Updated: Feb 19, 2020
How many employees hate their stressful job? Find out the benefits of working at a company that has a positive culture that has less stress. Employees view themselves as part of a team and gain satisfaction from helping the overall company succeed, enabling the employees to look forward to going to work vs. being stressed out and unhappy.
Matt Rush: (00:00)
Hey, this is Matt here. We're going to bring you two skits today, one from the Rough and Ready Sandpaper company and one from the Sminky Company. All about the first day on the job.
Rich Taylor: (00:15)
My name is Steve Tackamackalacka, and welcome to your first day at the Rough and Ready Sandpaper company. Today I want to go over the benefits of working here. Look at the brochure that you received. First item is full medical coverage. The company pays half, and you pay the other half medical and dental. They're optional at your expense. Second, we offer free coffee. Yes, free industrial grade, low quality coffee as much as you want to drink, but you're going to need to bring your own cups because we don't supply paper cups, and third is Fun Friday. Yes, every Friday is half a day. You only have to work for 12 hours.
Rich Taylor: (01:05)
Yo dude's welcome to Sminky where we want every day to be Sminky experience. My name is Steve. But, you can call me Steveo, I'm just going to go over to Bennies and let's get started. First of all, you got full medical coverage paid 100% by the company. Medical and dental. They're covered too. And you pay nada. Plus you get a dollar for dollar match of your 401k. Pretty sweet. We have an elaborate fitness center with a pool, regular team-building outings. That's another thing we feature here. Our CEO has an open door policy. You want to talk to them about something? I have a great idea. Go in and talk to our CEO and then we have a cafe. It's open 24 hours a day and it's free. Speaking of free, the food here is free. We have a fully staffed onsite restaurant and this chef makes this pecan and crusted salmon that is just awesome. We hope you enjoy your Sminky experience.
Rich Taylor: (02:09)
Welcome to stress freeFree You Discover how to turn off stress with the flick of a switch with Matt Rush and Rich Taylor.
Hey brother Rich, how are you today? I'm just peachy. Matt, how are you? I'm doing well. Um, I liked those skits. I think we've all been there. If you've had a job you've didn't orientation, and that's usually where it starts in the HR department or some people in HR department call it, HR stands for, Oh, I'm not going to go there. And yeah, that's right. Animal resources. Uh, I like it. Uh,
Matt Rush: (02:52)
This is a crazy stat that I just found, uh, in regards to this, this concept that we're talking about here because this is podcast number two on how to have less stress in the workplace. And the reason we felt like this was so critical, important and the reason we felt like it deserved to podcast was this stat right here, 80% of Americans that were, that were surveyed said that they do not have their dream job. I would say 80%. That's a lot of unhappy people, a lot of unhappy people. And that's a lot of people who obviously have a great deal of stress strictly in going to work and work being a bad word. Yeah, and you're right, it's not just unhappy people, but they're mostly stressed out at that job because when you're doing something you don't like, it's very uncomfortable. Give an example of you, all of a sudden you have to do a project, but you have to learn some software to do the project the way it's supposed to be done.
Matt Rush: (03:55)
Trying to learn that software even before you do the project. That's very stressful. So that makes you very unhappy. Yeah, that makes sense. And all of us have been in a situation before where we either had some stress at work, cause that's kind of natural that's going to happen. That's part of life. But then when you add on this whole level of you don't even like your job, you don't even look what you do. It's not what you ideally wanted to start out with. It's just you got into this and you're in it and now you've got tenure, you've got time. And so you just kind of stick it out. And 80% of people said that's, I'm not in my dream job. I'd rather be doing something else. So what does that, how does that feed your soul? How does that affect you on on a really a deep level?
Matt Rush: (04:42)
I think you're spending so much time at work and if it's eight hours, you're probably fortunate for a lot of people. Assault longer than that. So how many hours a week are you spending doing something you don't like that's going to affect your home life here? Even how you try to sleep at night or your whole motivation for, you know, going back to work to a job that you don't like. Yeah. And when we spend more time at our jobs than we do with our families, I mean we have so much more time during our waking hours that are spent at work that this is where we're spending the majority of our time and that and yet the majority of us aren't happy there or, or at least aren't as happy as we felt like we were going to be from the beginning or or whatever. And it's like, okay, how can we start to address some of this? We may not be able to change everything, but we can start to change some of the switches that we've got turned on that are added stressors. We can start changing some of the ways we think about things in order to have a less stressful work environment, a less stressful work day. I mean a good stress switch is turn off the job you hate. I mean that's, it sounds easy, but you do have a lot of options and you don't have to work there.
