Organizational leaders often talk about crafting a worker value proposition - developing a good spot to function; a great place to master, or a good way to develop. As is also usual with many different these huge corporate transformation campaigns, a good amount of funds are spent, and a lot times the only people who appear smiling would be the HR executives who can nicely tick off their performance scorecards as well as the consultants who got taken care of designing the EVP and running internal road shows and publicity. Months down the road these superficial programmes yield hardly any - employee engagement remains low, and talent retention remains at risk. Obviously there are numerous of organizations who have gotten it right, nonetheless they definitely went a little deeper than an EVP campaign and road shows. It precipitates like the rest to the character with the leadership within the institution, where that is wrong, no quantity of branding or re-branding can produce a change!
We have been preparing immediately for the trip to the ancient city of Kano, that i'm really pumped up about visiting my favourite hotel on the planet - Prince Hotel. Perhaps its owner hasn't sat down to think of crafting a staff Value Proposition, but judging from my visit over 5 years ago, she has an EVP well wrapped up under his belt. Employee engagement is around incentivizing the right behaviour, instead of playing favourites which has a bunch of yes men that is normal with organizational leaders today. At Prince, the hotel staff members have a big share in the service charges, in order that they would do everything to help keep you satisfied and secured inside your rooms ordering room service all day every day - It really works you realize! Conversely, Going how a young employee inside a bank once explained that they suffered under his boss for a time for calling her by her first name, that has been what's right to complete since organization stood a first-name open-door policy. He soon learned of his "unacceptable" behaviour, did start to append Aunty and "Ma" pre and post her name, and very soon they got a long-awaited promotion!
You could possibly recall instances of the highest rated TV series on NTA - Super Story the place where a company CEO served up some specially concocted jollof rice for lunch on a daily basis at the canteen but happened to be away with hypnotizing his employees to function with no salary. Some day the spell wore off, as well as the attempt for manipulating employees in the short term like a number of our organizational leaders make an effort to do with myopic incentives and political camps in the office.
One of many 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 put aside lavish gifts of microwaves and deep-fryers to the "managerial" cadre staff and fewer stylish plate sets and cup sets for the "non-managerial" cadre. I'll be wrong, but I would've belief that in terms of impact the wife of 1 individuals drivers would have been more impressed with a deep-fryer, that my wife who already can afford one and even still had two extra in their own store from the old wedding gifts. Right thinking leaders would've either provided precisely the same presents for all or possibly even taken the larger road and because of the more junior staff the harder lavish gifts. It's only a grab-grab attitude that is certainly becoming so pervasive. Everybody knows you are the managers - your salary, status cars as well as other perks already show it. Do you have to rub it to the faces from the spouses and kids of your respective junior colleagues even at a Year- end Party?
We now have even had CEOs of Nigerian organizations that have separate elevators of their buildings, forgetting that someday after they leave the headship they have to join a normal lifts. I saw that occur in the government building in Abuja with a former minister, along an excellent laugh!