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Write You - Employee Empowerment Through the P.A.R.T.N.E.R. Model
A lot of things in our lives depend on our jobs or careers. We all have to do a daily chore for five or six days a week and 8 hours a day. We then rightfully get a regular sum of money as our income after working hard for one or two weeks. Our incomes allow us to survive in this modern-day world. This pretty much sums up the basic job or work process.However, a job title description is often not as clear. Even if your job description says "Video Store Sales Clerk," you may be asked to do a lot of other things apart from this particular task. You will be responsible for a number of other chores other than renting out DVDs and videos. I should know because I have been doing this for five years.I also worked as a Chinese food
Tell the Truth
Tell the Truth about what's really going on in your company is the fourth key aspect for your Partner to Empower endeavor. In my survey on employee loyalty, this subject was a frequent contender for top honors. Employees want to know which way the wind is blowing at their company. If you hold back information, they will simply "fill in the blanks" and usually what they fill in is far from accurate. Withholding knowledge generally will only serve the one who withholds in retaining power. Power is limitless, unfortunately many think that their power comes from their position.
Television is one of the biggest inventions of the 20th century, and it revolutionized our lives. TV waves reach the living rooms of people all across the world. Almost all organizations find television the best medium for marketing or launching their products. People directly relate to the programs or commercials and can be influenced by them.Television commercials have opened the gates of effective advertisement. The growing popularity of television has proved to be a boon to different types of enterprises, be it commercial, informative, or entertainment. There are many programs on television like the news, comedy shows, documentaries and soap operas that are viewed by millions of people. Commercials are placed in a short time
Motivating your employees to become proactive rather than reactive is what you want, isn't it? Getting them to do more than react like a snail on Valium when things need to get done, or offer creative new solutions are necessary elements for business survival.
Past Labor Secretary Robert Reich commented on findings from a report the Labor Department commissioned which was conducted by researchers at Harvard, the University of Pennsylvania's Wharton School of Business and Ernst & Young. The study cited companies like Motorola, which estimates that it earns $30 for every $1 invested in employee training. And Edy's Grand Ice Cream, which credits its employee management system with reducing inventories 66%, improving productivity 57%, and lifting unit sales volume 830%.
If you are willing to begin your journey (never a destination) to Partner to Empower, the above becomes possible. Let's spell out the word PARTNER to discover the necessary partnering elements for you to achieve success:
Participation
Participation and involvement is the first of the Partner to Empower elements. Like the muscles in our bodies, employees must exercise their abilities regularly to keep atrophy from setting in. The employee activities you must reward are risk taking, cooperation, mentoring, innovation, value-adding, and challenging.
Acceptance
Acceptance of your employees as fully functioning, rather than apprentice human beings is the second partnering element necessary to Partner to Empower. This was brought to the attention of American management in the late 1920s and early 1930s by Harvard's study of Western Electric's Hawthorne Works, unfortunately though, few listened.
Recognition
Recognition is the third element for your Partner to Empower model. It's crucial that you embody that which you choose to praise and reward. The activities that you recognize, reward, and praise are the activities that will most likely be repeated.
During the first six months of 1995, as I traveled the country giving seminars, I asked all the attendees (entry level to executive) to write on an index card the one most important thing that their company or boss could do to improve their loyalty to their company. You might be amazed to know that praise and recognition was offered more than any other answer--much more than money.
Tell the Truth
Tell the Truth about what's really going on in your company is the fourth key aspect for your Partner to Empower endeavor. In my survey on employee loyalty, this subject was a frequent contender for top honors. Employees want to know which way the wind is blowing at their company. If you hold back information, they will simply "fill in the blanks" and usually what they fill in is far from accurate. Withholding knowledge generally will only serve the one who withholds in retaining power. Power is limitless, unfortunately many think that their power comes from their position.
1. Get descriptions of the people coming in for appointments. When you recognize them you can say, “Welcome in Mr. Jackson! Have a seat and Steve will be with you shortly.”2. Get business cards, nametags and nameplates with cool job titles. For example: “First Impressions Director,” “Chief Hello Distributor” or “Greatest Receptionist Ever.”3. Brainstorm a list of the most common candies, snacks and goodies that every receptionist in the world uses. (You know, the ones that every customer expects.) Then, go out and buy really delicious, unexpected candy that nobody else offers.4. Have a “Trivia of the Day” for each guest. Challenge them to solve the answer by the time they go in for their appointment.5.
