bobbie smith

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writer, editor, designer, communications expert

Thursday, May 14, 2015

Be interested in your employees.

Walk around the office and chat one-on-one with people, asking them about themselves, their day-to-day work, their kids, how their weekend was.

If you make time to also walk around your corporate office and talk to people individually, they remember that and will cut you a little slack when you’ve got to rush out the door the next time. It also allows you to get to know your people well, what makes them tick and what makes them successful or what makes them do their best.

Knowing your people and having a relationship or personal connection with them, however small, allows your organization to want to perform better. Those employees become a lot more willing to go above and beyond the call of duty for you.

Just make sure you are consistent. You don't want to be that manager who tries something once or twice and then gets too busy to keep it up.

Thursday, April 30, 2015

Say hi, no matter how busy you are.


Blowing by other business units in a hurry in your suit and tie with your Blackberry buzzing, but not talking to employees on the way, sends the message that your current business is much more important than they are and that they do not matter. 

People understand when leaders and managers are busy; when this happens all the time and you never stop, they start to think you don’t care.

When you visit other business units and especially units in the field, try to avoid being too important to talk to them, or only talking to the other managers because you don’t have time.

Stopping for a few minutes from time to time, or regularly would be even better, to say hello, shake someone’s hand, or thank them for doing a great job can: 
  • boost an employee’s morale
  • increase engagement and 
  • send a powerful and positive message from you to employees that they matter.

Thursday, April 9, 2015

Tell employees your value proposition.


An employee value proposition (EVP) is the employment deal or promise that you make to employees the moment they start to work for you. Every organization has one, whether they know it or not. Some EVPs are better than others.

By identifying what that promise is, and assuming that it’s good stuff, you can then begin to share it regularly to remind employees of the great things to promise to provide for them. 

For example, what are the benefits of working at your organization?  Maybe you’re a small organization and don’t have the revenue to provide big-corporate-style employee benefit programs, but you can offer flexibility in scheduling and recognition programs that provide dividends when you earn them or maybe you can allow employees to bring their dogs to work. 

Every part of the employment deal counts, but if they don’t know all about it, you’re missing a vital opportunity.

Explaining your EVP to your employees clarifies what you offer and what they can expect.

By promoting it at every opportunity, you not only remind employees of the benefits of working at your organization; you increase the likelihood that they’ll stay for the long run.