Differentiating the Employee Experience - Part One

Almost every business talks about reinvention of their culture or creation of a new work environment at some point. The major issue is that it something quite often easier said than done. Actually, the process can be fairly simple and straightforward under the appropriate conditions.

What conditions are required?

• Management committed to the ideas they generate and willing to support the changes, who believe that they will ultimately lead to higher productivity and business performance.
• Company values that don't just say "employees are our most important asset", but that actually treats their people (human resources) as their most important asset.
• Financial resources and management commitment to deliver programs, benefits, recognition, and reward programs that will differentiate the company from the average employer.
• Some organizational capacity to allow fun and creativity in the workplace.

Obviously pay and benefits are important in this, but surprisingly much of what I am talking about can be done at little or no cost, except for time and commitment. Like what?

Communication:

1. Use email or the intranet to recognize employee achievements or special events, and then follow that up with live public celebrations and acknowledgements.
2. If you are a manager or project leader, take the time out of your busy day to call an employee who has done something exceptional and thank them for it. If they are not there, at least leave a voice mail!
3. Send a card or note
4. If you want to be extravagant, buy them lunch.
5. Simple but personal things from a leader who takes the time to acknowledge someone mean a lot to the average person.

In addition to simple things like the above, take advantage of any recognition incentives your company may offer like giveaways, pizza lunches, on the spot recognition programs, certificates, cash, etc.

People will like you more and work harder for you as a result.

What else can you do? In the case of dealing with issues or problems, you can practice a simple concept called T.A.L.K.

If someone expresses a need to speak to you:

• Take the time needed to deal with the concern
• Ask the employee to articulate their concern or problem to you, which demonstrates your interest
• Listen to the employee until you are sure you understand their concern. Ask questions if you need to to ensure clarity.
• Keep the respect you have just earned by taking a corrective action if required, thus demonstrating to the employee that you not only took the time to listen and understood the problem, but that you will follow through and be a problem solver.

People will like you more and work harder for you as a result.