ISSUE FEATURELeading A Motivated Workforce - #8
Loyalty from Management
This is the next in a series of newsletters communicating the results of a nationwide survey of employees asking what factors motivated them to come to work and give their best. The Top Ten motivating factors identified in the results are listed below:
Employees’ Top Ten Motivating Factors
1. Appreciation/recognition for a job well done
2. Feeling “in” on issues
3. An understanding attitude from their manager/supervisor
4. Job security
5. Good wages
6. Interesting work
7. Promotional opportunities
8. Loyalty from management
9. Good working conditions
10. Tactful discipline
This edition of the newsletter will address number eight on the list - Loyalty from Management. This item, like most of the items on the list, tends to have a multitude of facets when examined.
The first of these begs the obvious question: Who is management? If you are a supervisor or middle manager reading this, you may at some point referred to management as “them”. If you have you should determine not to do this ever again. You are a critical part of your organization’s management team! Whether you feel like it or not, you represent your management team in your words and actions.
You want to be part of the solution that minimizes the potential gap between employees and management. In some organizations this gap is only a small crack, in others it grows to become a giant chasm. Loyalty is the bridge that brings these two groups back together. You are being evaluated on this loyalty factor each and every day.
Most people join a company because of its reputation, the pay, the benefits package, etc. But, most people leave an organization for very different reasons. Typically, an employee leaves an organization because of his/her relationship with their immediate manager or supervisor. Much of this is because of the loyalty factor.
Loyalty is built both at the individual level and the organizational level. It all comes down to character and especially the characteristic of integrity. Whether you as a manager demonstrate individual integrity is vital to the success of your employees. It may seem strange to some, but when doubt, unbelief or confusion occurs within the mind of an employee he stops moving forward. There is a need for this confusion to clear up before forward progress can begin again.
Integrity in its purest sense means a sense of wholeness. Applied to your behavior as a manager it means that everything you do and say communicates the same message. There exists wholeness in your actions. Integrity is a powerful thing. I believe it is impossible to be a person of integrity on the job without being a person of integrity in your whole life.
Organizational integrity exists when every word and action of the organization create the same type of wholeness. This means that every manager and supervisor is working together in every area. Although this may seem like an impossibility at times, the result is a high-performing organization.
I encourage you to take a look at your organization through your employees’ eyes. How have you demonstrated organizational integrity in the last year? How strong is the loyalty factor from management? Do you stay true to your word? Do all of your actions reflect what you say you want? How can you strengthen this loyalty bridge between your management team and the rest of your employees? How can you eliminate the “us” versus “them” mentality? And last, what is your part in building this bridge?
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