Tag Archives: Economic Crisis

“We’re One Big Family”

29 Jan

We used to live in a neighborhood that was, in a word, special. The kids in the hood grew up together, walked in and out of each home on the street like it was their own– relationships that have stood the test of time and distance. We used to throw our money together and have the biggest Fourth of July fireworks blowout in the county. We were neighbors. We were friends. We were, in a word, family.

I’m taking you down this memory lane trip because that feeling– family– is an element of highly engaged workplaces. When we study the survey comments at highly engaged companies that theme– “we’re one big family”– emerges frequently. At poorly engaged companies– “family”– and the neighborly, positive sense that goes with it, is absent. Coincidence? I think not.

Although many of us didn’t have the best “family” experience growing up, we can certainly hope for the best of what family can mean– care, trust, acceptance. This is exactly what employees at great workplaces are talking about! We didn’t tell them to say “this place feels like family”– they chose those words to describe what their work experience feels like. Importantly, it’s that feeling that fuels engagement, which we know leads to more productivity, employee retention and customer loyalty.

Consider:

  • Do our employees feel this way about our workplace?
  • If they don’t, what’s getting in the way from them doing so?
  • Given the current economic crisis, what can we do right now to start building that sense of family, knowing it can help get us through the difficult times ahead?

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Engagement and the Economic Crisis– Part 2

27 Jan

I attended a luncheon today in my hometown of Omaha, Nebraska, where the keynote speaker was a prominent leader in our economic development activity.  The speaker laid out some of the challenges facing our economy, for which we have our share.

But he also discussed a number of activities and businesses’ successes that were positive for Omaha. He indicated that although many employers were cutting jobs, he knew of others that were expanding. In one case he mentioned a company that was planning to hire over 100 new employees that would have an average starting salary of over $80,000, which for my neck of the woods is pretty good money.

I mention this story not to sing the praises of my home , (although I am proud to be in the same town as “The Oracle of Omaha” Warren Buffett). I call this out because it is a good reminder that although we are facing challenges we should continue to look for positive things that are happening around us. We may find at our company, for example, that in spite of slower sales that we may have a customer that is increasing orders with us. We need to look for these successes to not only celebrate them but analyze whether there are opportunities for us to build on those successes.

  • What can we learn from these “victories”?
  • Can we apply what we’ve learned in other ways?
  • Are there similar customers out there who could be won if they knew we were being successful with someone like them?
  • And in regards to employee engagement, can we deploy our best talent to go after these opportunities?

In the midst of crisis, let us continue to look for bright spots. Where are yours?

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Engagement and the Economic Crisis– Part 1

26 Jan

There’s a number of different directions I could take this blog over the coming weeks, but the “lead story” has to be how employee engagement is being impacted by our current economic crisis.

This crisis is everywhere, literally. I’m standing in line at a local pizza joint. Behind me are several people who appear to know each other. I make a quip about “looks like you’re having a rough day”, to which one of the group says “yea, we just laid 50 people off today. We thought it would be good to get away and figure out what we’re going to do next.” Yikes, nice job of putting your size 13 foot in your mouth– I make my apologies.

I know these decisions are facing many of you. Like the folks at the pizza place, what you do right now as leaders will impact not only your business, but the lives of the employees who work with you.

I can’t tell you that force reductions are what’s needed in your business right now. What I can tell you is that how you treat everyone– those who are let go and those who stay– will have an impact. So ask yourself these questions:

  • Is this really the right thing to do now?
  • Are there other ways we can trim expenses without a force reduction?
  • What can we do to help those who are still with us deal with this trauma?
  • If we must sever staff, what can we do to make sure our actions are done in a professional and dignified manner?

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The Silver Lining, Part 1

19 Jan

I had lunch last week with an executive at a company that, not unlike the rest of us, is having some challenges conducting business in the current economic conditions. Although typical business indicators are running in the red, he did note one opportunity:

“I’ve had a job posting running for a few weeks, and I’m getting more quality candidates that I could have ever imagined– certainly more than I would have had six months ago. I told my boss this may be the silver lining in this economic crisis– our ability to secure talent that we would not have otherwise.”

Indeed, you may have some opportunities like this.

  • Are you ready to take advantage of those opportunities to upgrade your talent?
  • Can you make a strong argument why that talent should join you?
  • If you’re not ready, what can you do in the next five business days to strengthen your brand so that those talented candidates choose you?

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Engagement and the Economic Crisis

17 Jan

My thanks to several news organizations, including Reuters http://blog.recruiternewsline.com/?p=118 and CNBC  http://www.cnbc.com/id/28647983 in helping present our research into employee engagement in our current economic crisis.

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When Engagement Leads To Gratitude

17 Jan

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Is employee development an essential part of your employment brand? In this current economy we still are finding employers who are making that investment, one we know will help them weather this storm. Here’s a comment from an employer known for their high levels of engagement. It’s a testament to their efforts and, more importantly, a common remark for them. You can immediately sense the gratitude this employee is expressing:

 

(The company) is not afraid of taking chances on individuals, and that personally has allowed me to be promoted and move into my current job. When employees may not always have the usually expected experience for a position, the firm provides the means necessary to get that knowledge and experience.

 

Consider:

  • Is this how you feel about your job? If not, perhaps you need to seek out an employer who, in thick and thin, can make this happen.
  • If you’re a manager, is this how your employees feel?

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Engaging Employees– More Important Than Ever

17 Jan

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I know our current economic situation is difficult. But let’s not make that an excuse to stop doing what we should as leaders—developing and mentoring! The comment below comes from an executive at a company that has been recognized for their outstanding engagement:

There is a spirit of teamwork (here) – more so than any other company I have worked at before and people are looked to for specialties so there is a way to stand out. As a executive, I know that we are constantly trying to develop and mentor anyone at more junior levels and teach them to manage as well.

May I be so bold to say that this may be the best time to focus our efforts on development, particularly with our best and brightest? I’m sure this executive is worried about the future of her business, but she still feels confident that the culture she and the rest of her executive team has created will help them get through these bumpy times. I think she’s right, don’t you?

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