Rich Taylor: (05:58)
Obviously, I would not recommend you quit your job, but if you're unhappy in what you're doing, maybe it's time to look for another job. And maybe just the money alone may not be the thing. Cause I think that, don't you have a stat? Don't you understand Matt and stat rhymes? So Matt's the guy with the stats.
Matt Rush: (06:16)
It's true there. There are, uh, there are two statistics and it said the first one, and I think we gave them last podcast, but they're worth repeating because one of them was from parade magazine that said 30% of the people who were surveyed said that they would forego a significant raise in pay just to see their direct supervisor fired. Like wow, that's huge. And the other one was how many people aren't in a job that because of the money, uh, you may think it's about the money, but once you get into the job it's like, Oh, that goes out the door really, really quickly. And it's not about the money it, is, is a subsidiary of about what we do.
Rich Taylor: (07:02)
Yeah. I remember my first interview with the New York Times. I ended up working at the New York times for 10 years, but it was much later. But when I was right out of art school, my aunt, who was my wa, my mom's sister, she was a lot older than me. She used to freelance at the New York times. So she got me an interview with the art director there. And I remember I went in there and here I am going into this, the New York times type of thing. And it's just like, you know, big buildings, this is awesome. And this is a long time ago. Back when newspapers ruled the world, they were, they were enormous with their potential power and stuff like that and reach and I met with the art director there. It was a very brief interview. He looked at my portfolio and then I said, well, what's it like here?
Rich Taylor: (07:46)
And he looked at me and he said, it's sick. That was his answer. It's just sick as far as the stress goes. He said it's just less sick with stress and I never heard back from, I never got the job at the time and I'm glad I didn't want to have to commute into the city from Connecticut all the time. It would have been kind of cool. But yeah, I would've gotten old really fast. But even if they did pay well, which they did to work in a stressed out, sick culture was not worth it.
Matt Rush: (08:17)
No, not at all. There's a quote by a great speaker that that passed away several years ago. His name is Jim Roan, ROA Chan. I don't know if you're familiar with him or not, but great material, great content. My favorite Jim Roan quote is, if you don't like where you are, change it. You're not a tree. Yeah, that's true. Yeah, and so we do say, Hey, we understand this is not necessarily something that may be easy and I may not be simple, but it's, it's absolutely worth it if you're to that point of a, this is stressing me out to the point that it's affecting my, my personal life, my physical life, my family life, what all the, all the dimensions.
Rich Taylor: (08:56)
because that stress level is so high that's just not worth your, your life is not worth that kind of of negative energy that, that it's going to require of you and if you're in it mostly for the money you're going to end up spending. If you're in a job that you're all stressed out, that's going to trigger your go to, which means that you're going to be doing things, spending a lot of money just to just calm yourself down from your stressed out days and you're going to blow through a lot more money. If you end up getting a job that you're really, really like, you won't need as much money because you won't be going to your go to all the time for the instant gratification. And now when you're stressed, we become hedonistic pleasure seekers. It's just the way it is. I mean, after a stressful day, you're going to go and home and either spend money or go out to eat or do this or do that or take the more expensive vacation or go buy the car or whatever it is.
Rich Taylor: (09:51)
And that costs a lot of money. And a lot of times people find out when they're in less stress, they spend a lot less money. I don't need as much money and there are a lot happier as they'll the old saying money doesn't buy happiness. Who? Absolutely. And my, my sister just sent me a text message this morning and told us, uh, that one of our friends is, has quit their job in our town and is moving to another town. And I'm super bummed about it. I like these people. They're great community members. They're great community leaders. They make an impact in our area, and I said, what's, what's the reason why they, why are they moving and the words I could show it to you on my phone just this morning was sent to me. He said his job is so stressful. He just couldn't handle it anymore.
