Jeffrey Saltzman's Blog

Enhancing Organizational Performance

Are people your most important asset?

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After yesterday’s reveal of the true heart of the president, CEO’s who are in any way, shape, or form associated with this administration, on various advisory councils for instance, have to ask themselves, “how will you look your employees in the eye this morning and honestly tell them that they are an important asset for your company – that you value them?”

In normal times being asked to serve on a president’s advisory council is ego inflating (even for a CEO), is something that you can’t say no to, and is a great honor. But these are not normal times.  Those who continue to claim that maintaining that “seat at the table” in order to influence events are deluding themselves that they will have an impact. The backlash that will begin to effect their organizations as employees question why the relationship continues and as customers distance themselves from companies supporting this administration’s repugnant positions is only going to build.

But don’t take my word for it. Let’s look at some research findings. Over the years much research has been done on what enables an organization to legitimately excel. Some findings you should pay attention to:

  • All others thing being equal, a company with higher ratings on embracing diversity will outperform one with lower ratings
  • Employees are more willing to remain at companies and have higher opinions of companies that are seen as progressive on social issues, on environmental issues, on continuous improvement issues, on ethical issues
  • Consumers prefer to give their business to companies that are doing the “right things” and themselves want to be proud of the companies they associate with
  • Pride in one’s company drives a whole host of positive outcomes. Pride is driven by working for a company that serves a “higher purpose”, is a leader in its field, or is having a significant impact on its industry or the world. Being associated with regressive policies and practices will not foster pride.
  • Employee engagement, defined as a willingness to give discretionary effort, to go above and beyond to help the organization succeed, is often driven by a sense of being able to meet career goals and fairness of treatment, but also by respect for and other views towards leadership within the organization.

I could go on, but the point is, if you want your employees to believe you when you state that they are an important asset to the firm and you want them to have pride, to be engaged, and to act in a corresponding fashion, you must yourself act and behave in a manner that is worthy of their belief and respect.

 

Written by Jeffrey M. Saltzman

August 16, 2017 at 8:08 am

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