Toronto, Other

Tuesday, November 24, 2009

Toronto – Nov 24th, 2009 – As businesses across the country struggle with the rising dollar, increased competition from overseas and a deep recession, the most corrosive threat continues to come from within.

With contradictory forecasts from pundits, politicians and other prognosticators, it's no small wonder that many employees are feeling stressed-out about what the future has to offer. Even companies with strong action plans and solid business models are seeing employees disengage from work as they watch friends and family members struggle to find their footing after losing jobs.

In order to re-engage, managers need to rally the troops with a new sense of purpose that gives hope and inspires confidence in the future.

According to Jim Clemmer, there are five things every organization can do to get keep morale from slipping to the point that day-to-day work suffers.

l Make Planning Processes Open and Transparent - collaborative approaches clearly increase ownership and commitment to organizational changes. Employees who see that their input is sought and used are more likely to feel a personal commitment to the continuous change process.

l Don't Try and Hide Information – trust levels reflect whether people feel like valued partners or "assets with skin." Information is going to get out. The only question is will it come from the leadership or the lunchroom? When people don't trust the leadership they are not likely to buy into change efforts.

l Recognize, Appreciate and Celebrate – It's not all doom and gloom. When staff do something well, let them know it. More importantly let everyone know it. Many managers underestimate the impact on morale when contributions are noticed and valued.

l Get Input and Ideas for Improvement – Just because an organization has always done something one way, doesn't mean that it's the right way. Top-down pronouncements are rarely greeted enthusiastically. The best insights come from those actually doing the work or interacting with customers. Leverage first-hand experience to make first class improvements.

l Coach, Counsel, and Consider – Honest feedback that positively reinforces strengths, and positively critiques performance are what everyone looks for in their work. Employees who understand expectations and see a clear path to achieve goals and priorities will be more willing to accept change as part of the bigger picture of the on-going improvement process.

About The CLEMMER Group

For over 25 years, Jim Clemmer's practical leadership approaches have been inspiring action and

achieving results. Jim's best-selling books, columns, and newsletters have helped hundreds of thousands of people worldwide. Jim is a popular columnist and a regular guest on radio and television programs. Jim's latest book is Growing @ the Speed of Change.

Aidan Crawford

Marketing Director

The CLEMMER Group

Toronto

416-371-2680