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It’s Only Common Sense: Nice Guys Really Can Finish First

You've heard the adage, “Nice guys finish last.” This hasn’t proven true for me. In fact, I’ve found it to be the exact opposite.

On the other hand, I got stories about not-so-nice guys that have ended disastrously.

There was the guy who fired his salesperson because he was in the grocery store buying a turkey on the day before Thanksgiving. This guy fired his salesperson on the spot, and then went on to brag about it. I wonder how that guy’s business is going today.

Then there was a guy who gleefully told me about the day he kicked his sister off their family’s business board because she dared to ask for a discussion about making more money. This guy was always telling me stories about the horrible things he had done to his family and employees. Even worse, he was proud of it.

Years ago, when I worked in a Rockwell PCB shop in Maine, we got behind schedule with the Minuteman program, and they sent this “torpedo” out to “motivate” us. He created a war room: No furniture or place to sit. We would meet every morning and afternoon to watch him stomp around the room, get in our faces, and shout about what he was going to do to our posteriors: Chew them, ream them, kick, bite, or create a new one. Sometimes it was fry them or stick them with a number of very creative and painful- sounding objects.

You know what? We would not have followed this guy through hell. Heck, we would not have followed him across the street for a free buffet.

Mercifully, the days of the brutal boss are over. I know some of you are tough and might be disappointed about that. I have no sympathy if that is your preferred modus operandi. I can just about guarantee that sooner or later, you will not only be alone, but you will actually fail and destroy your company.

Don’t get the wrong idea; I am not advocating that you let people get away with not doing their jobs or not doing them correctly. I am saying that you can get much more out of people with generosity, kindness, and patience than you can by finding new and creative ways to chew them out and humiliate them.

I have fired many people in my life. Once, on Good Friday, while visiting my parents, I excused myself to their bedroom and took the afternoon to let five salespeople go one at a time because our company was in financial trouble. I did it in the most honest, authentic, and humane way that I could. All these salespeople have remained friends to this day; they keep in touch and often send me leads for my consulting business. This is something I am very proud of.

In the words of that great philanthropist Ebenezer Scrooge in the “Muppet Christmas Carol,” “If you want to know the measure of a man you simply count his friends.”

From one of my favorite books (I have read it three times over the years), Don't Fire Them, Fire Them Up, here are his 10 ways to keep people fired up so that you never have to fire them.

• Recognition and appreciation: Acknowledge and appreciate employees' efforts and achievements. Public recognition can be particularly effective in boosting morale and motivation.
• Clear communication: Communicate clearly about expectations, goals, and the vision of the company. When employees understand their role in the bigger picture, they are more likely to be motivated to contribute.
• Empowerment: Give employees autonomy and decision-making authority within their roles. When employees feel empowered to make meaningful contributions, they are more engaged and motivated.
• Provide feedback: Offer constructive feedback regularly. Positive feedback reinforces good performance, while constructive criticism helps employees improve.
• Training and development: Invest in employees' professional development by providing training opportunities and resources to enhance their skills and knowledge. This shows that the company values their growth and development.
• Foster a positive work environment: Cultivate a positive and inclusive work culture where employees feel valued, supported, and respected. A positive work environment contributes to higher morale and motivation.
• Set clear goals: Set specific, achievable goals for individuals and teams. Clear goals provide direction and motivation for employees to strive towards.
• Lead by example: Demonstrate passion, enthusiasm, and dedication in your own work. Leading by example inspires employees to follow suit and gives them a role model to emulate.
• Celebrate successes: Celebrate milestones and successes, both big and small. Recognizing achievements reinforces positive behavior and motivates employees to continue striving for excellence.
• Promote teamwork: Encourage collaboration and teamwork among employees. When employees feel like they are part of a supportive team, they are more motivated to contribute towards shared goals.

I don’t know about you, but doing these things sounds a heck of a lot more productive and effective than finding 10 things to do to their posteriors.

It’s only common sense.

Dan Beaulieu is president of D.B. Management Group.