In all his years helping companies grow, Emile Haddad has noticed that in many instances, huge disasters that bring down entire businesses begin with the smallest things. Because of this, it’s important for business owners and managers to take a closer look at some details that may have a company-wide effect.
For this blog, Emile Haddad focuses on how the simple act of recognizing the efforts of employees can be enough to stave off a catastrophe.
Picture this – a small distribution business with about a dozen or so office workers taking in calls and plotting out schedules through which the company delivery vans will be delivering products. In the office, all 12 of the employees work hard for 8 hours a day, 5, maybe 6 days a week. Of course, not everyone works at the same pace. Some employees get the job done faster than others. Other employees get sick. However, even with the slight disparities in productivity, the tasks get done, and the products get delivered.
At the end of the year, management decides to reward four, maybe five of its employees who they deem to have worked the hardest and make a huge deal of their efforts. The rest of the team are left there staring at each other, having had fought tooth and nail, but never given credit.
What happens after? Feeling dejected, the remaining seven or eight decide to (secretly) look for new jobs. They hand in their resignation papers at the start of the following year all at the same time.
Now, Emile Haddad suggests an alternative take on it – where everyone is recognized, but only one outstanding employee is given an award. This way, nobody is alienated, and everyone feels they’re still appreciated. Think about it.
Emile Haddad is a Seattle-based business consultant who teaches entrepreneurs about the importance of respect and building a culture of excellence in the workplace. For similar reads, go to this page.
For this blog, Emile Haddad focuses on how the simple act of recognizing the efforts of employees can be enough to stave off a catastrophe.Picture this – a small distribution business with about a dozen or so office workers taking in calls and plotting out schedules through which the company delivery vans will be delivering products. In the office, all 12 of the employees work hard for 8 hours a day, 5, maybe 6 days a week. Of course, not everyone works at the same pace. Some employees get the job done faster than others. Other employees get sick. However, even with the slight disparities in productivity, the tasks get done, and the products get delivered.
What happens after? Feeling dejected, the remaining seven or eight decide to (secretly) look for new jobs. They hand in their resignation papers at the start of the following year all at the same time.
Now, Emile Haddad suggests an alternative take on it – where everyone is recognized, but only one outstanding employee is given an award. This way, nobody is alienated, and everyone feels they’re still appreciated. Think about it.
Emile Haddad is a Seattle-based business consultant who teaches entrepreneurs about the importance of respect and building a culture of excellence in the workplace. For similar reads, go to this page.
