How Companies Inspire or Discourage Employees
By Sandy Schroeder
If you have worked with a variety of companies, you have seen how company approaches can work to create positive or negative results. The company and the boss who is alert and responsive to their employees usually moves ahead. Those who are not as tuned in often lag.
Dr. Travis Bradberry, co-founder of TalentSmart, a service agency that serves more than 75 percent of the Fortune 500 companies, took a close look at these patterns recently. As usual, he is right on target.
Here are some things that can happen when companies do or do not pay attention and make the right moves.
Strong efforts are ignored - Sometimes solid employee efforts are just taken for granted. Taking the time to monitor efforts and commend employees can make a huge difference in morale.
Hiring the wrong people - I have watched this go off track in startling ways, when an inexperienced, but very motivated, person takes over. Some years ago I watched an extremely motivated person move into a complicated position in a health center. Immediately, the new leader began overturning policies and deadlines without really understanding what was involved. The results were devastating, causing several good people to simply jump ship.
Assuming everyone is equal - Fairness is a key policy to maintain a company, but work efforts should be tracked individually to know who is doing what. When the company monitors efforts they can move people up, down or sideways in positions, depending on their performance.
Just accepting poor efforts - If someone is new, their efforts may improve gradually. Monitor what they are doing and see that they get the help they need. Then they may surprise you.
Letting communication lag - It may be very clear to company leaders what is happening on the job, but individual employees need to be kept up to speed, too. A simple newsletter or weekly meeting can make the difference, helping employees feel like they are part of the team.
Helping employees keep their balance - Knowing each person has home and work commitments, their company could help where they can. They may provide onsite spots to exercise, extra time when needed for family issues, and adjustable work times to fit individual personal issues. When these things happen, the employee may respond with increased motivation and effort. When there is no company support for an employee’s personal life, the individual may simply look elsewhere.
Whoever you are, wherever you work, do what you can to see that individuals are made to feel like they count. The results may be amazing.
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