In times like these, we sense that the natives are restless in Corporate America. It seems that most everywhere, employees at every level are afraid to exhale. Many say that they are experiencing paranoid thoughts each time they see managers and execs meet behind closed doors, or hear tidbits eluding to bad sales numbers or profit projections. Aren’t we all slightly jaded, and waiting for the other shoe to drop?
Naturally, all Americans would appreciate some good news, an encouraging sign. But what we seem to need most of all is some honest, open communication, and a sense that “someone in the organization really cares about me–my career, my family, my life”. But as a company owner, CEO, Executive, or HR professional, how can you demonstrate that kind of personal interest in every member of the team?
The truth is that we are all guilty of saying that “people are our most valuable asset”, but then acting as though they really aren’t very important at all. In other words, we are shooting ourselves in the foot by repeatedly placing importance on tasks and projects above people. If we could only slow down a beat and consider the human implications before we make that snide remark, launch into a tirade, or put our own need to “look good” above the needs of the other. Results are important, sure. And accountability is definitely not a four-letter word. Performance matters, especially in times like these. But people will be intrinsically motivated to perform at their highest level when treated with dignity and respect. Now more than ever, a little kindness will go a very long way toward improving performance at every level. The old adage rings true in these tough, economic times: People don’t care what you know until they know that you care.
Here are three quick tips for demonstrating to your team that you care today, even though you may not be able to offer salary increases or other monetary rewards:
- Ask for each person’s ideas about what could be done to improve the quality of their work life and really listen
- Express your sincere appreciation to the individual for what they are doing to contribute to the efforts to help the organization prosper in tough times. (Say it sincerely, or write a simple, heartfelt note).
- If you know the employee’s spouse/family, show the kind of genuine interest you would appreciate that someone would demonstrate to you about your family.
Most importantly, model the kind of care and concern that you would like to see your managers demonstrate to their team members, and then hold them accountable for living the value of “people over projects”.
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