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Five Ways Leaders Can Show Appreciation

November 21, 2018 By Dave Ferguson Leave a Comment

Five Ways Leaders Can Show Appreciation
Image Credit: Shutterstock

 

Those of us who grew up in the sixties and seventies may remember Rosie the Robot on the Jetson’s cartoon series. Or Star Trek, with its magical ability to transport people through space and time, and make food appear out of thin air. Back then, the idea of instant access, talking face-to-face via a TV-like screen, and having a robot do your work seemed like an out-of-this-world impossibility.

Today, most of these are daily occurrences.

We talk with people all over the world at the drop of a hat. Our refrigerator orders food that appears “out of thin air,” delivered by drones. And our appliances do our work, much like Rosie, but without the attitude.

We have come a long way in a few decades.

Or have we?

This automation comes as a two-sided sword. While it may bring convenience and time savings, it also pulls us more and more into a virtual world, where, if we’re not careful, we can lose touch with the reality of people and relationships.

This phenomena is evident in the business world as well.

According to Ranstad research, technology is having an impact in the workplace, with “over half feeling technology makes them feel less connected” and “more than 90% believing that a face-to-face meeting is the best way to interact with someone.”

To leaders, this can present a challenge, unless you realize that, at the core, the needs of people really have not changed. The mechanisms have changed, but the underlying needs are the same. Perhaps the generational gap is not quite as wide as we might think. This is why, when asked how to lead millennials, I say, “You lead them like you lead everyone else.”

The 11 Essential Needs of Employees apply just as much today as they have for centuries.

Despite increased autonomy, humans still have need for feeling valued. Feeling valued comes from having self-respect and being recognized for your contribution to society.

This is why people hang plaques and certificates on the wall, and why they will carry a tattered handwritten thank you note for years…or even decades. Sincere appreciation and recognition are not only “nice to have’s”…they are essential needs.

Leaders, let that register in your mind for a moment.

Your people NEED you to appreciate them and recognize their efforts.

When was the last time you registered more than a cursory “thank you” for a job well done? Do you want to create a team that is loyal to your cause and works well together? You can do this by simply meeting those 11 essential needs of employees, one of which is sincere appreciation for a job well done.

Here are some ways you can provide recognition:

  1. Write a handwritten thank you note.

Be specific in recognizing the individual’s value to your team. What did they do, and what impact did it have? What is different about them that makes them a special part of the team, and what unique gifts and perspectives do they bring to the workplace?

  1. Tell them thank you, and be specific.

This not only underscores what you appreciate, it also reinforces great behavior.

  1. Tell someone else.

Sometimes, the best compliments are indirect ones. “Mr. Smith talked about you in our Executive Team meeting this morning. He said your work on the ABC project was extraordinarily organized, creating efficiencies that saved considerably on the overall project cost.”

This approach has dual effect – it makes the employee feel valued; and it raises the estimation of their value to other leaders as well.

  1. Find a way to reward deeds well done in the workplace.

Employee of the month programs, special amenities, team lunches to honor those who have done well on a project…these things go a long way toward meeting an employee’s need for feeling valued. With these, be sure to look for and reward each person on an individual basis so as not to cause division. These are especially effective for group efforts, as it sends the message that working together well creates rewards for the entire team.

  1. Give each person an opportunity to shine.

As we’ve talked about before, “set your people up for success.” And then, recognize them for their efforts. Your accomplishments as a leader are gratifying; but seeing your team members accomplish great things under your leadership is legacy. And it doesn’t get any better than that.

It is really not so hard after all, is it? Help your people succeed, and then thank them for it.

Take a look around at your team today. Who NEEDS a thank you? Who NEEDS a little recognition for a job well done?


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Boss or Leader | Lead and Learn


Dave FergusonDave Ferguson is “The Leaders’ Coach”, an internationally recognized executive leadership coach, speaker, facilitator, and author. Are you interested in talking to Dave about coaching or having Dave speak to inspire and motivate your team? “ASK COACH DAVE” at 704-907-0171 or at Dave@AskCoachDave.com.

