I find, from time to time, when doing Customer Care seminars, that many people undervalue their role or importance to the company. This is usually obvious when you ask about their job and they start with: “I’m just a…” At the other end of the spectrum was one newspaper advertising manager I knew who, whenever he passed one of his company's journalists in the corridor, would grab them and say: “Hello. I’m the person that pays for your pretty words”!
I think we’re aiming for somewhere in-between these two positions! You should look to reward your people with respect and recognition. But how? Well, for example, when someone secures a major advertising agreement, how about making sure other managers throughout the building know so that they can offer their congratulations. And, that is just an example of the kind of behaviour that a confident, talented leader demonstrates. To take it further: if you attend a monthly management meeting where each department’s performance is analysed, do you take along personal examples of success to share? In other words, you make success personal – rather than simply a presentation of figures and statistical information Do you email your general manager or chief executive with personal success stories so that they can also congratulate your people? Do you let your people’s Customers know how much they should value the service they receive? Or, how about a “wall of fame”? This idea started in the US (of course). It’s simply one wall of your department (preferably one that people from other parts of the company also pass) where your people are encouraged to post their “good news” stories e.g. great ads and supplements, testimonials, target achievements etc. You can even allow this to be more personal with wedding, birthday, kids’ achievements pics added These are just some starting points to help your people feel important and valued. Go on – find some more to show the importance of their contribution!
POINT TO PONDER Why not ask your people for suggestions to help everybody feel positive about their work? If they see their own ideas being actioned, it will encourage them to contribute more (perhaps in other key business areas)
Motivation - Key Question Two - How do you help your people to feel important? - To learn more about this author, visit Gordon Veniard's Website.
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