By Dave Anderson
Just My E-Pinion
Are your employees happy? Probably not, says Dave Anderson, an author and lecturer and president of Dave Anderson’s Learn to Lead. The most recent survey by the Conference Board suggests that only 45 percent of Americans are satisfied with their work—an all-time low since the study was established in 1987. And unhappiness on the job has some very real consequences.
It is impossible to create a healthy company with unhealthy employees. Make no mistake: Unhappy employees are unhealthy employees—psychologically, emotionally, and sometimes even physically. Their misery infects everything they do. And it certainly prevents them from working at top capacity.
The good news is that great leaders can inspire and motivate their employees and help them find renewed passion for their work—even in a less-than-thriving economy.
1. Redefine the Vision for 2010
Get clear about where you’re going, and enroll others in the campaign. It’s time for leaders to pull those dreams out of the mothballs and create a new, bold vision for their organization. They should also redefine performance and behavioral expectations (core values) for their people. These aspects of business are often watered down or completely forgotten about during a downturn. But the fact is, it motivates people to know where they’re going and what’s in it for them when they reach the destination—and what is expected of them along the way.
Without clarity of vision, core values, and performance expectations, you have chaos in the cubicles. People run on their own agendas—and unwittingly work against one another—because the leader failed to create a common vision that unites the team.
New Year, New HR Problems! Help with over 200 topics, 750 prewritten job descriptions, white papers, news, state law, and salary data. Plus, get a complimentary special report! Get more info.
2. Stop Micromanaging
The tendency during a downturn is to begin nitpicking and second-guessing your people, making every decision and coming up with every idea yourself. This sort of micromanagement saps the energy and morale from your team. Increase the latitude and discretion of your best people and watch their motivation and creativity levels soar!
3. Celebrate Singles
Business leaders love to celebrate the homeruns in their business. But in a downturn, there are fewer “big hits” to cheer, and much time can elapse between such occasions. Begin looking for the “little” things that people do right, and that go right, and celebrate those. Reinforce them publicly, quickly, and loudly.
4. Lead from the Front
Get out of your office and reengage with your people and your customers. Become more visible, accessible, instructional, and motivational, and eventually you’ll become unstoppable. Ask more questions and give fewer answers. Questions engage employees and show that you value them.
Quite frankly, the biggest morale problem in most businesses today is rooted in the fact that the leaders of the organization have stopped leading. Instead, they tweak, tinker, tamper, manage, massage, maintain, administer, and preside—but have no positive impact on their people or culture. This is why the old saw is true: “A fish rots at the head.”
Road-test the biggest bargain in HR? Try HR.BLR.com® at no cost or risk and receive a special report for doing so. Learn More
5. Set Shorter-Term Goals
Long-term goals are less relevant during a downturn because of uncertainty. Besides, when things are tough, you need to see something happen now. Shorter-term goals—daily goals—narrow an employee’s focus and cause him or her to get into motion and take action today.
The additional structure that daily goals bring will create positive motion and employee energy that evokes emotion and shakes out apathy.
Dave Anderson is the author of If You Don’t Make Waves You’ll Drown, Up Your Business, and How to Run Your Business by THE BOOK: A Biblical Blueprint to Bless Your Business (Details at LearntoLead.com).