“One small step toward your dreams, is really one giant leap toward your destiny.” – Richard Elmes
This excellent post was written by Karin Hurt, CEO of Let’s Grow Leaders
Great commercials, strong PR, a brilliant social media strategy all warrant effort when building your company’s reputation. But there’s no better PR than an army of loyal employees living and breathing your brand. You know the type–folks with enthusiasm bursting from their veins–talking up your products and services with their friends at every bar, baptism and bat mitzvah they attend.
“No, I’m telling you this works, I’ve seen it from the inside! This product has changed my life! Let me show you.”
Or “I’m so sorry you had that experience, it’s not usually like that.”
Yes. Define your image. Yes, yes, advertise it. But don’t overlook the power of your employees to tell your story.
7 Way To Turn Your Employees into Advocates
Your best employees want to be part of the inner circle. If you want them to act like owners, treat them that way. Here’s how.
1. Acknowledge Reality
Don’t blow smoke. They know the truth better than anyone and how it’s been received. Don’t sugarcoat the issues. Share your concerns and get them involved to fix them.
2. Listen to What They Hear
Don’t discount their feedback as “noise” really listen to what they’re hearing from customers. Nothing is more disconcerting that watching employees share relentless feedback in focus groups and having execs finally pay attention when the consultant comes in and says the same thing.
3. Give Them Context
Share the bigger picture and dynamics of the parameters you’re up against. Creativity comes best when the constraints are clear.
4. Treat Them with Deep Respect
“PR or HR or Staff or the VP knows best” never really plays well at the front line. Respect their perspective, and they’ll respect yours.
To read the final 3 ways to turn your employees into advocates click here.
And I will add an eighth way:
8. Show them how they personally win
Employees make decisions based on how they win in any given situation. By showing them how the companies success can help them achieve their own personal goals, you make it an easy decision to care about the companies success. When the company wins, they win.
May 12, 1925 – September 22, 2015
“Nothing motivates like results.” – Dr. Robert Lewis, Creator of Men’s Fraternity
This excellent blog post by was written by Kristy Schoenberg (Entrepreneur, Startups and People Ops Enthusiast)
Long gone are the days of staying with a company for 30 years before collecting that prized gold watch. Today competition in the job market is fierce — but it’s not just the job seekers problem anymore.
When a valued team member quits his or her job, it can set off a chain of difficult events for the company — and the co-workers they leave behind.
First — bosses and teams often find themselves scrambling to divvy out the workload. Most (if not all) of the resigning individuals intellectual property is destroyed — and this can cause great frustration for all parties involved.
Second — depending on the talent that left — many of the remaining team members may feel shaken up over the loss — especially if they were a close friend or colleague. They may feel demotivated to continue working for a short time, and this can be disastrous for company productivity.
And third — hiring a replacement isn’t easy. Resumes flood in for unqualified candidates — tons of interviews — who has time for that?
Yet people managers everywhere still don’t get why their employees leave. Or more importantly how they can get them to stay.
Here are some simple tips to help you keep your team members on board (and keep them happy).