Creating and Maintaining Employee Loyalty

CREATING AND MOTIVATING LOYAL EMPLOYEES
Dr.E. J.Sarma Global Head HCM Saama Technologies inc USA 14 July 2012
dr.sarma/hcm/july/2012
What is this about

This presentation is about experienced
based ideas for Being the boss, manager leader who will be loved, admired and respected these are plain and simple ideas anyone can follow Especially HR can take this up and make it training topic
Hitting the road and running

Every new employee needs time to align.
Welcome personally and introduce to all team members-. If left to fend for themselves, the chances are that, it will be long before the new comer tunes in. Include in meetings: the best way to new employee demonstrate the credibility is to get them in department meetings Maintain very regular contact: it is always good to keep checking if things are going alright
Good chemistry
Create the desire: Boss
subordinate chemistry is very critical. You can be demanding but if you show that care and concern even the worst moments can pass easily. Set reasonable performance expectations. Over reaching goals are possible if you start with reasonable targets and slowly up the bar Always show big picture and why of any decisions . you need cathedral builders and not everyone to be brick layers
Culture is about Creating the right conditions conducive to performance

Upscale thinking and upbeat
image- when you exhibit high level thinking people have upbeat image Self image counts- self image , esteem must exist, but not too much Correction or criticism- always weigh about giving advice, the style of delivering message Positive or negative stroke-pat on the back or kick in the ass-?
Approachability
Standoffish or intimidating-
confrontations need not become stand off Work style changessometimes it worth while to change routine. Challenge the status quo Open door policy- be available when people have to approach
Empowering people
Setting example-become role model ;without that respect cannot be gained
Speak clearly, listen closely
Avoid apologies
Being visible
Are you scared of being replaced Scared of sharing knowledge, responsibility
Gandhi said, "A 'No' uttered from the deepest conviction is better than a 'Yes' merely uttered to please, or worse, to avoid trouble." A manager would try to please in order to diffuse a situation. A leader will not worry about creating a situation.
Providing direction and discipline

Solid managers give solid
answers Weigh consequences You may need your boss or peer support Saying yes right away could make you seem easy going Outright no? Could you also be vague
Toying with your position power

Magnified authority by actions
Not by words
Silly humor or sarcasm Seriousness of purpose- let people
know when it is serious Assistants turn them to agents
Control how much?

Get more Data for what?
More data means more confusion. The trick is in getting right information Intervention is always not necessary
Removing obstacles
Too tight or lose- as you go up the tendency to manage
everything becomes very natural . You could be micro managing that chocks. Support or applause-the power of timely recognition is rarely used .but try and you will be better off in creating loyalty Bail those in trouble- it is easy to punish. As leader when something goes wrong you are the one responsible Ask right question- I always asked can you do better three times ? That brought the best in people
Dr.Sarma/hcm/July/2012
The trap
Not learning quickly Know-it-al syndrome
Isolation
Keeping existing team
Captured by wrong people

Taking on too much Successor syndrome
Dr.Sarma/hcm/July/2012
Stepping up and down

Stepping forward: get on a better footing with your boss--whether backing you on your decisions, or making a point on his decisions be sure to do in person. No mails, no phone calls
Encourage people to come to you- when people realize you can make positive influence on the decisions and you are willing to listen they will come to you
Dr.Sarma/hcm/july/2012
white elephants- challenge them

People often get into their comfort zone .unless challenged they see every thing as their right Relations ships are not static. Hence do not think there is lasting loyalty .
Handling dissentions
Symptoms
Team members not talking to each other 2. Hostility 3. Everything is seen as additional work 4. People hold key information back Intervention is absolutely necessary
1.
Final words
Being manager is difficult, but being effective boss is more
difficult Even if you were star performer . You need special efforts to be star manager Motivating people is rather difficult art but can be perfected Loyalty comes when start seeing value in you

Creating and Maintaining Employee Loyalty

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Creating and Maintaining Employee Loyalty

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CREATING AND MOTIVATING LOYAL EMPLOYEES

What is this about

Hitting the road and running

Culture is about Creating the right conditions conducive to performance

Speak clearly, listen closely

Are you scared of being replaced Scared of sharing knowledge, responsibility

Providing direction and discipline

Toying with your position power

know when it is serious Assistants turn them to agents

Control how much?

Keeping existing team

Captured by wrong people

Stepping up and down

white elephants- challenge them

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