Roxanne Emmerich, the author of Thank God It’s Monday talks about how to grow your business efficiently. Her subtitle is “How to Create a Workplace You and Your Customers Love,” and she addresses topics such as attitudes, visioning, enthusiasm, and communication in the workplace. The author explains how she would like for people to get out of the habit of saying Thank God it’s Friday and actually look forward to going to work during the week. She believes that all employees should be able to express themselves on the job. Emmerich also explains the importance of being linked to your customers at a human and meaningful level.
According to the author it all starts with people. In order for the workplace to be a great place to work the people have to want it and strive to get there. The author has a chapter in the book called “Vanish the Energy Vampires”. In this chapter she talks about how certain people in the workplace can suck you dry of all ideas and hope. They criticize everyone’s idea but have no useful ideas of their own.
There is also “perpetual victims,” the people who are always talking about what the world has done to them. Finally, you have your whiners “Whiners aren’t trying to be helpful” (Emmerich, 2009). “It’s not their nature to help” (Emmerich, 2009). These are the folks that we need to avoid in order to strive for the workplace to be a great place to work.
Emmerich discusses in her book that employees should give praise to others because gratitude and appreciation is the key to productivity. She promotes this gratitude and celebration through forming a Hoopla Team. According to Emmerich, a Hoopla Team is made up seven to ten volunteers, enthusiastic employees, who are good at getting the work done. The concept of the team is to sustain and accelerate breakthroughs in performance according to cultural change. The objective of cultural change is to generate from grassroots level so that everyone at all levels has ownership of the transformation. The Team shows enthusiasm which motivates other employees to be excited about the job.
Roxanne Emmerich’s book is easy to read and she includes suggestions and tips that are very practical. She gives entrepreneurs and companies the motivation to move to the next level of their professional careers. Finally, she encourages them to follow their visionary goals in being successful.
The Ten Things Managers Need to Know from
Thank God It’s Monday
1. Leadership is not a position – it’s a way of being. It’s about being determined
to make big things happen regardless of your position.
2. The turning point for a vision is when everyone sees it, gets it, and buys into
participating to make it happen.
3. One of the absolute keys to a workplace worth working in is a level of honesty that encourages the truth when someone isn’t pulling his or her weight.
4. Every thought, image, and experience that comes to you is filtered. The great thing about filters is that once you know you have one, you can change it for a powerful shift in results.
5. Demonstrate your enthusiasm. Let it radiate in everything you do until you infect everyone around you.
6. Regardless of how you rate yourself on the balance scale of life, sometimes you have to reel back, adjust, and reassess your priorities.
7. You will find that almost every bad decision followed from a violation of a value – a moving away from a fear instead of moving toward something you love.
8. Going beyond the job description really happens when you pitch in and help others at work, help accomplish a greater good without expecting it to be part of your evaluative performance.
9. Be a giver because it feels good for both parties, because it’s a joy to light up someone’s life, even momentarily, and the returns will naturally come back to you.
10. Consider how honest and clear communication can clear up perceived problems or obstacles.
Full Summary of Thank God It’s Monday
Part I: A Problem…or an Opportunity
Thank God It’s Monday. In the first chapter the author starts off by comparing families to business. She begins by describing the sometimes unpleasant happenings of being in a car with family on a trip. The dad can hardly see after being up all night reading maps. The mother’s imagination is beginning to get the best of her and she ponders whether she completed the task necessary to leave their home in a safe state. In the meantime the car environment is getting tense with everyone focused on their own agenda. A son, who is focused on taking a specific route to visit attractions; while a complaining daughter is upset because she did not want to come on the trip in the first place and now her plans to be with her friends has been completely interrupted.
The same dysfunction that occurs in families also happens in business. Employees do not always get along. Employees are often so preoccupied with their own duties and individual agendas until good customer service goes out the window. This negativity can be seen and felt by customers. When a customer is the recipient of poor service and has an unpleasant experience with a business it lingers with them for a period of time once they leave.
However there are others where a customer is able to sense the employees are genuinely enjoying each other and are happy. It is reflective in their work and interactions with customers. These are environments that make the customer experience enjoyable.
There Really ARE Good Places to work. This chapter tells how one person actually experiences the kind and courteous employees of several businesses. The experience of the positive and overwhelming sensation of the initial entry into a car repair business coupled with the understanding smile of a front desk employee. Other experiences discussed where the friendly flight attendants and flight experience to the clerk in the store who goes beyond the duties of a job. These experiences can prompt a person to question why their work environment is not a great place to be. The noticeable difference is when people are genuine and where everyone sincerely enjoys working together.
