Do You Ever Wonder: If Sending That Late Night Email Is The Best Thing To Do?

As a part of my own self education, I follow a number of people online, and one of them is an Australian Blogger and writer named Tim Denning. He has written a lot of good content, and its no small thing to say that I’ve learned a good bit from him.

Wednesday I ran across a new post from him talking about people who write the midnight email, and how they aren’t the office hero.

On one hand I get it, people who make their whole life about work… they get their reward. He isn’t wrong about the problems caused by not switching off. I know that I feel it when my days run long.

However, correlation and causation are not the same thing, nor are they absolutely connected. If I send out an email at midnight, it does not mean I did so because I desire anyone’s approval, affection, or praise.

As a manager of global teams in APAC and EMEA, working out of the US, late nights are a possibility. While I rarely have to send that email at 12:30 AM, when disaster strikes, I am the person who has to answer the proverbial red phone. That includes notifying people about the current status before going back to bed.

This isn’t about Ego, or about no work/life balance. It is about doing the work during the moments that the customer is actually needing us.

I took a moment to offer a personal clarification to Tim’s post. These specifically address a path where leadership sets the right example, by reducing the demand of their presence in time of crisis.

1. In the words of Billy Joel, “It’s a matter of Trust!”
   • Give Trust, because you cannot delegate to employees you do not trust.
2. Gather the right tools and allow employees to make magic!
   • Supply your delegates with tools, programs, training, Empowerment, and SOP’s to be successful
3. Clearly define the escalation path and expectations!
   • Refine the process, and retrain people who misuse it.
4. Proceed with Grace.
   • Build safety into your work environment
   • Allow people to be vulnerable
   • Normalize making mistakes
   • Give AND Accept meaningful feedback.

I’ll share with you this beautiful piece of advice I receieved from Steven L. Sesar.

“vulnerability” as you described it, is directly correlated to velocity.

Give people latitude, empower them to make decisions, take risks without fear of getting squashed, and you’ll germinate a happy and productive workforce.

That is the kind of thanks I want to see – The success of my team!