple but so many fail on this basic premise.

2.    Give Them The Day Off

Remember that your employees need family time, time off to tend to personal needs and may not wish to work day and night as management may. Priorities vary greatly from person to person.

3.    Have Realistic Employee Expectations

Not all are driven or have a burning desire to climb the corporate ladder or to be a leader. Provide training and opportunities that are appropriate to your business and be happy when an employee wants to “just” stay as his present position. Don’t you need great employees in every position? Yes, I thought so.

4.    Explain It To Me

With any new policy, procedure or direction, clearly explain to your employees the reason why this is being done and how it will benefit the customer. Don’t just say “Do it this way because I said so”. That won’t get you very far.

5.    Tell Your Employees What’s Going On

When your employees are unsure of the direction in which the business is heading it creates uncertainty.  They may believe the business has “lost its way” or is no longer willing to uphold the standards or follow its own business plan.  They may feel “if they don’t care about ___________, why should I”?  What’s next, but poor customer service?

6.    Empower Your Employees

Make sure they can do what is needed to ensure a great customer experience without jumping through hoops to get approval.

7.    Have a “Service Roundtable”

Hold periodic employee-led open discussions on ways to improve customer service and the customer experience. You’d be surprised of the ideas they will come up with.

8.    You Must Have Great Internal Communication

Ever hear phrases like these; “I didn’t know about that”, “she never told me to do that”, etc.  When the employees are unsure of what to do they will never be able to address the concerns of the customer or provide great service.

9.    Be a Fountain of Knowledge About Your Business

Train employees about your company and hold proper new-hire orientations. Continually monitor employee actions and gauge performance. Training is not a “one and done” project, it’s an ongoing process.

10. Let Your Employees Use Your Product

They should be a walking billboard for your business.

11. Build Your Next Leaders

Customer service and great employee morale must be an integral part of your business and that mindset must be carried to the next generation of staff. Build the next leader and one who will rally the troops for years to come.

12. What’s The Big Picture?  

Do your employees, I mean ALL your employees; know the goals of the business, or the extent of applications of your product(s)?  If not, how can we expect them to relay this to your potential customers and get them excited or interested enough to purchase?

13. Be a Pro

You are a professional, be proud of your job, your career and most of all be proud of yourself as a person. Treat others the same way. Your company morale and employee customer service skills will be an extension of your pride.

14. Do You Value Input From Your Employees?

You would be surprised at the expert level of knowledge of the people that “do the job” everyday. Don’t think that “the boss” knows it all.  Sometimes the rank-and-file employees can easily find a solution to the issue management has been fretting over for months.

15. Are You Trustworthy?

Do you place your trust in your employees to perform as intended or do you micromanage them to death?  An employee that must get approval from above on everything will never be able to WOW a customer.

WOW’s don’t come with approval first, they must be quick and decisive. Click To Tweet

16. Host a Family Day

Invite the family members of your employees to a party and show, don’t tell, them how much you appreciate the efforts of the entire family that has led to the company’s success.

Seems like such easy things to do, correct? I wonder why too few businesses follow simple tactics like these.

As for Mr. O’Donnell…

Can someone please tell him to read this post?

Copyright © 2018 Steve DiGioia

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4 thoughts on “16 Ways to Stop the Lawrence O’Donnell Effect

  1. Thanks for the post. It showed that management and leadership should be about respect and being nice to your employees, but it also raised a question to me: Is the traditional and old school management style in which the boss is strict and make his staff work properly out of fear, actually wrong? If so, then are so many top hotels and restaurants treating their workers wrong? Because the most professional ones uphold the most strict regulations for their staff to comply with, and failures to follow them are resulted in punishments like salary decrease, penalty or even getting fired. Many managers still think that a “bad guy” is important because he can maintain discipline while the “nice guy” can make employees think he’s on their side and do what the two actually want them to. What do you think?

    • It all comes down to proper management. The managers “style” can vary depending on many factors but that doesn’t take away from upholding company policy/procedures. Whether I am kind or heavy-handed with my employees doesn’t mean that I should be lenient on expecting them to come in on time and perform to their fullest.

      Management should uphold these and other expectations, and if an employee cannot follow the job responsibilities and perform as needed the corrective action should take place as appropriate.

      Developing a great employee morale will go far to enticing employees to do that we want them to do. Not because they “have to” but because they want to for the good of the team and the customers. When we enjoy our job we perform better.

      Management should never treat an employee with disrespect or tolerate any form of harassment.

      Just because some have risen to the ranks of management doesn’t mean that they know how to manage others. A bad employee is still a bad employee, regardless of being a manager or not.

      Thanks Anna for visiting and leaving a comment. Welcome to the team!

  2. Too many managers today just don’t realize how much hard work those around them put in to support their similar goals. I wanted to view this Lawrence O’Donnell Effect, but it had been taken down – probably because of the Embarrassment Factor! Besides, I’ve had the misfortune of seeing this very type of reaction too many times before – never at work on any of my job positions, thank goodness! – but while interacting with the rest of the world.
    Yes, I realize stress and pressure to produce the best show or product plays a large part in why this happens, but I also believe that if you berate your employees, things will get worse! After all, who wants to be in a situation where your boss (or fellow employee, for that matter) is a petty tyrant – or soon to be one! Showing respect, showing appreciation and showing understanding on everyones’ part is NOT showing weakness of character! Instead, it shows that you are human and realize what other humans want most – to be valued!

    • Learning how to “manage” others is a skill that is sometimes never learned by those put into the position to manage. It is more than delegating, it is at it’s core, a process by which we interact with those we are put into a position to lead.

      We must be at least as nice to those “below” us as we are to those “above”. Thanks Lisa.