But I’ve Got a Business to Run. This chapter shows the difference when management puts forth a conscious and consistent effort to ensure the work environment and culture is a pleasant place to do business and work. This means management themselves have to be open minded enough to accept the idea of a more fun and enjoyable environment to work in. This step is vital because the business as usual approach with the focus on numbers will not increase growth and revenue. The top management staff must also be willing to identify and learn a system and process themselves in which to implement. Finally to make it a sustainable success there must be constant follow-up. This mindset results in higher performance from employees and increased customer satisfaction.
Who Can Take Action- Everyone! The author provides a down to earth view of leadership in this chapter by stating, “Leadership is not a position- It’s a way of being. It’s about being determined to make big things happen regardless of your position” (Emmerich, 2009). The person in text Pearl took the initiative without being controlling or overbearing. She simply saw the opportunity to make a difference and seized the chance. Therefore anyone can take action to make a positive difference in their environment.
Part II: Rock Your World: Initiating Change
Shifting A Company’s Gears: The Unreasonable Premise. Developing a good customer service strategy for the business starts with teamwork. Once the team is developed, everyone has to be focused and on one accord. Your teammates have to also be ready for change in order to receive good results.
Tales from the Trenches: Front-Line Workers Who Can Think Big. Creating a good work environment is a foundation of good growth strategy. It is the Culture of your business that drives the performance of people. According to the text, cultural change is not an easy fix. It is an ongoing process that takes teamwork. Everyone has to communicate more and be candid and constructive. It also consists of encouragement and education from in-house events, as well as outside workshops, seminars, and even boot camps. All employees and managers will have to do whatever it takes to stay focus on the fact that a choice have been made and they are accountable for their actions.
Vision is possible. The author states “The turning point for a vision is when everyone sees it, gets it, and buys into participating to make it happen” (Emmerich, 2009). Without a clear picture of something you wish to have it is difficult to make it happen. One of the leadership competencies for an excellent leader is developing and communicating vision. According to the author “A vision statement is simply a clear word picture of an end result that is a natural outcome of living your values in service to your customers in an extraordinary way” (Emmerich, 2009).
Commit to Your Commitments. How you manage your commitments is very important. Listening to commitments expressed by someone else is essential in the workplace. The author states “This approach calls for honest conversation and the kind of openness that will allow anyone to communicate with anyone else who is slipping off course-because we all do at times” (Emmerich, 2009).
Have Yourself a Kick-Butt Kick-Off.Hooplas & High Fives & Cheer-leading: The Everyday Celebration. These chapters are related in the fact that when a company is in the process of transformation it takes all persons to communicate and pitch in, in order to achieve success, even if it takes a Hoopla Team to do so. Roger Milford, the character in the story states to his employees of the company that transformation is on the way with using work and love. His vision was to encourage and celebrate all positive things done, and to eliminate every aspect of what went on in the workplace. By forming a Hoopla Team, which consists of a cross-section of representatives from various departments and levels, the celebration will continue.
Hooplas & High Fives & Cheerleading: The Ongoing Everyday Celebration. The author states in this chapter that “Your employees aren’t your children, although one or two may act up as if they were at times, but they like daily appreciation, recognition, and encouragement. This chapter points out the difference between working with a team that is motivated and shows appreciation versus a team that does not. The author suggest, “Show by example how you want and expect others to behave as they nurture and encourage each other” (Emmerich, 2009). “Encourage participation by as many employees as possible in seminars, workshops, and training programs that instill the values of your culture” (Emmerich, 2009).
Measure Everything. The author tells us to decide what matters first and then measure it. According to the author “One of the absolute keys to a workplace worth working in is a level of honesty that encourages the truth when someone isn’t pulling his or her weight” (Emmerich, 2009). You should not allow anyone to stop you because you are as good as your word. Once you commit there is not turning back. “Relationships are built on trust, and trust comes when commitments are kept” (Emmerich, 2009).
Part III: The “How To” Toolbox for Making Any Workplace Better.
Get a Brand New Attitude. Your attitude in the workplace determines how far you will go in your career. Your attitude in general determines how far you will go in life. The author states that “Every person has the ability to reprogram the filters through which he hears thing” (Emmerich, 2009). The most important thing to remember, about this, is that sometimes what we hear is not always what is being said.
