"Things are tight, right? I mean, if the economy is in the proverbial toilet and we're cutting costs everywhere, you can't possibly think you're getting a raise, can you? Of course not! It wouldn't be fiscally responsible."
As you sit and listen to the manager conference call your company has once or twice a month, all of these thoughts run through your head. You've killed it this year but it's been tough! The entire market shrank but you managed to stay flat even though others around you weren't so fortunate.
"If I worked in another industry or even for our competitor, I bet they'd see that I am valuable enough to scrape out some cash..." you mutter under your breath.
Suddenly, you hear the words you've been dreading for at least six months..."we've got the year-end evaluations due by the end of the month so make sure you're working with your people to complete these. They are an important tool for our company and our employee's professional development."
"Really?" you ask, "How am I supposed to motivate someone to perform better when there is no money for raises, bonuses, toilet paper for the men's room, etc.?" Immediately you think to yourself "why do we even bother giving out evaluations in a year so bad?"
Now that you've convinced yourself that you're under-appreciated, it's time to go show your employees just how valuable they are to the team. How do you manage that?
It's easy...but difficult.
1. Be honest. People can sniff out BS from miles away and know when you're upset too. They'll appreciate your sincerity and sympathy when they understand that you don't like it either. NEVER blame the company, however, or you'll lose credibility.
2. Find a way. Barring the whole can't buy toilet paper thing, find some way to reward your team. Even if you have to pay for it out of pocket, show the team you care. If you do pay out of pocket, something simple works best. Extravagance shows you're now "they" rather than one of us. If it's cheap, make sure they know you paid for it and it wasn't the company; otherwise, they'll wonder why the company won't give bonuses if they can afford this.
3. Be optimistic. Sure, things suck this year but if it looks like things are going to turn around, let your people know that you'll remember their loyalty. That gets left out by managers who forget that their people are the one's who kept the company from sliding further than it did.
See what I mean? It's easy, right?
"Really?" you ask, "How am I supposed to motivate someone to perform better when there is no money for raises, bonuses, toilet paper for the men's room, etc.?" Immediately you think to yourself "why do we even bother giving out evaluations in a year so bad?"
Now that you've convinced yourself that you're under-appreciated, it's time to go show your employees just how valuable they are to the team. How do you manage that?
It's easy...but difficult.
1. Be honest. People can sniff out BS from miles away and know when you're upset too. They'll appreciate your sincerity and sympathy when they understand that you don't like it either. NEVER blame the company, however, or you'll lose credibility.
2. Find a way. Barring the whole can't buy toilet paper thing, find some way to reward your team. Even if you have to pay for it out of pocket, show the team you care. If you do pay out of pocket, something simple works best. Extravagance shows you're now "they" rather than one of us. If it's cheap, make sure they know you paid for it and it wasn't the company; otherwise, they'll wonder why the company won't give bonuses if they can afford this.
3. Be optimistic. Sure, things suck this year but if it looks like things are going to turn around, let your people know that you'll remember their loyalty. That gets left out by managers who forget that their people are the one's who kept the company from sliding further than it did.
See what I mean? It's easy, right?
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