Joined: 15 May 2007 Posts: 774 Location: Baton Rouge, LA
Posted: Sat Aug 16, 2008 9:40 pm Post subject: Production And Potential
There is an old adage, “Employees never feel they make what they are worth.” It goes further to state, “Employers always think their employees are overpaid.” If so, one explanation may be that employees tend to measure their contribution to the company in terms of their potential or what they feel capable of doing. Managers instead, tend to see accomplishments and measure only outcomes. The difference can be immense and tragic for the company; loss potential.
There may be any number of reasons why employees withhold effort. Some cite they find the work boring, feel unfairly treated or they do not have the tooling and information to do a proper job, so why try. It will matter little if a manager feels these or any of the other reasons effort is withheld are reasonable. It’s simply in the companies best interest to resolve such issues.
Many times such issues are “resolved” through fear and intimidation [F/I]. A “quit whining and get to work or else” attitude may appear to make the complaining stop, but the problem may be far from resolved. Employees go through the motions and deliver that which is measured and rewarded, and very little else. The F/I style manager may even think this is okay. They may not even realize the potential that is being unused.
I think this is short sighted and cost to the business is incalculable. To get a glimpse of potential, just watch the same employees doing the things they enjoy, away from work. Effort invested in making jobs more appealing is an almost untapped source of profit. Creating joy in work is often as easy as removing the things that prevent it.
In this respect employees are a lot like clients. The absence of complaining does not indicate satisfaction. At best it indicates a lack of dissatisfaction [not satisfaction] or possibly a lack of concern. People who intend to never return often do not complain. Employees who intend to simply coast and “pick the easiest fruit” may also feel no reason to complain.
Perhaps working to make a job more enjoyable is not only good for employee retention. It may also be a way to see more potential than many managers imagine possible.
Joined: 26 Jul 2008 Posts: 11 Location: Ketchikan, AK, USA
Posted: Fri Sep 05, 2008 3:03 pm Post subject:
This is true. There is an infinite value in a good employee.
On the flip side, there is also a danger in having an unhappy employee. This kind of employee is a hazard to himself, the company, and his coworkers. There is a danger in having this kind of employee working for you because they will drag the entire atmosphere of their department down into negativity and pessimism.
At our shop, we always keep the lines of communication open, and employees know that their inputs are valued.
A valuable employee is worth keeping valuable.
Keep them valuable by giving encouragement and incentives, and continuing to let them know that they are valued.
If they think they are, so they will be.
Joined: 15 May 2007 Posts: 774 Location: Baton Rouge, LA
Posted: Sat Sep 06, 2008 9:17 pm Post subject:
dharman wrote:
This is true. There is an infinite value in a good employee.
On the flip side, there is also a danger in having an unhappy employee. This kind of employee is a hazard to himself, the company, and his coworkers. There is a danger in having this kind of employee working for you because they will drag the entire atmosphere of their department down into negativity and pessimism.
Recognizing and addressing grievances, before they reach this stage is I think a key. Very good people can do strange things, when they feel they have been treated unfairly. Perception is reality?
dharman wrote:
At our shop, we always keep the lines of communication open, and employees know that their inputs are valued.
I think KNOWING they are valued is the thing. No amount of talk can replace this, people are too smart to be deceived for long.
dharman wrote:
A valuable employee is worth keeping valuable.
Keep them valuable by giving encouragement and incentives, and continuing to let them know that they are valued.
If they think they are, so they will be.
Could you share some of your methods for letting them know they are valued. I feel such information is quite valuable. Thanks Dwayne, I appreciate your input.
Joined: 26 Jul 2008 Posts: 11 Location: Ketchikan, AK, USA
Posted: Tue Sep 09, 2008 8:02 pm Post subject:
The way to let an employee know they are valued? Tell them they are!
I make it a point to tell the guys often that they are valuable to the company. I also try to thank them every day before they leave.
Another way to show them that they are valued is to treat them well. I always talk to them with respect, and try not to hold my position over them.
I think also, that they see their worth when I give them their bonuses. However, I would not depend entirely upon money to show them their worth. People need to hear it, as well as feel valued.
They feel most valued when you treat them with respect.
Joined: 15 May 2007 Posts: 774 Location: Baton Rouge, LA
Posted: Tue Sep 09, 2008 8:42 pm Post subject:
Hi Dwayne,
dharman wrote:
The way to let an employee know they are valued? Tell them they are!
I make it a point to tell the guys often that they are valuable to the company. I also try to thank them every day before they leave.
Home Depot calls the folks that are supposed to bring stuff out to the cars, "lot engineers." Somehow they just don't seem to feel real valuable. Ever ask one how valuable they feel? The turnover is about 150% per year.
I think people will FEEL valuable when they ARE valuable. They are valuable when they work in a business that gives them time, materials, training and leadership that allows them to be the best they can be. I think the average person, in the average shop feels about as valuable as they are treated, regardless of what they are told.
dharman wrote:
Another way to show them that they are valued is to treat them well. I always talk to them with respect, and try not to hold my position over them.
I think also, that they see their worth when I give them their bonuses. However, I would not depend entirely upon money to show them their worth. People need to hear it, as well as feel valued.
They feel most valued when you treat them with respect.
Actually I think people are treated with respect, because they are valued. Thanks Dwayne, I appreciate your reply.
Joined: 26 Jul 2008 Posts: 11 Location: Ketchikan, AK, USA
Posted: Wed Sep 10, 2008 12:33 pm Post subject:
Quote:
I think people will FEEL valuable when they ARE valuable. They are valuable when they work in a business that gives them time, materials, training and leadership that allows them to be the best they can be. I think the average person, in the average shop feels about as valuable as they are treated, regardless of what they are told.
You are correct.
True value ultimately comes when they feel that they are.
However, I think that as an employer I certainly have many opportunities to try to contribute to their self esteem.
I think that when it comes down to it though, there is really only so much I can do as an employer though.
A) I can encourage them verbally
or, I can, as you suggested,
B) give the resources and show them by actions that I value them
Their value ultimately cannot come from me however, it has to be something they discover.
Joined: 15 May 2007 Posts: 774 Location: Baton Rouge, LA
Posted: Wed Sep 10, 2008 7:24 pm Post subject:
dharman wrote:
Their value ultimately cannot come from me however, it has to be something they discover.
Hi Dwayne,
This is a wise statement. Many years ago I had the opportunity council a group of people. These were folks who had been involved in several abusive relationships. it seemed one after another. They had very low self esteem.
These people were actually repulsed by compliment and attracted to abuse. This is what I was getting at earlier. Though this is an extreme example, no amount of talk, recognition nor complements in the world can reach such people. Because of their "world view" they see the most sincere compliment as disingenuous. To a much lesser degree, I feel many people share this inversion.
Only by allowing such people to rebuild their own self esteem do I feel they can be made to feel valuable. You are right, I cannot make them feel valuable, I can however, set up situations that will allow them the opportunity [to feel valuable.]
Rather than searching for “perfect people” and dismissing those who are not, I feel employers might be better served working to allow the people they have achieve joy in their work?
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