Organizational leaders often discuss crafting a staff member value proposition - making a great place to be effective; an excellent place to understand, or possibly a great place to cultivate. As they are usual with plenty of these huge corporate transformation campaigns, lots of cash is spent, and many times the only people who come out smiling would be the HR executives who is able to nicely tick of their performance scorecards and the consultants who got covered designing the EVP and running internal road shows and publicity. Months down the line these superficial programmes yield almost no - employee engagement remains low, and talent retention remains to be at an increased risk. Obviously there are a number of organizations that have gotten it right, nonetheless they definitely went somewhat deeper than an EVP campaign and road shows. It passes down like anything else to the character from the leadership in the institution, where this can be wrong, no volume of branding or re-branding can produce a change!
Emotional pay check
We're preparing this week for a day at the standard capital of scotland - Kano, and i'm really excited about visiting the best hotel on the planet - Prince Hotel. Perhaps its owner hasn't sat as a result of think about crafting an Employee Value Proposition, but judging from my visit over A few years ago, he's an EVP well concluded under his belt. Employee engagement is approximately incentivizing the best behaviour, as an alternative to playing favourites which has a bunch of yes men that is typical with organizational leaders today. At Prince, the hotel employees get a big share from the service charges, so they would try everything to help keep you satisfied and secured in your rooms ordering room service all day long - It really works you understand! Conversely, I recall that the young employee in a bank once said he suffered under his boss for some time for calling her by her first name, that was the right thing to perform because the organization were built with a first-name open-door policy. He soon learned of his "unacceptable" behaviour, did start to append Aunty and "Ma" before and after her name, and soon he got a long-awaited promotion!
You may recall instances of the award winning Tv show on NTA - Super Story when a company CEO served up some specially concocted jollof rice for supper on a daily basis with the canteen and got away with hypnotizing his employees to work with out a salary. One day the spell wore off, as well as the attempt for manipulating employees in the short term like a number of organizational leaders try to use myopic incentives and political camps in the office.
Among the saddest leadership stories around motivating employees i remember from my very own career was no more year party the place that the party committee had schedule lavish gifts of microwaves and deep-fryers for the "managerial" cadre staff and much less stylish plate sets and cup sets to the "non-managerial" cadre. I may be wrong, but I would have thought that regarding impact the wife of 1 of our drivers would've been more impressed having a deep-fryer, that my wife who already can afford one as wll as still had two extra in her store from your old wedding gifts. Right thinking leaders could have either provided exactly the same presents for everybody or maybe even taken the larger road and given the more junior staff the greater lavish gift items. It is just a grab-grab attitude which is becoming so pervasive. Everybody knows you're the managers - your salary, status cars and other perks already show it. Do you have to rub it in the faces with the spouses and children of your respective junior colleagues even at a Year- end Party?
We've got even had CEOs of Nigerian organizations that have separate elevators of their buildings, forgetting that someday whenever they leave the headship they need to join the normal lifts. I saw that occur inside a government building in Abuja with a former minister, together a great laugh!