Enthusiasm: Light That Fire in Your Belly. According to the Arthur, “We’ve all had times in our lives when we lost our enthusiasm” (Emmerich, 2009). With enthusiasm comes motivation and both are important in the workplace. Enthusiastic workers devote their time and effort to their jobs, over and above what is expected. It benefits others and improves the lives of everyone around. Showing enthusiasm towards the customer helps to build a better relationship with them and also help to boost the morale in the company. Furthermore, enthusiasm helps to create ideas and complete projects and task in a more vivacious way, whether it is for the company you work or for your own personal business.
Life Balance: Show Up Fully No Matter Where You Are. Balancing between home and work is simply a way of life. The author states “Regardless of how you rate yourself on the balance scale of life, sometimes you have to reel back, adjust, and reassess your priorities” (Emmerich, 2009). The point is, regardless of where you are in life you have to show up and make the best of it. It is your decision to make and your choice to determine what is more important at the time.
Values As Your True North. Be true to yourself when making decisions in the work place. Don’t make a decision opposite of what you felt was wrong in the beginning. According to the author, we have to ask ourselves whether we are moving away or toward something. The author states “Fear is a “moving-away from” emotion.” “Love is “moving-toward” (Emmerich, 2009). In life we find ourselves running away from rather than facing the issue at hand. So, we have to analyze the problems made and make sure that a pattern does not persist.
Bravely Go Beyond the Job Description. The author states “Where going beyond the job description really happens is when you pitch in and help others at work, help accomplish a greater good without expecting it to be part of your evaluative performance” (Emmerich, 2009). “It means being a better team member and willingly sharing the load” (Emmerich, 2009). Doing the bare minimum is good, but following up and doing work beyond the minimum is what ultimately establishes a personal connection between you and your client.
Giving: Ignited Spirits Through Profound Service. The author states “Customer success is what matters: making a lasting difference, transforming your interactions from a simple business transaction to a profound exchange between two human beings that creates a transformation of more success for the customer” (Emmerich, 2009). Customer satisfaction requires organizations to continually monitor and examine the experiences, opinions, and suggestions, of customers. Improving service quality to meet customers’ standards is an ongoing part of doing business. For both the provider and the consumer making customer satisfaction a priority involves a fundamental in thinking and organizing.
Part IV: Obstacles…or Minor Speed Bumps? Clear the Road Blocks and Saboteurs: Ground Rules to keep Dark Moments in the Past from Poisoning the Glorius Future.
What We Have Here is Failure to Communicate… Clearly. Communication is one of the keys to being successful in today’s job market. People must be able to communicate with each other on a daily basis to keep the work flowing in an orderly fashion and also to deal with work issues as they arise. Welcome feedback when conducting business, whether it is good or bad. Be open to feedback as well as change.
Vanish the Energy Vampires. The only option to having relief of a co-worker or boss suck you dry of your expectations and dreams is to look for work elsewhere. Having someone to criticize your ideas when they can’t contribute ideas of their own is unprofessional. Also, try to avoid “perpetual victims,” the people who talks about what has been done to them. The author states “There’s a reason that victims remain victims. They receive feedback that supports their victimhood by others who are often well-meaning but unconscious of the negative impact” (Emmerich, 2009). People who support this kind of behavior are as bad as the victim. It is always good to distance yourself from these people. Lastly, whining never gets you anywhere. According to the author “There isn’t much room for someone like that in a workplace where team members want to “rock” or in an office where everyone is willing to carry their weight and then some” (Emmerich, 2009). The author goes on to state that “Despite our knowing how whining can negatively impact others and render us ineffective, there’s a remote chance we might once again choose to grab for that taste of whine” (Emmerich, 2009).
Bust the Baditudes. Bad attitudes in the workplace should be unacceptable.
It is understandable that everyone has their bad days, but you must move on and make the best of it. According to the author “There is nothing more loving than for someone who cares about us to give us the “get over it” conversation so we can “get on with it.”(Emmerich, 2009). The author states that “Most people with an attitude just want to know that someone wants them to make a good choice” (Emmerich, 2009).