The LOYALTY Formula

July 18, 2018 By Dave Ferguson Leave a Comment

The LOYALTY Formula
Image Credit: Shutterstock

 

It was a tough quarter…again. Sales were down, and expenses were high. One facility required major remediation in order to get back into compliance, a fact which only further exacerbated the problems the company had been having for some time.

At a time when strong leadership was needed to turn the ship around, the CEO was disconnected. He was in his newly acquired office having thousands of dollars of custom cabinetry installed the day a division of over 300 employees got the pink slip.

When his assistant asked what he planned to do about the numbers, he said, “What do you expect me to do?”

It should come as no surprise that within a year, the entire company was dissolved, and thousands of other employees were out of work as well.

Throughout the process, the CEO was questioned as to what was going on and what he planned to do about it. He blamed everything and everyone – from current events, to competition, to stockholders, to his own management team.

But he failed to accept responsibility for his own actions – or more accurately, a lack thereof.

As a result, he essentially sealed his fate and the company’s as well.

What he didn’t realize was that, just outside his door was a powerful team who could have helped him save the company. But he had failed to engage and connect with his management team and his employees. They had entrusted him with their livelihoods, and he let them down.

One of the 11 essential needs of employees is Loyalty.

It is knowing that leadership “has your back” as they expect you to have theirs. Loyalty generates the kind of security in a company that makes everyone want to succeed, not just for themselves, but for all involved.

And this leader didn’t have it.

How can you as a leader exemplify and inspire LOYALTY with your team?

Listen!

First and foremost, listen to your people at all levels. A good leader will purposely get to know his or her people well enough for them to offer honest feedback and share ideas. If you have a suggestion box, by all means, read the suggestions and act on those which would be of benefit to the company. Honor your people by simply listening, and they will honor you by letting you know if there is something that needs your attention.

Own Responsibility

It is easy to blame others when things go wrong; but a truly effective leader will take responsibility. If an employee makes a mistake, yes, they should be accountable. But the leader should also be accountable for helping the employee evaluate and remedy the situation. The old adage that “everything rises and falls on leadership” has stood the test of time for a reason.

Yield the Floor

Contrary to popular belief, you as the leader are not expected to have all the answers. This should come as a relief to many. The best leaders surround themselves with experts in diverse areas. If there is something you don’t know as a leader, tap into the power of your team and yield the floor to an expert. You will be glad you did! Not only will this solve your problem…you will also gain a bit of that person’s wisdom as well.

Ask Forgiveness

Here’s a news flash – leaders are not perfect. Problems come when we pretend to be. The truth is, we are all learning how to lead together. If you make a mistake, don’t know an answer, or handle a situation in less than stellar fashion, own up to it. Admit it, ask forgiveness, and move forward in a better direction. Many leaders don’t want their people to know they are fallible. But acknowledging that you are helps your people to be transparent and growing leaders as well.

Leave Your Office

It is easy to get trapped in a corner office. People come to see you. Phone calls ring in. Paperwork lands on your desk. These are all things that can keep you behind closed doors when, at times, you need to be out and about. Take time each day to meet a new employee or to go out with another business leader or mentor. As that show, Undercover Boss, reveals: you learn a lot about your company when you leave your office.

Trust

Trust is hard for many leaders. It means you are placing some part of your success in the hands of others, and that is a point of fear. But the thing about trust is that it works both ways. If you hire good people and empower them to do their work well, then trust them to carry out their responsibilities, they will more often than not surprise you with their level of trustworthiness. It is not as much about them earning your trust (as is the common thinking on this matter), but about you trusting them first.

Yoke Up with Your Team

There are times when all hands are needed on deck. You have no doubt been on teams where everyone is scrambling to meet the leader’s deadline – canceling their evening plans to make sure the work gets done. And the leader saunters out of the office at 3:00 p.m. to get a haircut. What kind of a message does this send to the team? A good leader will roll up their sleeves and dive in to help when needed so everyone can leave at a decent hour.