If you are willing to begin your journey (never a destination) to Partner to Empower, the above becomes possible. Let's spell out the word PARTNER to discover the necessary partnering elements for you to achieve success:
Participation
Participation and involvement is the first of the Partner to Empower elements. Like the muscles in our bodies, employees must exercise their abilities regularly to keep atrophy from setting in. The employee activities you must reward are risk taking, cooperation, mentoring, innovation, value-adding, and challenging.
Acceptance
Acceptance of your employees as fully functioning, rather than apprentice human beings is the second partnering element necessary to Partner to Empower. This was brought to the attention of American management in the late 1920s and early 1930s by Harvard's study of Western Electric's Hawthorne Works, unfortunately though, few listened.
Recognition
Recognition is the third element for your Partner to Empower model. It's crucial that you embody that which you choose to praise and reward. The activities that you recognize, reward, and praise are the activities that will most likely be repeated.
During the first six months of 1995, as I traveled the country giving seminars, I asked all the attendees (entry level to executive) to write on an index card the one most important thing that their company or boss could do to improve their loyalty to their company. You might be amazed to know that praise and recognition was offered more than any other answer--much more than money.
Tell the Truth
Tell the Truth about what's really going on in your company is the fourth key aspect for your Partner to Empower endeavor. In my survey on employee loyalty, this subject was a frequent contender for top honors. Employees want to know which way the wind is blowing at their company. If you hold back information, they will simply "fill in the blanks" and usually what they fill in is far from accurate. Withholding knowledge generally will only serve the one who withholds in retaining power. Power is limitless, unfortunately many think that their power comes from their position.
Remember trading stamps? If you’re over 40, chances are you will. Every time you shopped at a participating grocery store or gas station they gave you stamps to paste into a book. When you’d accumulated enough stamps, you could cash them in for “free” gifts.These stamps were one of the first loyalty programs. They kept customers loyal to a particular product or merchant because they offered an incentive that encouraged the customer to keep coming back – and spend more money.While trading stamps are a thing of the past, a wide range of industries still use loyalty programs to establish long-term relationships with their customers. By far the most successful and well known is the frequent flyer program.On the surface,
Participation
Participation and involvement is the first of the Partner to Empower elements. Like the muscles in our bodies, employees must exercise their abilities regularly to keep atrophy from setting in. The employee activities you must reward are risk taking, cooperation, mentoring, innovation, value-adding, and challenging.
Acceptance
Acceptance of your employees as fully functioning, rather than apprentice human beings is the second partnering element necessary to Partner to Empower. This was brought to the attention of American management in the late 1920s and early 1930s by Harvard's study of Western Electric's Hawthorne Works, unfortunately though, few listened.
Recognition
Recognition is the third element for your Partner to Empower model. It's crucial that you embody that which you choose to praise and reward. The activities that you recognize, reward, and praise are the activities that will most likely be repeated.
During the first six months of 1995, as I traveled the country giving seminars, I asked all the attendees (entry level to executive) to write on an index card the one most important thing that their company or boss could do to improve their loyalty to their company. You might be amazed to know that praise and recognition was offered more than any other answer--much more than money.
Tell the Truth
Tell the Truth about what's really going on in your company is the fourth key aspect for your Partner to Empower endeavor. In my survey on employee loyalty, this subject was a frequent contender for top honors. Employees want to know which way the wind is blowing at their company. If you hold back information, they will simply "fill in the blanks" and usually what they fill in is far from accurate. Withholding knowledge generally will only serve the one who withholds in retaining power. Power is limitless, unfortunately many think that their power comes from their position.
