As the leader of a team of three – or three hundred – do you think your team feels appreciated by their coworkers – and you?
Studies have shown that while we expect to get paid for the work we do, and we would all like to make more money, the number one factor in job satisfaction is not the amount of pay but whether or not the individual feels appreciated and valued for the work they do.
There is something deep within the human spirit that longs for appreciation. Without a sense of being valued by supervisors and coworkers, it can be easy to feel like you are a part of a machine or just a number.
While communicating appreciation to employees and colleagues may sound easy, there is more to it than just saying “thank you.”
THE QUICK SUMMARY
Reward and recognition programs can be costly and inefficient, and they primarily reward employees who are already highly engaged and productive performers. Worse still, these programs actually decrease employee motivation because they can make individual recognition, rather than the overall success of the team, the goal. Yet many businesses turn to these measures first – unaware of a better alternative. So, when it comes to changing your organizational culture, carrots and sticks don’t work!
What does work is Dr. Paul Marciano’s acclaimed RESPECT model, which gives you specific, low-cost, turnkey solutions and action plans– based on seven key drivers of employee engagement that are proven and supported by decades of research and practice―that will empower you to assess, troubleshoot, and resolve engagement issues in the workplace:
Carrots and Sticks Don’t Work delivers the same proven resources and techniques that have enabled trainers, executives, managers, and owners at operations ranging from branches of the United States government to Fortune 500 corporations to twenty-person outfits to realize demonstrable gains in employee productivity and job satisfaction.
When you give a little RESPECT you get a more effective organization, with reduced turnover and absenteeism and employees at all levels who are engaged, focused, and committed to succeed as a team. In short, you get maximum ROI from your organization’s most powerful resource: its people!
A SIMPLE SOLUTION
Author Paul Marciano believes that as our level of respect grows for an individual, so does our level of engagement. Conversely, when we lose respect, we disengage. Therefore, it is difficult, if not impossible, to feel a sense of commitment to a person, team or organization that one disrespects.
Marciano goes on to say that the essence of being a powerful and effective leader is having loyal followers who willingly do what is asked of them. Such real and enduring power cannot be demanded or coerced. It comes from a lifetime of quietly caring about, respecting, and serving others.
In other words, a culture of respect.
The RESPECTTM Model is an actionable philosophy base on the simple principle that when people are treated with respect they engage and work harder to achieve the goals of the organization.
The RESPECTTM Model is defined by seven critical drivers that influence an employee’s internal assessment of respect and subsequent level of engagement.
Recognition: Employees feel acknowledged and appreciated for their contributions. Supervisors regularly recognize deserving team members, and people are rewarded based on their work performance.
Empowerment: Supervisors provide employees with the tools, resources, and training to succeed. Employees experience high levels of autonomy and are encouraged to take risks. Supervisors take the initiative to communicate with employees and ensure that they are equipped to succeed, not fail.
Supportive feedback: Supervisors provide employees with timely specific feedback in a supportive, sincere, and constructive manner. Feedback is delivered for the purpose of reinforcement and improvement – never to embarrass or punish.
Partnering: Employees are treated as business partners and actively collaborate in business-making decisions. They receive financial information, understand the big picture, and are given wide latitude in decision-making. Supervisors serve as advocates for their employees’ development and growth. Team members and departments actively communicate and share information with one another.
Expectations: Supervisors ensure that goals, objectives, and business priorities are clearly established and communicated. Employees know precisely the standards by which their performance is evaluated and are held accountable for meeting their performance expectations.
Consideration: Supervisors, managers, and team members demonstrate consideration, caring, and thoughtfulness toward one another. Supervisors actively seek to understand employees’ opinions and concerns and are understanding and supportive when employees experience personal problems.
Trust: Supervisors demonstrate trust and confidence in employees’ skills and abilities. Employees trust that their supervisor will do right by them. Leaders keep their promises and commitments and, in return, are trusted by employees.
Paul Marciano, Carrots and Sticks Don’t Work: Build a Culture of Employee Engagement with Principles of RESPECTTM
A NEXT STEP
Author Paul Marciano believes that people follow leaders they respect and by whom they are respected. Respected leaders inspire followers to engage in the work that needs to be done to fulfill the mission and vision of the organization. Many leaders, however, assume that respect should be automatically bestowed upon them based on their position.
In truth, leaders must earn respect by treating those around them with respect every day.
Using the RESPECT acronym above, spend focused time reflecting on how you as a leader are accomplishing – or not – each specific action listed. After reflection, rate yourself on a scale of one to five where one equals “This is missing in my leadership” and five equals “I consistently demonstrate this action.”
For every four or five rating, congratulate yourself in keeping up the high standard, but also consider how you might become complacent. List ways to become even better in these areas.
For each three rating, you are sitting on the fence. Review the actions, and list things you can do that will immediately put you on the way to a four and maybe even a five rating – and do them.
For each one and two rating, list actions that will help you move in a positive direction. Challenge yourself to implement at least one action in each of the areas each week, in order to be a leader who respects your team.
After a two-month period of taking the above actions, revisit the lists you have made, and note your progress.
Part of a weekly series on 27gen, entitled Wednesday Weekly Reader
Regular daily reading of books is an important part of my life. It even extends to my vocation, where as Vision Room Curator for Auxano I am responsible for publishing SUMS Remix, a biweekly book “excerpt” for church leaders. Each Wednesday on 27gen I will be taking a look back at previous issues of SUMS Remix and publishing an excerpt.