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The McKenzie Mailer |
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October,
2003 |
Volume 3, Number 10 |
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UPCOMING EVENTS November 5, 2003 Guest Speaker at the Clay County Chapter of the Small Business Resource Network Steak & Ale on
Blanding Blvd. – Orange Park Call Nancy Boyle
at 904-620-2489 for more information. November 19, 2003 “The Supervisor’s
Guide to Employment Compliance”
Sea Turtle Inn in Atlantic Beach 8:30 to 1:30 $100.00 per person. Lunch included Contact John Gray at 904-683-1366 or johng@stopthefrenzy.com Co-Sponsored by SingleSource Services
Corporation and McKenzie & Company Your Solution to Employee Issues Bob McKenzie,
President (904) 273-8637 –
Office (904) 655-2120 – Cell |
The Four
Tenets of a High Performance Workforce Lately,
I have seen a few studies offering data that having committed and
enthusiastic employees means more profits to the company. One study actually stated that companies
that hire and retain people with superior skills and motivate them to achieve
superior results, in turn, achieve superior financial results. I would like to know who funded these
studies. I am looking for about a
million dollars to prove my hypothesis that water is truly wet. It
is not necessary to go through a scientific study to know that committed
employees make for a more profitable enterprise. Below are the four tenets of a High Performance Workforce. TRUST. Employees
must trust top management to make the right decisions for the organization.
Likewise, management must trust employees to do what is right for the
customer, and employees must trust each other, as well. Creating a culture of open communication
up and down and across the organization establishes a strong foundation for
respect. COMMITMENT. People who
believe in the product or service they provide will do a better job of
providing the necessary customer service and support to their
co-workers. Commitment is gained
through setting clear objectives.
Hire and expect the best, provide meaningful work, and allow a balance
for the personal and professional
needs of employees. Commitment also
means not being afraid to confront, and if necessary, remove those
individuals who do not live up to their responsibilities. ENTHUSIASM. Management
creates enthusiasm and passion by setting the example, paying attention to
what is going on in the workplace and providing recognition. Publicly praising employees and rewarding
them for doing well helps to maintain that enthusiasm. Think of the new employee who comes into
the job highly motivated and excited about the new possibilities. Think of that same employee six months
later when realities of the job only motivate the employee to look for
another job. Now think of a way to
harness and foster the initial excitement new employees bring to the
job. Another way to ensure enthusiasm
is to celebrate successes often and together. SUPPORT. Providing
the proper tools and equipment, as well as the proper resources, is the first
step in providing support to your employees.
Try hammering a nail with a screwdriver, and you will know the meaning
of providing the proper tools. It may
eventually work, but not without some frustration and possible injury. Another way of providing support is
fostering a sense of teamwork in which employees look out for each
other. Most people work to support
their lifestyle; therefore, competitive pay and benefits are important. A perceived lack or inequity in
compensation is a severe de-motivator.
Keep
these tenets in mind. You will be
richer for it – in more than financial terms. |