Rich Taylor: (10:38)
Good for them. I that's absolutely. While I'm going to miss them being here, I'm going to miss them being a part of our town at the same time. Good for them. This is what we're saying. If it's to the point that it's impacting you, let's look at some other options. You're not a treat. What can we do and understand this? It's, it's not our goal to give you a course of action. It's our, it's our goal to give you a cause of action. Getting to the point that the cause is, is the what we're really working for. We can give you a blueprint, but we can at least give you some, some hope that yet it is possible to have a stress free work environment, a stress free life, riches quit jobs because of stress. I've quit jobs because of stress and it's gotten us to this point where we're at now where we would not have been, we would not be here today if we had not have made those drastic measures.
Rich Taylor: (11:26)
And the good news is there are companies out there that have come up with the right culture to attract the right kind of people. And there's, there's places that people love going to work. I mean, I'll give you an example. The Zappos, the shoe company, they really, really treat their employees well. They have a great culture there. And even have, they'll offer someone $2,000 bonus to quit after the first week of training. If they're not happy, if they think they're not going to be a good fit there. So they go the extra extra mile of saying, look, you know, we hired you, we think you're good, but if you don't think you're a fit, what us, we'll give you $2,000. See you later. That's very unusual. But they understand that that $2,000 is cheap compared to having an unhappy employee.
Matt Rush: (12:14)
Whoa and Bravo to them for that. And the other one, which I love talking about these companies that have created a culture that ultimately is a positive experience for their workers because then that obviously bleeds down to those of us who become customers. So I love talking about that. I love the Zappos analogy and what they do. My other one, and it goes, uh, everybody knows it. Uh, as soon as we say this company's name, you're gonna, you're going to shake your heads and said yes, this company has done it right. And that Southwest airlines, yup. How many of us have been on a Southwest airlines flight and had the flight attendants be so much fun that, that you just were excited to be on their plane. I'll never forget it. I'm on a Southwest Airlines flight from uh, I was flying out of Washington, D C flying back home.
Matt Rush: (13:07)
The flight attendant who reads the announcements, the safety warning sheets that they stand up in the front and you know, they act out or they play on the video. We can recite them pretty well verbatim, but you've never seen done before with a guy on the harmonica. He gets up there on a harmonica, any blaze, any scenes, the safety announcements. As soon as he'd done, as soon as he's finished, the entire plane breaks out into applause. I'm like, here's a guy that took something so mundane and he made it into something that caused us to applaud him for doing what he did. Oh my God, that was incredible. I still can, I can still feel that feeling that we had because of what he did.
Rich Taylor: (13:55)
and not only that, but people are gonna with their smartphones. They're going to record the video, they're going to post it to social media and Southwest. It's going to get a bunch of good buzz out there that they don't even pay for. So it not only does it help the employees, but it helps the customers. It helps the company. It's a win, win, win.
Matt Rush: (14:16)
So those are two easy, easy ones that we can think of that have created these cultures of positivity and they're trying to address the work environment because they know that if they take care of their employees, their employees are going to take care of the customers. Then that's going in and in return bring great amount of free publicity like you said to their company and create loyal customers, which is ultimately what they want to do. So the question becomes then what creates those cultures? What creates that type of environment that make people want to work there?
Rich Taylor: (14:53)
It's, it starts with the company to say, Hey, we're going to create this culture cause this is what millennials, first of all, millennials are really desiring this guy thing. There's a lot of companies now that they'll get the charity. Like if you know they have a product and for everyone they sell, they give one to charity. Millennials really like working for a company that's got us sold that ha that really cares about people. And it's not just about the dollars in a sense. I mean there's other companies that have, they put money into skill development. They don't care. Do your job, see you later. Know if you need help, you need training, we'll train you. They'll give you incentives to give you the goals and stuff like that. So yeah. Hey, if you do this, you'll get paid even more. Ava money's not everything and may be another kind of, it's set up. I had a neighbor of mine who won a trip to Paris with his family.
