Monthly Archives: May 2012

Info Exchange – Make recognizing employees part of your daily routine

Welcome to the Loyalty Factor Information Exchange, a bi-weekly service providing summaries of major publications and books on various management and customer relationship topics. 

 Loyalty Factor has been instrumental in helping companies:

  • Increase Customer Satisfaction by 20 – 33%
  • Increase Revenues by 50% in 18 months
  • Increase Manufacturing Production by 200% in 18 months
  • Simplifying mergers and acquisitions

Our information exchange this week highlights the Motivational Manager article, “Make Recognizing Employees Part of Your Daily Routine.”

 

Make Recognizing Employees Part of Your Daily Routine

Good managers remember to recognize and motivate employees. Great managers do it every day.  

Here are some proven methods for making sure that praising employees becomes part of your daily routine:

  • Make employees a part of your weekly “to do” list. Add the names of the people who report to you to your list of goals to accomplish. Then cross off names as you praise them.

 

  • Use voice mail. Rather than using it only to assign tasks, leave employees voice mail messages praising them for a job well done. Do it from your cellular phone on the way home.

 

  • Write notes at the end of the day. Keep a stack of note cards on your desk, where you can’t ignore them. At the end of the day, take a minute to write thank-you notes to any employee who made a difference that day.

 

  • At the beginning of the day, put five coins in your pocket. Then, during the day, each time you praise an employee, transfer a coin to your other pocket. It may sound corny, but once you get in the habit, you’ll start relying on tricks like this one.

For more information on clever, effective and economical ways to recognize effort and reward results of your employees, contact Loyalty Factor at 603-334-3401. We have numerous presentations, seminars and workshops on the topic. 

 

And be sure to use the two most underutilized words…

Six Leadership Styles

Leadership styles require different emotional strengths and they often work best in certain situations.

 

  • An Authoritative approach mobilizes people toward a vision and can be a powerful leadership style when change is required.

 

The style in a phrase? “Come with me.”

 

  • An Affiliative style helps to heal rifts or to motivate people during stressful circumstances by creating emotional bonds.

 

The style in a phrase? “People come first.”

 

  • A Democratic style forges consensus through participation.

 

The style in a phrase? “What do you think?”

 

  • A Pacesetting style sets high standards for performance.

 

The style in a phrase? “Do as I do, now!”

 

  • A Coaching style develops people for the future by developing their long-term strengths.

 

The style in a phrase? “Try this.”

 

  • A Coercive style demands immediate compliance and works best in a crisis to kick-start a turnaround.

 

The style in a phrase? “Do what I tell you.”

 

Determine what you are trying to achieve and then choose the appropriate style to incorporate into your leadership. It’s all about flexibility discussed on our next blog.

Info Exchange – The Employee Engagement Imperative

Welcome to the Loyalty Factor Information Exchange, a bi-weekly service providing summaries of major publications and books on various management and customer relationship topics. 

 Loyalty Factor has been instrumental in helping companies:

  • Increase Customer Satisfaction by 20 – 33%
  • Increase Revenues by 50% in 18 months
  • Increase Manufacturing Production by 200% in 18 months
  • Simplifying mergers and acquisitions

Our information exchange this week highlights the Engagement Strategies article, “The Employee Engagement Imperative” by Allan Schweyer.

 

The growing organizational focus on achieving financial results by engaging employees reflects an emerging realization that traditional management practices are outdated. Today more than 80% of value in organizations is the ability to innovate, create, delight customers and solve problems.

 

Many studies have shown there is a direct link between financial results, share price performance and the ability of an organization to engage its employees.

 

Many ask, “What’s the difference between employee satisfaction and employee engagement?” Night and day is the best answer.

 

Satisfied employees are rationally satisfied with things like pay, benefits and work-life balance; they might stay with the organization but will rarely do much beyond what it takes to keep their job.

 

Engaged employees are emotionally connected to the mission, goals and objectives of the organization, and as such are willing to exert discretionary effort to help it succeed.

 

Unfortunately, only about half of US Workers are engaged in their work (and, as above, less than a quarter are fully engaged.)

 

The most important ingredient to sustained employee engagement is leadership, particularly the quality of front-line managers and supervisors.

 

If businesses and government are to overcome the challenges posed by globalization and the economy, they must invest in the development of supervisors and leaders. Otherwise, our nation’s problems are likely to overwhelm us. 

 

To develop the leadership to engage and empower your employees call Loyalty Factor at 603-334-3401.