These small habits, regularly engaged, build loyalty. They let your team know you value them, and in turn, they value you.

Do you want a team that “has your back?”

There’s a very simple solution…

“Have theirs.”


Dave FergusonDave Ferguson is “The Leaders’ Coach”, an internationally recognized executive leadership coach, speaker, facilitator, and author. Are you interested in talking to Dave about coaching or having Dave speak to inspire and motivate your team? “ASK COACH DAVE” at 704-907-0171 or at Dave@AskCoachDave.com.

Four Ways to Ensure You are Putting Employees First

December 6, 2017 By Dave Ferguson Leave a Comment

Four Ways to Ensure You are Putting Employees First

Featured article by Dave Ferguson in CEOWORLD magazine. Reprinted by permission.

Attracting and retaining top talent is the not-so-secret weapon of every successful business. When employees feel they’re cared for and respected, that good energy is transferred to customer care.

We can all agree that employees are the skeleton of your business – without their support, your company falls apart. Essentially, their success is your success.

But do you have an employee engagement plan? One that strengthens the “bones” of your organization while giving them what they need for growth?

If you are shaking your head, you are not alone.

Being considerate of and providing for your employees should be a top priority for you as a leader. After all, an employee-centric work culture fosters productivity and boosts morale.

Here are four ways you can ensure you are putting employees first. 

  1. Provide opportunities for professional growth.

Employees should feel challenged and inspired – and you should always be looking out for the future leaders within your company. Employees with drive and high potential are often not satisfied with staying where they are (at least not for long).

It is important to recognize potential in these employees and offer them avenues to strengthen their skillsets. Encourage them to advance their networking by attending relevant conferences. Make introductions to others that can help guide them. Simple efforts on your part can lead to big results for your company.

  1. Communicate the vision.

By consistently sharing what is happening with and within the company, you give your employees security. Without communication, your employees can become unsure of their future as well as the company’s future.

As leaders, it is sometimes easy for us to slip into a “silo” – sharing information only with our directors or key decision-makers. You can see how this could easily turn into a disaster.

A lack of communication means employees are left to fill in the blanks on their own. By communicating with your employees effectively and frequently, you are not only relaying crucial information to them, but you are also bringing them into the “inner” circle.

  1. Recognize solid work well done.

This should be a no brainer – we all like to be recognized for our achievements! Recognition is also motivating. When your employees know their contribution is appreciated, they will strive to receive recognition again and again.

A sincere offer of gratitude goes a long way to boost morale and communicate to employees that you notice those taking extra care and effort with their work.

Another aspect that works parallel with recognizing employees’ achievements is supporting your employees’ professional goals. This means realizing that employees can go much deeper than a “job well done.”

Taking the time to understand your employees’ personal goals will help you support them in ways that align with corporate goals. This is a win-win!

  1. Trust your team.

Resist any urge to micro-manage or over-manage. You have (hopefully) built a solid team around you – so use it! Trust their skills and your hiring instincts.

Instill confidence in your team by leading by example. Practicing the previous three points helps cultivate a culture of trust in your workplace. Allow your employees to (slowly) take on more responsibility. Give them the freedom to handle their mistakes as learning opportunities rather than failures.

You are only as strong as your weakest link; there is a reason this phrase is a cliché. How you develop and support your employees’ growth will directly reflect in the growth of your business.

To learn more about the needs of your employees, enter your information below for your free Emotional Intelligence Infographic.


Dave Ferguson is “The Leaders’ Coach”, an internationally recognized executive leadership coach, speaker, facilitator, and author. Are you interested in talking to Dave about coaching or having Dave speak to inspire and motivate your team? “ASK COACH DAVE” at 704-907-0171 or at Dave@AskCoachDave.com.


 

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