Are you the rebel—mouthy and opinionated? Do you like the thrill of change, always eager for the next new venture? Is your idea of security to never be the victim of a corporation’s downsizing or reengineering? Are you a fiercely independent risk-taker who can comfortably handle the uncertainty of being responsible for your own paycheck?Answering “yes” to all these questions put me squarely in the entrepreneurial ring more than two decades ago, and I can honestly say I’ve never been happier. Or richer. Or more in control of my life and career.I started with only $100 in seed money and my experience as a registered nurse. After putting in long shifts at the hospital, I worked part-time from my home for more than a year befo
Recognition
Recognition is the third element for your Partner to Empower model. It's crucial that you embody that which you choose to praise and reward. The activities that you recognize, reward, and praise are the activities that will most likely be repeated.
During the first six months of 1995, as I traveled the country giving seminars, I asked all the attendees (entry level to executive) to write on an index card the one most important thing that their company or boss could do to improve their loyalty to their company. You might be amazed to know that praise and recognition was offered more than any other answer--much more than money.
Tell the Truth
Tell the Truth about what's really going on in your company is the fourth key aspect for your Partner to Empower endeavor. In my survey on employee loyalty, this subject was a frequent contender for top honors. Employees want to know which way the wind is blowing at their company. If you hold back information, they will simply "fill in the blanks" and usually what they fill in is far from accurate. Withholding knowledge generally will only serve the one who withholds in retaining power. Power is limitless, unfortunately many think that their power comes from their position.
One has to be fairly careful when advertising in trade journals because the costs can get prohibitive, yet if you are selling to the industry, the percentage of readers who might be interested is large. If you have a company, which is not selling to the industry but rather participating in it, it is not always smart to run ads that allow your competition and invite to solicit you as fake customers to scout you out.Indeed, many companies in an industry sector are members of large associations and they advertise in order to get favored articles written about their company, which they can use as reprints in brochure packages or on their websites. Personally, I think this is a mistake as it tends to end up as an unspoken game of exto
Tell the Truth
Tell the Truth about what's really going on in your company is the fourth key aspect for your Partner to Empower endeavor. In my survey on employee loyalty, this subject was a frequent contender for top honors. Employees want to know which way the wind is blowing at their company. If you hold back information, they will simply "fill in the blanks" and usually what they fill in is far from accurate. Withholding knowledge generally will only serve the one who withholds in retaining power. Power is limitless, unfortunately many think that their power comes from their position. To the contrary, it comes from within--this is true leadership.
Net-of-Safety
Net-of-Safety is the fifth element in your conversion to Partner to Empower. If you truly want your employees to actively embrace the activities in the participation section, you must create a climate of safety; nobody desires to get shot down for sticking their neck out in an effort to improve the workings of their organization.
When Tony Ciabattoni owned Pacific Business Interiors in Los Angeles, he had PERMISSION cards on his desk for employees to utilize when he was away from the office. If a decision needed to be made in his absence, the permission card was to wart off the possibility of a bottleneck situation slowing company progress. He acknowledged his staff for taking a risk and fully backs their decisions while still retaining the right to suggest that they make a different decision in the future. My alter call to you is this: Will you have permission cards on your desk within the next 30 days? Show your staff that you walk your talk and get the cards today!
Enthusiasm
Enthusiasm toward your employees, their growth, and their risk taking is the sixth necessary element to Partner to Empower. Be excited about the growth of your team, be excited when your people take a risk (regardless of the success). Find that wonder of the world you had as a kid and hold on to it for dear life. If you do, your staff will be infected with your thrill of business and desire to serve customers in a way that will lead to absolute customer satisfaction.
Renewal
Renewal of your commitment to excellence. This reawakening, last in spelling out P A R T N E R but surely not least, is crucial. Your employees are watching your actions much more than they are listening to what you have to say. Have a commitment resurrection; your commitment to your employees and your customers. Even if you've been a jerk to your staff in the past, today is the eve of a new era for your business. Show the world you've experienced a renaissance by your positive actions in spelling out P A R T N E R!
Partner
Partner to Empower, it's a choice, it's a journey, and it's what will assist you and your employees in building a successful and synergetic relationship. One that will take all involved to greater levels of success--the choice is yours.
To access helpful additional information from Ed Rigsbee at no charge, please visit www.rigsbee.com/downloadaccess.htm.
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