RESPECT and LOYALTY are two sides of the same coin...
Most people have a need to be respected; we need to feel that we make a difference. People surely value RESPECT more than A FAVOUR out of affection or love. Respect and a sense of their own voice gives them the conviction in their contribution; and as per MASLOW'S hierarchy of needs, every person has the ultimate need of Self esteem -self actualization and finally self transcendence, all motivated from a sense of respect for their contribution in life.
No matter how successful you are as a company unless you are able to communicate respect to the employees and also support this hierarchy of needs; you tend to lose out your talented players in the long run. Understand that, and you've got the key to developing an effective work force by communicating with your employees.
Let them know they matter to your company.If you've taken the plunge and hired employees, you've probably learned two hard lessons quickly: a)They don't come cheap, b)Like pets, plants, children and other living beings, you need to communicate with them. To function at peak performance, employees need exercise--both mental and interpersonal.
6 Ways to create loyalty are following:
Share the vision or the larger picture - From a start-up, to a fortune enterprise and even in a family -friendship unless people see the value proposition and the mutual commitment for progress...one feels like an instrument of function alone. Tell your employees what your company stands for and where you want to take it. Do you have a company mission? A vision statement? Have you created a strategic plan? Giving bonuses for churning out more sales, billable hours or deals--by itself--doesn't always get people excited about generating more revenue. Letting employees know that reaching sales goals will accomplish a larger cause in the society and in their life is more motivating.
Listen to employee feedback - Employees react similarly when you routinely greet their ideas for company improvements with a bucket of cold water. That pent-up creativity can explode in unpleasant ways: leaking productivity, or taking that creativity out the door . . . to another job. If you've chosen your employees carefully, you should already have a sense of the potential they can bring to your business. Tap into it!
Practice what you Preach - Speak plainly to your employees. When you fudge--as in over-promising and under-delivering on bonuses, benefits or recognition--you can lose employee trust. Your employees often have their fingers on the pulse of your company. If sales are stagnant and layoffs or freezes become necessary, give employees the straight talk. By the same token, don't be miserly with your praise for a job well-done or targets exceeded. Employees appreciate recognition and respect. They'll reward you with their loyalty.
Develop opportunities for collaboration - Human beings are social creatures. Independence can be important but, over time, we need the input and feedback of others to grow. So, look for ways your employees can work together on projects. Or consider regular team meetings where employees can teach one another or share how what they learn outside the workplace can apply within it.
Give regular feedback. Employees don't grow in a vacuum. They need feedback to know whether they're meeting your targets and where their skills need improvement. You'll find them willing to listen to your feedback if you show you're invested in their success. Help them create reasonable and meaningful performance milestones. Don't just wait for annual review time. Also, be forthcoming, frank and constructive with your evaluations.
Reward -Recognition -Responsibilities -all go hand in hand. Unless your R& R systems are aligned to your company values and also exhibit transparency in rewarding system, employees would continue to feel like a victim. The day they are best leveraged and grown into their full potential, their faith is instilled.
Of course, there's a fine balance between encouraging and indulging employees. If an employee isn't making the grade, because they lack the skills or attributes; both can be improved with training and coaching.
How do you show RESPECT for your team at work or home and bring out the best in them? Do share your thoughts and ideas on this regard...
Do check out the link below to read a consolidated book on respect - The Art & Science of Respect: A Memoir by James Prince