Matt Rush: (15:41)
Wow. Yeah. And millennials are the big buzz word right now about how much they like having this culture. I'm, I've gone so far as to start saying that we all want that. Absolutely. Lineals millennials are vocal about it. The rest of us have in the older generations have probably been quiet about it and just know that, Hey, we the need to just work and get our work done or we're just going to do what we can do until we can find that place. Millennials are vocal about saying this is what we want and if you can provide that good grief, they'll, they'll hang with you forever because they're bought into that culture. So it's, it is about how do we cultivate those leaders and like you said, it starts with us. We've got to do this in ourselves first to be able to then provide it to other people. So it's about cultivating other leaders. It's developing those people who want to follow us and who want to come after us.
Rich Taylor: (16:40)
Yeah. And I would say if you want to have a stress free work environment, look for a company that's got this kind of culture and you know, it used to be hard before, but with now with the internet one Google search and you'll find it. And I found a Forbes 2018 article on the best companies for corporate culture in 2018 and the top 10 were Costco. I mean who hasn't gone to Costco and seen people who work there love working there. I've been to other warehouse clubs and it's almost like they're in prison. It's like, it's really so true. It's so obvious, but at Costco, everybody's positive. Everyone's happy. I've never seen an unhappy Costco employee. I never have. Now the one is Google now I have to, I mean obviously that's pretty obvious because it's Google, but you know, you go, you know people that Google, they love going there and free food, they have play areas.
Rich Taylor: (17:37)
It's you know, rooftop meetings. It's just totally different. Next one is T-Mobile, HubSpot, Aflac, Aflac, I guess they have a ducky time. Then there's insight and the next one is into it. Then we have Salesforce and I have a neighbor who works with Salesforce and he said he went from working for one of the big corporate companies. Then he worked for Salesforce. He said the difference is night and day. The way they treat their employees. I mean like one year they all got Apple watches. The whole company got Apple watches, boom. Just because they did, you know, and that they, yeah, they pay for them to go on a, you know, team-building trips and all that kind of stuff. It's just, they treat them really, really good. Next one is blizzard entertainment. I don't even know what they do, but it sounds like a cool company. Absolutely. And the last one is Starbucks and I'm actually drinking out of a Starbucks mug right now.
Matt Rush: (18:33)
There you go. Talk about creating cultures. All of those are companies that have created cultures. One of my friends is a CEO of a company that's based out of Michigan. They do employee placement. Forbes magazine ranked him the number one company to work for in America. He has over 600 employees. They're from Michigan all the way down to North Carolina. Amazing, amazing guy. Amazing company. So reason that he was ranked the number one company to work for in America by Forbes anyway, was what he does in December and January. He takes most of those months completely off. You can't go see him. You can't get a meeting with him because he schedules time with each individual employee, all 600 of them during that time, any ask them all the same three questions. What do you like about your job? What do you not like about your job? And if you had my job, what would you do differently? Talk about somebody who had created enough vulnerability in himself. It started with him that then he's able to transfer that onto other people so that then they can, they can have a more stress-free workplace, a more stress free environment. Obviously he's got a following, he's got a loyal fan base. He's got people who are going to represent him in a way that is what he wants his name and his company to be represented as. And it started with him and it started with dealing with stress
Rich Taylor: (19:58)
and it all filters down to the customer. I remember Clark Howard once said, uh, an employee or is supposed to romance or employees and I mean that in a good way. They're supposed to really treat their employees like they're really, really something special because it always filters down to the customer. And a customer is what makes a company stay in business or thrive. And it does show, we've all talked to someone on the phone that was not happy. Hello, how are you? I am fine. God, you know, [inaudible] you know, it's just, it's, it's torture. It's like, wow, you called that customer service. I mean, but that's because they're probably in a call center crammed together and one person on top of another and they're there. It's like, it's like animals
Matt Rush: (20:48)
in a pen almost crammed together. Right. You know, and I know you're a rancher so you know what it's like, but your, your animals around the, on the wide open range, they're not like crammed their story. They're not cramped into this whole thing, you know, with their little cubicle, two by two type of thing. That's right. And one of the things that that I've really tried to stress when I do trainings or seminars is this is not complicated. If you want to create a less stress work environment, if you want to create a culture that people want to follow you, you don't have to be a name like Google, you don't have to be a name like Apple. It can come down to being really intentional with strictly how you treat people. The one thing that my, the first guy I ever worked for him, he was the King of this first day on the job.
