Some gadgets come with batteries and some don’t. If I told you it’s the same with people, what kind would you like to work with: those with or without batteries? I picked up this metaphor from a recent episode of Dan Sullivan’s 10XTalk Podcast. Dan said he basically divides everyone into one of two categories:
Some may not like it, but based on a few decades working in both entrepreneurial and corporate settings, I’d say the metaphor is spot-on. Shortly after I listened to this podcast, Gail mentioned a person we both know. He’s got a lot of problems but could really use a job, she said. Would I consider hiring him? “No,” I said, remembering Dan’s metaphor. “I can’t hire him. He doesn’t come with batteries.” You probably know what that’s like. Almost every work environment has a couple (or more) people who drain the team members around them. Not my company.
I am willing to help people without batteries, but I am not willing to hire them. I want everyone in my organization to have their own battery pack. If they don’t, they just deplete everyone else. I want my people working to grow my business and reach their potential—not wasting energy making up for someone’s character deficit. Here are five signs a potential employee will drain your team of precious energy, creativity, and joy:
We just finished a major promotion for Platform University. To pull it off took several weeks of focused effort by our team, including days we were practically dizzy with the effort. We succeeded in hitting our goals because everyone on the team comes with their own batteries. They are energetic, optimistic, and committed to each other and to winning together. After a major push like this one, we’re all extremely tired—and still smiling. But if these five signs were flashing in the middle of the promotion, I’m convinced we wouldn’t have succeeded at all, let alone with smiles on our faces.
As you’re evaluating potential employees and checking references, these are the kinds of things you have to discover for yourself. If these signs manifest in the trial period—say, the first ninety days—do yourself and your team and favor. Show Mr. No Batteries the door.
If you were a bank loan officer, you wouldn’t approve a loan for someone who couldn’t make the payments, would you? The fact that he’s hard up means he needs help, not a loan. Same with hiring. Helping people with problems is charity, not good business. And we cannot afford to confuse the two.
By Michael Hyatt
The author surveyed 5,600 workers from various industries from January 2019 to December 2021, finding that worker dissatisfaction not only starts as early as age 25 — it’s been here since before the pandemic started. Her advice: aim for work-life alignment, not work-life balance. Find out what drives them as an individual — and reshape their jobs together. Engage them in the recruiting process.
There’s been a lot of buzz about a 4-day workweek. But it will be the ‘4 + 1’ workweek that ultimately wins out: 4 days of “work” and 1 day of “learning.” Several forces are converging in a way that point toward the inevitability of this workplace future.
How can leaders help their teams combat change exhaustion — or step out of its clutches? Too often, organizations simply encourage their employees to be resilient, placing the burden of finding ways to feel better solely on individuals. Leaders need to recognize that change exhaustion is not an individual issue, but a collective one that needs to be addressed at the team or organization level.