What Are Your Employees Thankful For? Fruitful Work or Fruit Baskets?
By Michelle Malay Carter on November 25, 2009
It’s Thanksgiving week in the US.? I will resume my current post series next week.? In the meantime, I want to recognize my mentors by saying:
May God bless those who have been put on this earth to teach and to those who generously impart their gifts without concern toward personal gain or status. I live in the prosperous shadow of such people and am honored to be counted among their students. Thank you.
Now, on to my Thanksgiving Post…
What Are Your Employees Thankful For?? Keeping Employees Engaged is Simple
Organizations diligently work to keep their employees engaged and productive.? Gifts and perks are great, but my list of the minimum criteria for engagement is short and clear.? If your employees cannot be thankful for the following items, skip the fruit basket this year and get to work on your making managerial leadership system requisite.
-A clear picture of their role, and clear assignments.
-A role matched to their current cognitive capability level.
-Accountability matched with requisite authority.
-A manager who adds value to their thinking. (aka has cognitive capacity one level higher than the employee)
-Explicitly defined role relationships with others as arranged by their manager. Employees shouldn’t be left to beg or manipulate others to get their work done. (For example, if A and B disagree, who decides? If A needs services from B, what is B’s obligation to A? If A recommends something to B, must B do it or can B choose to decline idea?)
I’m OK. You’re OK. Let’s fix the system.
Filed Under Corporate Values, Employee Engagement, Executive Leadership, Felt Fair Compensation, Managerial Leadership, Requisite Organization, Talent Management, Work Levels
Subscribe in a reader