This is possibly a rhetorically redundant article, which some will wave off with an “of course that’s true’, or ‘obviously” but nevertheless, people probably thought the same thing about gravity before someone actually defined the law. Obviously there was a force that held people to the earth it didn’t take a genius to define that but the very fact that someone finally said the words had given everyone a commonly accepted law that there was such a force at work in this world.
With that said, there is a very elemental factor that goes along with being a successful executive or employer. This has very little to do with being liked by one’s staff. The object is not to make one likeable or to have one’s staff infused with a passion about you as their boss or superior, but in truth, if you engage this little piece of knowledge in your daily dealings with your staff, you will find out that they will become not only loyal to you, but more importantly, they will become EFFECTIVE and take INITIATIVE.
The secret is ACKNOWLEDGMENT. In its simplest form it means to let someone know you heard them. We all know that one: “Thanks”,”Okay”,”Yep got it,” and on and on. That is acknowledgment in its most commonly accepted usage.
But let’s take this to a different level. When you see that one of your employees has done something worth commenting on, say so.
If you walk by a staff member and observe the project they are working on, comment on it, but not just critically. It can be as simple as “good job Joe” or “how’s that coming along Mary?” The very fact that YOU show interest in them, and treat them as important people (because they are), empowers them.
If you made a habit of walking around your plant or your office or out to your sales reps or dealerships and engaged in short conversations of this nature, sincerely commenting on what you see, you would find that these people would feel aggrandized by your words. It’s not about you, it’s about THEM. When you acknowledge employees you are telling them that you SEE them and that you appreciate what they’re doing and it gives them a greater sense of engagement with the company. It also tells them that what they are doing is important and makes them willing to flex their muscles more, to take on more initiative if their job permits that, but at the very least, it makes them feel part of the team.
If at the same time you see something wrong or have a critique to make, do it, but make sure the employee doesn’t feel abashed about it. Do it in such a way as to constructively direct their attention. No one objects to being shown how to better their job or performance as long as you do it in such a way that empowers them and makes them more successful at their work.
Deal in sincerities, real honest communication. Acknowledge your staff, even when it is just a “Hello Joe†every day when you walk by his office. You’d be amazed to find out how many employees sit there pondering about the security of their job because the boss just passed by their office without so much as turning a head at them or greeting them.
The power of acknowledgment is more than you can imagine. Use it, and watch your employees come to life. But please, make sure that you’re doing it because you WANT to do it. False acknowledgment is worse than no acknowledgment it can ruin confidence and morale. So keep it real.