PEOPLE SMARTS: Be Aware and Take Care

Over the last 12 years GreenSearch has conducted seminars and contributed articles to a number of industry  associations and publications. Rarely do we receive a lot of feedback from companies putting actionable effort forth along with a description of the results. That is, until recently.  

The example I am referring to dealt with mechanics (technicians to be more exact) and whether or not these unsung heroes get enough appreciation from the rest of us who depend so heavily on their expertise and services.
 
Specifically, the article depicted a scenario in which a mechanic had just given his notice. The superintendent, who now had to replace him, was reflecting on all the things he might have done to prevent this from  happening in the first place. The major reason for his leaving was a lack of appreciation and respect for the things he did to keep the organization operating smoothly.
 
Apparently, many mechanics read the article and several took the time to e-mail their thoughts to me. It appears my fictional scenario  is not fiction at all. In fact, according to those e-mails, appreciation, inclusion, feedback and advice are things many folks in this category are not used to receiving or providing. The only time many seem to get noticed is when a vehicle or piece of equipment is unavailable for use. When this happens, look out, here it comes and it’s moving fast.
 
I know many companies do not operate this way when it comes to showing appreciation to those who show up every day, do their jobs very well and, by doing so, ensure their achievements are taken for granted. And you know who I am referring to. You hired them to perform those routine, but important, tasks. Usually, the tasks are deadline driven and, if they are not done, there’s a ripple effect throughout the entire operation. When they foul up, complaints come in from everywhere. A mechanic’s job is one of them, but there are many others, as well.
 
Smart owners and managers value the opinions of people in these positions. They never let too much time go by before they sit down with them over a cup of coffee and see how things are going. They show them a unique type of appreciation by listening and learning from them. 
 
A CEO I know who runs a large company is very good at this. He keeps records of employees’ anniversary dates. As that date nears, the employee receives a brief note of congratulations on achieving that level of tenure. It is all tracked on a simple computer program and is extremely effective in making people feel appreciated.
 
Others use different means to make people feel appreciated and part of the team. Dropping someone a brief, unexpected, hand-written note for a job well done is a big favorite. How about a “dinner for two” for an employee who has been working long hours to bring an important project to completion? The key is to take action before an employee feels compelled to ask for something. 
 
Today, many companies in our industry deal with very similar cost structures, products and services and available employment pools. The difference between an employee’s leaving and staying is not always tied to additional income, but rather to additional appreciation.
 
To reinforce this notion, here is a quote from an e-mail I received: “I appreciate the article you wrote and identify with all of it. I have been in the industry for 13 years now… People like you make my job not seem so bad at the end of the day.”
 
It doesn’t take much – all I did was write an article.

Larry Fish is president of GreenSearch, a human resource consulting organization. He can be reached at 888/375-7787, peoplesmarts@gie.net or via www.greensearch.com. PeopleSmarts® is a registered trademark of GreenSearch.