Matt Rush: (21:41)
He made me fill out this form and in this form it had the craziest questions. It had the standard stuff like you know, name, birthdate, his significant other birthday. Do you have kids? What's their names, what's their birth dates? It had that stuff, but then it got down into the weeds. It got into what's your favorite hobby? If you could go anywhere that you wanted to go and spend less than 20 bucks for dinner, where would you go? If you wanted to spend less than 50 bucks, where would you go? What's your favorite movie genre? What's your favorite music genre? Any. It was all this stuff that was really personal to me. I'm sitting there filling it out, add fully engaged. I'm thinking this is the craziest thing I've ever had to do because these questions are so goofy. On my first anniversary for working for him, I walked in and on my desk was a coffee cup because I love coffee.
Matt Rush: (22:29)
Had a coffee cup with a movie pass cause that's my hobby. I love going to the movies. It had an almond joy candy bar. It had a, it was everything that was personal to me. It were, they were my things and I was like, this is the coolest thing ever. And I've been given that list of people in every seminar I can give since then because that in an in itself created an environment that just made you want to come to work for him. Yeah, that's, and it was, it wasn't complicated. No, no. It was very simple. How much does that cost? Almost nothing. And so you may not be a CEO of a company, so you're like you're saying I can't control that. But a lot of people have people report to them and you may not be able to change the culture of a company like from the top down, but you could do it from the middle part up because you could just treat your employees with those kinds of things. You could do those things for your employees, going the extra mile and, and making them feel like they're part of the team instead of like, I'm the boss and you just do what I say. Or just barking out orders or walking into the room going like, we made all hands on deck, we got to take this, take this one, you know, challenge today. It's almost like an in the military, you know the captain comes out, man, we going to attack that hill.
Rich Taylor: (23:46)
They have some casualties, they take the Hill, but the next day there's always another Hill. And then there's always another Hill. And then you realize, it's like every day when you're going to work and you hate it, there's always another Hill that people end up bleeding on. So that's not what you want. So you could change the culture of the people underneath you very easily. And if it works, it'll probably spread up.
Matt Rush: (24:09)
That's right. And, and we'll, you can also take this into your homes. You may say, you may be out on a tractor or a horse somewhere, like some of my friends are, and you're like, well yeah, but I'm, I run this deal. Okay, you can take this into your house. How many people do we come in contact with on a consistent basis that we either do business with or they work for us or with us in some shape, form, or fashion? How can we show appreciation to them? How can we show them that they actually matter? That other statistic that I didn't quote, cause I saved it for this 80% I think it was 79 70 79% of the reason people left a job was because they felt underappreciated. Yeah. Wasn't about the money. It was about how is the environment that they're working in? How are you creating that in your home? How are you creating that in your work? Whether you have people that work for you or whether you work for somebody, you can be the catalyst to bring less stress into the workplace.
Rich Taylor: (25:12)
Right? And this whole, the whole thrust of this one program is to say, look, we've taught you kind of how to deal with stress before, but this is no create stress for other people. Don't spread stress because of your decisions or your poor thinking or poor management style. Don't be a bad boss. You know, you may not work for a company with a great culture right now, but someday it may change or you may end up working for them. But why you are where you are. Just because your boss might be a, you know, a tough guy to work for, it doesn't mean you have to spread that stress down to the people below you. You know, treat people like you want to be treated.
Matt Rush: (25:51)
That's right. So we hope that this has given you at least a little bit of insight into how you can bring less stress to other people. How they, that you can begin to be that catalyst to be that person who is dealing with stress in a positive way, not bringing it on to other people. And then we know that that is a more stress free you, which is what you are destined to be. And what we are hoping that you can become in our future episodes. We will dive deeper into ways to enable you to live the stress free life you were destined to live. We invite you to come along for the journey to create a stress for you because it really is a wonderful life. For more information, visit us at stress-free [inaudible] dot net or send us an email to email@example.com thank for subscribing to the stress
Speaker 3: (26:44)
for you. Show wherever you get your podcasts and thanks for listening.