Earlier this week we dove into some simple yet meaningful ways to inspire your customers. For we all know (or should know) that a customer that we inspire is going to be a customer that continues to buy.
Often times I draw a simple comparison calling customers the “Life Blood” of any business. If this metaphor is correct, then our employees are the circulatory system.
Employees are involved in every aspect of the business and therefore they are generally involved in customer interaction. With this being the case, having positive, engaged employees is going to be core to success in the long term. And while this seems simple enough, a strong culture can be the difference between a poor business and a great one.
The happiest customers are often a byproduct of working with the happiest employees.
If keeping your customers inspired is the goal, you may be best served by focusing on the employees first. Some managers try to throw money at the employees, but reward (much like coercion) only works so well. And during tougher business times finding money isn’t always easy (Or possible). Nevertheless, we must keep them inspired.
So here are some ways (other than money) to create happier more effective employees.
- Communicate- More often than anything else, when I speak to a dissatisfied employee they will complain about a lack of communication. As people we seek to understand, as employees we at the very least hope to know what is going on before our customers and suppliers. It is truly amazing how bad some leaders and managers are at this. Try over-communicating a little bit. Trust me, they will let you know when you are sharing too much.
- Vision – In addition to the communication strategy, leadership has to show a sense of vision. Many of the happiest employees work for companies where they feel there is a clear sense of direction. Therefore they know what there work is contributing towards. A lot of companies write a mission and/or vision statement and then don’t look at it again for years. Yes, vision is part of the business planning process, but it is more importantly part of the every day. Share your vision and get your employees invested in your vision and they will perform at a noticeably higher level.
- Presence – Leadership can hardly be done effectively from the the corner office. Some strategy text’s have identified a term MBWA (Management by walking around). While it sounds kind of silly, employees seek to see their leadership involved and engaged. Getting out with the teams in the office and out in the field will show them just how much you care. It doesn’t have to be every day, but it should be often enough that they know you are connected. Do your employees consider you engaged?
- Take Notice – If the annual review is the only time that you let your employees know how they are doing then you are sorely missing the mark. Some HR thought leaders have even suggested eliminating the annual review. Employees want and require feedback constantly. The goal isn’t to babysit here, the goal is to make sure resources stay aligned with the long and short term goals, and this is far more likely to happen with regular feedback. Sometimes even the smallest feedback can generate a great response from an employee.
- Little Things – Perhaps big bonuses, raises, and trips aren’t in the budget. But how about taking the sales team out for a burger and a beer after work. Too often leadership thinks that if they can’t give a big raise to the team that there is no point in doing anything. Training opportunities, trade shows, and other small things can be quite inspiring to an employee.
- New Opportunities – Employees also yearn for continued growth and development. As an employer, giving additional responsibility to a hard working employee can be quite rewarding for both parties. While a promotion may require substantial payout, sometimes that bridge can be gapped slowly and when the up and coming employee is generating new improved company results the compensation can follow. Nevertheless, employees seek mobility. Most small organizations lack the formal growth structure of larger enterprises. A little creativity can go a long way here.
- Positivity – There is probably nothing more demoralizing for an employee than a leader that walks around moping and pouting. Whatever your current positivity level is, amp it up a notch. Keep it genuine and stick with a sense of realism, but even during tough times keep your head up. Employees look to leadership for stability. If you show this stability they will feel more able to focus on what you need them to be doing…generating results!
- Communicate – This one is so important that I felt compelled to say it twice. No matter what else you focus on, if you communicate more effectively you will have happier, more inspired employees.
If it is inspired customers you seek, then start by giving your team a lift….
How else do you inspire your employees?
