The New Year means a fresh start for many businesses--introduction of new ideas, new sales goals, new employees and a new energy that usually comes only once a year. Dr. Noelle Nelson, author of "The Power of Appreciation in Business," says the start of the new year is an excellent opportunity for businesses to implement changes that will have a positive impact for the rest of the year and beyond. Many of the changes says Nelson cost little or nothing to implement.
Malibu, CA (PRWEB) December 28, 2005 -- The New Year means a fresh start for many businesses--introduction of new ideas, new sales goals, new employees and a new energy that usually comes only once a year. Dr. Noelle Nelson, author of The Power of Appreciation in Business: How an Obsession with Value Increases Performance, Productivity and Profits (MindLab Publishing, ISBN# 0-9768073-1-9, paperback, $24.95), says the start of the new year is an excellent opportunity for businesses to implement changes that will have a positive impact for the rest of the year and beyond. Many of the changes says Nelson cost little or nothing to implement.
Recent U.S. Department of Labor data shows that the number one reason people leave their job is that they do not feel appreciated. Not low pay, not lack of benefits, but lack of appreciation. According to a Gallup poll, 65 percent of workers say they didn’t receive a single word of praise or recognition in the past year. "How can employers expect employees to work at their best when they receive no positive feedback from management?" asks Nelson. Nelson suggests that management recognize employees who are doing well throughout the year. "Don't wait until an annual employee recognition dinner where only a few may be signaled out for good work," she explains. "Applaud the little things that employees do right throughout the year. It may be as simple as a pat on the back or recognition at a staff meeting. These actions show that management values its employees--not one day a year at a dinner--but every day."
Without management consistently valuing and appreciating its employees, even the most energetic employees will burn out, says Nelson. "Being ignored or given tasks without proper guidance or training takes its toll. We've all been there and know how it feels. Usually, we can't wait to quit. Companies pay the price for this turnover in high training costs and lost productivity."
Another way to improve employee loyalty, says Nelson, is to ask employees to become part of the decision-making process on issues that affects them directly. "Workers often know more about their jobs and what it would take for them to work better than the higher ups," says Nelson. "When you are truly interested in what your workers think, you accord them a place of respect in the company; you appreciate them. Like attracts like. Appreciating and respecting your workers generates appreciation and respect from them, which in turn, improves company performance."
Nelson also cautions that workers can’t perform when they don’t know what to do or how to do it. "This may seem like common sense," says Nelson, "yet too often managers unwittingly fail to let their workers know what they expect, or change what is expected without sufficient explanation. The upshot is, workers are being set up for failure when they want to succeed. Take the time to answer employee questions and explain tasks and new procedures. Otherwise, you're guaranteed to meet resistance."
Another area where businesses flounder is failing to empower employees with the tools to satisfy customers. "Nothing is worse than customer service employees unable to solve customer complaints or problems because they are not given real authority to do so," says Nelson. "Customers have more shopping choices than ever before. If you don't give your employees the authority to satisfy a frustrated or disgruntled customer (i.e., offer free shipping, discounts, free upgrades), that customer will go elsewhere. You've lost your chance to build customer loyalty. Give employees the power to help unhappy customers and employees will see themselves as problem solvers who have a vested interest in ensuring customers have a satisfying experience with the company."
Nelson believes the New Year is a window of opportunity for companies to make a paradigm shift toward valuing their employees and customers. "A worker’s desire to do a good job is priceless," says Nelson. " It is one of the core components of a successful business. A company's steadfast willingness to value and appreciate will pay dividends by creating an upbeat workplace, better two-way communication, higher productivity, better customer service and loyalty and ultimately, a flourishing business."
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