UPDATE:
I just happened across this and have to add it into this post. It’s a bit long, but worth every minute!
According to a February 2009 survey by Adecco, 54% of the respondents would have chosen a different career path knowing what they know today.
How many of your employees are included in that figure? Do you know?
How about this: The vast majority of workers (90%) say their confidence in their company’s executive team has been negatively impacted as a result of the current economic situation.
How has your employees’ confidence in you been impacted by the current economy?
Help Your Employees Love What They Do!
What are you doing to ensure your employees are excited to be on-board and doing what you need them to do? What are you doing to build employee confidence in you?
Here’s some suggestions:
- “Communicate Frequently and Openly: The best employers keep their staff informed and embrace an open door policy through forums such as town hall meetings, open conference calls, regular email communication, newsletters, etc. – helping to drive employee confidence and productivity.”
- “Ask for Input, Don’t Operate in a Silo: Employees have the most confidence in their company’s executive team when they feel as though their voice and opinion is valued and heard.”
- “Small Tokens, Big Impressions: Thoughtful gestures of appreciation – a thank you email/note, recognition during meetings, a small gift card or surprise pizza lunch, can be impactful and effectively demonstrate appreciation for hard work and dedication.”
(Source: Adecco)
Something else to think about: The results of a SHRM survey of 633 HR professionals revealed that slightly more than half of them “have spent more time calming employee fears about job security compared to six months ago.”
Conference Board senior economist Gad Levanon said in relation to this that now is a good time to “coach managers on the importance of being appreciative.”
“When you look at the stress workers are under, it’s the small signal that means the most—saying thank you, keeping your doors open, openly communicating about the financial performance of the organization on a regular basis, being responsive to people’s personal issues. It’s a huge thing, but small actions like that ago a long, long way to keeping engagement and productivity high, even if you’re doing other kinds of cost reductions.”
Does It Matter?
Consider the impact of these two facts:
- Uncertainty (more than one-half of HR professionals are trying to calm fears) + Desire (more than one-half of people would choose a different career) = Change
People are now being put in the position of really thinking through what they do, where they do it, and for whom they do it. If you don’t stay on the top of their list, they will move to another opportunity when the opportunity arises. Are you ready for that?
Your leadership is required in the strategy of the business; it’s needed in the marketplace. But, please realize that your leadership on communication and connecting with your employees is essential right now. You future depends on it.
When unusual circumstances hit your business, you may not have all the answers. Employees may want you to tell them what’s being done, how it’s being done, when it will deliver results, and most importantly how it will impact them. You may not have those answers; thinking you can’t talk with employees or feeling uncertain of how you will respond to their questions may cause you to back off from communications.
You need to do exactly the opposite – get out with your employees, ask what they’re thinking and feeling, ask for their ideas and input. Leadership as a figure-head or ego-maniac may give you plans for the future, but they will not buy the loyalty and commitment of your people.
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