Product Showcases

Give Em a Parking Space

"Employees who believe that management is concerned about them as a whole person - not just an employee - are more productive, more satisfied, more fulfilled. Satisfied employees mean satisfied customers, which leads to profitability."
  --- Anne M. Mulcahy

People are a business' greatest asset. We tell people that, we put it in weekly announcements, speak it at weekly meetings, and announce it at company picnics. We probably even believe it. Unfortunately, all too often, we don't show it in our actions to our team members. Sometimes business leaders look like they speak out of both sides of their mouths. One side says, "We love you, need you, mean it." And by our actions, the other side says, "You stink, I don't care about you, I don't need you."

This is sad and costly for businesses. Out of all the assets we have, our first concern should be for our people. The concern doesn't necessarily have to be shown in their paychecks, but should reflect a heartfelt caring for those who actually make the company a success.

"Employee loyalty begins with employer loyalty. Your employees should know that if they do the job they were hired to do with a reasonable amount of competence and efficiency, you will support them."
  --- Harvey Mackay

After putting in the effort to seek out and then screen, interview, and hire an employee, it is in our best interest to take an interest in that person. One good way to show that you care for the employee is to provide ongoing training for him or her. This sends the message that you care for them enough to help them to succeed in their jobs. Obviously, training benefits the business, but it helps instill confidence, strengthens character, and shows that you care about this person.

"Recently, I was asked if I was going to fire an employee who made a mistake that cost the company $600,000. No, I replied, I just spent $600,000 training him. Why would I want somebody to hire his experience?"
  --- Thomas J. Watson

Another good way to show you care for your team members is to stand behind their decisions. You already know that you have good people because you hired them. If you don't, then that is your fault and you should let them go. But for those that you are training and have empowered to make decisions, allow them to fail. Discuss the actions and how to learn from them, then move on. Keep in mind that it is a lot cheaper to pay for the mistakes, assuming that this is an employee that you want to keep, than to pay the costs associated with hiring a replacement.

"A productive employee who is kept busy working at his or her job is far more likely to be happy at that job and less likely to look for employment elsewhere."
  --- Zig Ziglar

From time to time, it is a good idea to have some coffee with an employee one-on-one. Meet with them to find out how they feel about their work, where they see improvement, where they are struggling, and any suggestions or ideas they might have to improve their performance or the business. These are the folks you want to tap to uncover ways to make the business better for everyone as well as the bottom line.

"Employee of the month is a good example of how somebody can be both a winner and a loser at the same time."
  --- Demetri Martin

Providing an employee parking space for the employee that shines may still be effective. Many employee engagement gurus feel that this phase has run its course and that singling out a star employee causes others to feel jaded or weaker than the star. In my opinion, this is pure horse hockey! It is along the same lines of the movement to rid schools of a Valedictorian so that everyone feels like a winner - it only demotivates. There are winners and losers in life and your star employees should be singled out and rewarded. Others can learn from winners the steps necessary to succeed.