over and over again. Dog trainers tell
you that hounds require hundreds of
repetitions to learn a message. People,
like dogs, require time and repetition
to absorb new ideas.
Understanding even the simplest
concept, getting real buy-in, does not
8. Pick Your Media Carefully – If
you regard a message as important,
communicate it seriously. Don’t rely on
emails or memos or, worse yet, a bulletin board to get your message heard.
9. Consider the Feedback – Once
you get your people talking, be
prepared to act on their feedback.
Be open to your people’s thinking.
Employees whose ideas and comments
are not respected may not come back
again with suggestions that are good
for your company.
10. Conduct Exit Interviews – Sitting down with departing employees
should be a standard operating procedure. Often, people leave for reasons
other than money. In those cases,
learning those reasons can spawn
changes that reduce turnover.
11. Say Thank You – Pay and benefits are not enough. It takes appreciation and recognition to develop the
pride and enthusiasm you need to be
a top-notch organization. Communal
acknowledgment of a job well done
must be a regular part of your company’s culture.
12. Spare the Rod – Celebrate
success and be careful with criticism.
Don’t put your people down. Often
their failure traces back to your inability to communicate. Take a mistake
as an opportunity to improve yourself
and your people.
Bottom Line: Achieving consistent,
solid performance in any organization
requires employees who manage them-
selves and have maximum esprit de
corps. Creating these attributes in your
company is one of your primary jobs as
a manager. Don’t just rely on the chain
of command to ensure that the right
decisions are made. Communicate,
communicate, communicate. ;
FDM & C
1/2 Pg. 4C Island
4. 5 x 7. 5
BUILT TO RUN 24 / 7
(IT REALLY DOES EXIST)
INDUSTRIAL WOOD GRINDERS
5708 Uwharrie Road • Archdale, NC 27263
4005 Earnings Way • New Albany, IN 47150