Tip 1 – Get to Know Your Employees

Posted on June 9, 2014 by TNS Consulting Team (via Scott Spayd)

supervisor_cares

Intro: This blog is written to further elaborate with my own views on the  “8 Tips to Engage Your Employees” booklet written by our experts.

“My supervisor cares about me as a person.” Our research shows that highly engaged employees respond favorably to this survey item by 83%, compared to 4% of the disengaged. I wish there was an item which states, “I can’t wait to get home each day so that I can talk to my loved ones about my work.” If this were an actual survey item, and if it were answered, “Strongly Agree,” then it leads me to think that the person does not confide in others about work or anything else to his or her supervisor. If one were to answer “Disagree,” to that statement, it might be an indication that he or she is satisfied with leaving work at work, and feels free to discuss matters with his or her supervisor without fear of retribution. What kind of a supervisor allows you to feel that way? The answer is one that cares about you as a person. At one time or another, most supervisors were subordinates too, so they should know how the shoe feels on their other foot.

Supervisors who are genuinely interested in their employees’ well-being will find that this simple act of kindness goes a long way. This is not to say that a supervisor has to be concerned about every iota in one’s life to the point of sounding nosey, but just basics of interests such has hobbies, leisure activities and family.

Employees who believe that management is concerned about them as a whole person – not just an employee – are more productive, more satisfied, more fulfilled. Satisfied employees mean satisfied customers, which leads to profitability.”  Anne M. Mulcahy

In 1943 Abraham Maslow wrote a paper called, “A Theory of Human Motivation,” in the “Psychological Review.” He extended his writing to include his famous “Maslow’s Hierarchy of Needs,” which are Physiological, Safety, Belongingness and Love, Esteem, Self-Actualization and Self-Transcendence. Most psychology students learn this in Psych 101.

These needs are usually shown in a pyramid as pictured below. Maslow did not create this pyramid, he supplied the words, but it illustrates the most fundamental needs from the bottom up.  According to Maslow’s theory when these needs are satisfied, we are happy, healthy, and mentally stable.

Maslow's_hierarchy_of_needs.svg

http://en.wikipedia.org/wiki/Maslow’s_hierarchy_of_needs

From Maslow’s needs, one’s work should provide safety and security. It is an educated guess on my part, but I strongly feel that at least 80% of safety and security are satisfied with money; income. The rest follow suit except in some cases where love and belonging are unconditional. Once you have means for food and shelter, you have the self-esteem and confidence to reach self-actualization. (top)

Imagine a supervisor with more than 20 subordinates. How might he or she handle caring about each and every one of them without showing favoritism? Let’s face it, you may be supervising someone you don’t like. He is a good person, a great worker, but you may have a personality clash. How do you care about that person? You might not even want to ask him about the weather, let alone what he did on the weekend. My advice is when it comes to personal issues, keep the conversation light and allow him to speak more. You listen for the most part. This way, he will feel that he can trust you because he shared his personal interests with you.

You don’t have to care to the point of staying up all night, worrying about your subordinates, and certainly the old adage is still true; “familiarity breeds contempt.” Therefore, it is wise to strike a balance between caring and sharing.

TNS Consulting Team (via Scott Spayd)

About TNS Consulting Team (via Scott Spayd)

Great companies know that it takes highly engaged employees to retain customers and make their brand promise come alive. To make the connection between your employees, customers and brand, you need a partner with deep expertise across several areas. Only KANTAR TNS has over two decades of employee survey experience, as well as access to the consultative and research resources of the world’s largest customer satisfaction benchmark database and brand analytics research. Whether you have 200 employees or 200,000, Kantar TNS has the expertise and the advanced measurement, reporting, and follow up tools you need to deliver on your employee and customer brand promise.

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