When I come across highly engaged employees I like to ask, “What can your company do to keep you?” As leaders in an organization, it’s important to keep you finger on the pulse of your employees.  Here are some things employees want from their companies and leaders:

More efficient processes – It’s very frustrating, particularly to the newest        Y generation employees when processes are outdated or inefficient.  They come from a quick paced perspective.  They want their leaders to care about what’s working and what is not.

Invest in my learning – People want to feel like they are valued and that the company is willing to invest in their training.  Even if your budget does not allow for high level outsourced training, taking time on the job to train your employees is important.  Pair them with a seasoned employee who is willing to train them.  Assign a mentor, but make sure the mentor is on board with their responsibilities.  It can be counterproductive if the person you pair your new employee with is not invested in their success.

More representation at the C-Suite level – Employees want to feel like people high up know about their achievements and the success of their department.  Often times, there is no representation in the C-Suite for support service departments.  It can be very empowering when employees know they are valued by the highest ranking employees in the organization.

Recognition from their boss – A little pat on the back goes a long way.  Yes, money talks (that’s a given when it comes to keeping employees) but praise from their boss, especially in public makes employees want to continue doing a good job for them, even when the raises fall a little short.

It reminds me of an episode of the show Friends.  Chandler had a boss who had a habit of patting his employees on the butt for motivation as they left a meeting.  Chandler found this really weird and uncomfortable.  He finally decided to tell his boss that he didn’t like it and that he would rather he not do it to him.  His boss agreed; he didn’t realize it bothered Chandler.

Next meeting, everybody walked out of the meeting and got their pat on the butt from the boss, except for Chandler.  In true sit-com fashion, he was dramatically left out and of course Chandler felt de-motivated, and started re-thinking his decision.  The pat on the butt, however inappropriate, was his boss telling everyone, “Great job!”  And now Chandler didn’t get to feel that.  Disappointed, he now wondered if he spoke too soon.  As you can imagine before the episode was over, Chandler ate some crow and got his boss to include him in the motivational pat on the butt again.

Not advocating the pat on the butt, but praise from the boss, in most formats, is always a good thing!

Sure you get some extra perks when you are the boss.  Your position may allow you to take a longer lunch, or work from home, but there is no need to flaunt your status, (they get it,) and it certainly shouldn’t get in the way of you getting your tasks completed or become an excuse for you dumping more work on your staff.  That’s not delegating.

As a leader in your organization you should make sure you are setting a good example so you develop and keep the respect of your staff.  You are the one who sets the standards for work and behavior.  Think about what you expect and what is important to you and your organization.  Make sure you are modeling the way and not creating obstructions.  Here are some basics:

• Always be prompt.  If you want people to get to work on time, make sure you do.  If you are going to be late, let them know so they are not waiting around for approval on something.  If you are respectful of time, they will be inclined to do the same.
• Be wary of friendships at work with your staff.  It happens, but you need to remain impartial when it comes to the work.  If you do develop a friendship with a member of your staff, don’t hide it, it will only cause more speculation and increased attention.  Keep everything as in the open as possible.  Avoid behind closed door meetings.  Friendships can often turn quickly into lawsuits, so try to keep your work relationship separate from your personal relationship.  Don’t make promises you can’t keep, or that could be misconstrued as favoritism.  Use common sense and monitor other staff members’ behaviors and comments.  If you see other staff members avoiding your friend, the perception of your relationship may be something you did not intend.  In the workplace, perception is reality.
• Communicate with professionalism.  Don’t raise your voice.  As a leader, you are expected to remain calm and unemotional when communicating with your staff.  Don’t take things personally so you won’t become defensive.  It’s all about reaching a common goal.  If they are not meeting your expectation, speak to them in private and focus on the problem and solution.
• Be accountable.  Don’t hesitate to say you are wrong when you are wrong.  Don’t over-react, pass blame or lie.  Accept any negative consequences and work toward a solution.  This will make it easier for your staff to do the same when necessary.
• Show your appreciation when things go right.  Celebrate and share the glory.

Thoughts…….. Contact me at abbe@TECResourceCenter.com