Better Off Somewhere Else? Get On the Happy Bus…or Get Off the Bus. Taking the shortcut to nowhere is a decision made by the employee when deciding not to comply. The author suggests “If the problem person is you, or someone who reports to you, have the frank and open kind of conversation that includes the person staying and making the workplace better” (Emmerich, 2009). Second “Get the person to admit to both the problem and to help draft the reasonable solution” (Emmerich, 209). Third, If the personis unsalvageable and impenetrable with your coaching, then count your blessings and recruit what your team really needs” (Emmerich). Finally, If you decide to leave because you’ve done your very best to put your big girl or big boy pants on and address the situation with finesse and care andit didn’t work, then know your made a good decision as well” (Emmerich).
Gossip: The Hurt That Never Heals. The author states that “There is nothing more violent and violating in an organization than gossip” (Emmerich, 2009). Gossip in the workplace should be off limits. Even if you aren’t involve, listening should be off limits as well. Always state or search for facts before drawing any conclusions. Gossip in the workplace can cause someone to loose their job and in the real world that we live, their life. “At some point in life, we all have to grow up and live by grown-up rules.
Understanding Perspective: Always Being Right Can Be Wrong. “The author states “We all like to be right.” “It’s part of our egos.” “But there’s such a thing as being so right you’re wrong” (Emmerich, 2009). No one is perfect, so it may be a slight chance that you’re sometimes wrong, and it’s okay. Sometime it is good to listen instead of talk. Being a know-it-all will lead you to find out one day that you do not know it all.
Clean Up Your Messes and Mistakes: Restore Trust. According to the author “A clean-up has two parts-acknowledging the result wasn’t okay and commiting to take corrective action” (Emmerich, 2009). When we make a mistake, acknowledge it and care enough to fix it, we are forgiven. On the other hand, when we don’t acknowledge it and do not care enough to fix it, we will not be forgiven and it will be even harder to gain trust back the next time. The author states “People make mistakes.” “We always will.” “And others will forgive us for everything if we simply come clean and show we know we were out of integrity and that we care enough to fix the situation” (Emmerich, 2009).
The Video Lounge
In the video, Roxanne Emmerich discusses the concept of Thank God it’s Monday. She explains how the workplace should be transformed, because it is not okay, currently. Also, she goes on to state that employees should be able to express themselves at the workplace.
The author is one of the most brilliant people around because she knows how to transform a negative workplace into a positive and effective workplace. Working in a positive workplace makes the company a
- If I were the author of the book, I would have done these three things differently:
1. I would have provided more “how to” information and less stories.
2. Focused more on topics such as: attitude, enthusiasm, balancing life, and communication.
3. Elaborate on how important the previous topics are in the workplace from the employee and employers point of view.
- Reading this book made me think differently about the topic in these ways:
1. By applying each concept, I can look forward to going to work on a Monday or any day of the week.
2. Realizing the importance of enthusiasm in the workplace and how it can spread on others.
3. How efficient business owners conduct their businesses.
- I’ll apply what I’ve learned in this book in my career by:
1. Showing more Enthusiasm in the workplace.
2. Taking my vision of entrepreneurship to another level.
3. Avoiding the energy vampires in the workplace.
The reviews of the book reflect how this practical guide can help anyone make a difference on their job. Through the many stories the author tells, she allows the reader to see what real enthusiasm on the job looks like. The genuineness of the stories helps you to believe in Monday’s as a great work day. It is encouraging material for business leaders and management at all levels. It shows to leaders that it can be done in an effective manner while increasing credibility with customers.
Emmerich, R. (2009). Thank God It’s Monday!: How to Create a Workplace You and Your Customers Love. Upper Saddle River, New Jersey : Pearson .
Contact Info: To contact the author of this “Summary and Review of Thank God it’s Monday,” please email firstname.lastname@example.org.
David C. Wyld (email@example.com) is the Robert Maurin Professor of Management at Southeastern Louisiana University in Hammond, Louisiana. He is a management consultant, researcher/writer, and executive educator. His blog, Wyld About Business, can be viewed at https://wyld-business.blogspot.com/. He also serves as the Director of the Reverse Auction Research Center (https://reverseauctionresearch.blogspot.com/), a hub of research and news in the expanding world of competitive bidding. Dr. Wyld also maintains compilations of works he has helped his students to turn into editorially-reviewed publications at the following sites:
- Management Concepts (https://toptenmanagement.blogspot.com/)
- Book Reviews (https://wyld-about-books.blogspot.com/) and
- Travel and International Foods (https://wyld-about-food.blogspot.com/).