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Steve DeLay's picture

Get a Yes to these three questions and you'll wake up excited to go to work

Take a moment to Google "How many people are happy in their job" and you'll find story after story saying anywhere from 60-80 percent of people aren't happy in their job. Wow! What a miserable way to spend 8-10 hours a day. Doing something that makes you unhappy. Look around you. Four out of the five people you see at your office aren't happy. You may be one of them.

Yesterday I caught up with an old college roommate that I hadn't talked to in about six months. The subjects evolved around to was he enjoying his job. He happens to be an investment banker and makes a boatload of money. He also travels internationally extensively visiting clients and prospects. As we talked, I found it enlightening that money never came up in the conversation on whether he was enjoying himself.

He did have three rules of what he looked for that I thought everyone should pay attention to as employees and as managers. These rules work for investment bankers, ticket salespeople or the person making your coffee at the coffee shop in the morning. Here were his three rules.

  1. Like what I do. This one seems easy. If you're not waking up every morning excited about what you do, what's the point? Yet, if that's the case, why are 60-80 percent of people unhappy? The employee could have unfulfilled expectations on what they could be doing. Or, their manager hasn't communicated appropriately to them. If you're a manager, take a long hard look at the culture and environment you've created. Are your staff people having fun, enjoying what they do and still getting their job done?
  2. Like the people I do it with. When you're interviewing for a job, you're interviewing the company as much as they are interviewing you. Do you like the people you meet? Do you like the culture and vibe in the office? Even more important, do they think the same way you do with the same philosophy toward success at the job and at the company? Do they have the same values?
  3. Does the company support me? This was the one area my pal said his company had fallen down on. They didn't have a great year so he and his colleagues took a huge hit in bonus pay. The problem wasn't the amount of money he said. It was the manner in which it was communicated and how the employees took the brunt of the cutback when the business struggles weren't their fault. Company support can take many different forms. Training to learn more and be more successful. Education on how to grow and develop your career. Direct management and feedback on job performance. I had another friend who during his annual review had his boss ask, "What's stopping you from doing your job and how would you do it differently to do it better?" This was the first time he had heard from his boss at any point that he wasn't doing his job. His sales numbers were up and his renewals were strong. Yet his boss springs on him that he's not doing his job. Huh?
  4. I received an email this morning from a team owner who said he'd lost his entire staff and revenues were way down. He was stuck with his two core employees who had been there 20 years and a few interns. He wasn't sure what had happened. My guess is he wasn't giving people a reason to be excited to come to work and most likely he wasn't providing the support to the staff to help them succeed. The employees all probably really liked each other which could be why they all left the team.

    My pal said if just one of these rules is broken, he knows it's time to move on. My question to you is how many of these three rules have been broken at your work? Did you break them? Did your employer break them? If you're missing one or two Yeses, it's time to move on.


    Last week, I wrote about the coming changes in overtime laws for employees. My fear is many teams aren't even aware these changes are coming or are small enough staffs that they don't know how to address it. I heard from one sports executive that said they are hearing of teams shifting to hourly rates for salespeople, lowering base pay and then paying some overtime to make the base pay the same. Think of all the paperwork and tracking necessary to keep track of this. Don't take advantage of your entry-level employees and work them to death but make sure you're using their time wisely to increase revenue. This has all the makings of a slew of lawsuits. Make sure you're protected and you handle this correctly.

    Steve DeLay is co-author with Jon Spoelstra of "The Ultimate Toolkit to Sell the Last Seat in the House" and "The Ultimate Toolkit - Sponsorships", complete strategy, tactics and training systems for teams and colleges to raise ticket and sponsorship revenues. Their Toolkits are being used by more than 170 teams around the world. You can reach him at and follow him on Twitter @SteveDeLay2

    Check out past Ticket Sales Thursday posts on The Migala Report.

    Check out past Ticket Sales and Service articles on The Migala Report.

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