Running Plan: 5 minute walk, 2 minute run x3 with 2 minute cool down
Free form machine – dual cable cross 13lbs x10 x2
Free form machine – tricep extension 13 lbs x10 x2
Free form machine – lateral pull down 10lbs x10 x2
Free form machine – wood choppers 13lbs x10 x2
20lb bar bicep curl x10 x2
20lb bar deadlift to overhead press x10 x2
5lb dumbbell lateral raises x10 x2
Push-ups (knees) x10
The company that I work for is in the process of becoming DCAA compliant. I won’t bore you with what that means. You can Google it if you have to know. I tell you this to tell you that recently I have assumed the role of timesheet cop. Part of a company being DCAA compliant is ensuring you have strong timekeeping processes. Therefore, every day I run reports that show me all the time that was logged for a certain historical timeframe. I make sure that our team members are logging their time each day, make sure they’re logging all of their time each day, and making sure that they aren’t changing their time day-to-day. Yep, I’m the guy from Office Space running reports that literally no one else will look at but need done every day. Don’t get me wrong these reports take very little time to run and pivot. The soul drain comes when I send a message out to my teammates that didn’t log their time, changed time for a day in the past or entered time but forgot to enter a complete day’s time. I get GIFs of Lindsey Lohan shrugging her shoulders and rolling her eyes, I get middle finger emojis, most don’t respond at all – I’M THE BAD GUY. I totally get it.
I’m also a rule follower and when I get a list of criteria to check for I operationalize the heck out of it and I love a good ol’ Yes/No the criteria were met. It’s holding people accountable for having met said criteria that sucks. Many of these people on our team are my friends and we’ve worked together for years. I send my message in the nicest way I know how even anticipating the reaction, for example “_______, __________, ___________ [insert eye roll], This is a friendly reminder to enter your time for yesterday, Wednesday, November 28, and make sure that you’re entering your time each day. Thank you.” While we are no longer in the infancy stages of becoming DCAA compliant, we aren’t yet to the point that not meeting these criteria is punitive. At our recent in-person team meeting me and our VP of Operations did our little song and dance of why this is important and letting folks know that we would be reviewing timesheets every day, but it’s a big shift in business operations and I get that, but if we want to continue winning work (aka having jobs) then we have to change.
DCAA compliance aside this could be about anything. Me playing the role of the “bad guy” is me being victim to how I perceive other’s perception of the new task I’ve been given. No one asked me to play that role and it certainly has no merit. I’m personalizing reactions as if they have those reactions towards me and they’re not, the reactions are to the new process. My job is to run these reports and send out the requisite messages. It would be a far bigger disservice to my team, my friends, if I didn’t do my job, we failed our DCAA audit, aren’t eligible for future work, and we all lost our jobs. My real friends will still invite me out for drinks after work timesheets aside. It’s not personal, it’s business. Occasionally business rules don’t make sense but if you want to win you have to play, and that’s why my new bad guy title is Chief Winning Officer (CWO). I’m willing to play the game so that we can continue to win the work.
Moral of this story: Next time you’re feeling like the victim or the bad guy – go high. Look for the bigger picture and ask yourself “what would happen if I didn’t do my job/this job?” Then think about the alternative scenarios that could play out if this new thing didn’t happen and you kept on business as usual. If you can’t answer this question or see the alternatives then talk with your supervisor and get to the root of why this is so important. Knowing why we do things as opposed to just doing them will build your credibility as a leader within your team and help you establish the changes that need to be made.