Prepare Before It’s Too Late

To empower others, you must take their measurements regularly…

2015-08-23 14.04.50

Part 1 of 3: … Ambush Elections… Reduced Employee Privacy… Worker Centers… “micro” unions… Federal email access….
James and Keith left the networking seminar with their heads full of the most resent NLRB activity.

“I’m pretty concerned about the impact of this stuff to my business,” said James, “How about you?”

“Well, from the beginning of my company, I’ve always had one priority that gives me hope through frightening things like this.”

“What priority?”

“I own my company today because I had a boss that included us employees in every aspect of how our work impacted revenue.  He made the final decisions, but his focus made us care about the results and what we could do to help.  “So my ‘priority’ is to engage every individual employee in our success and to get their help with the challenges.”

James asked honestly, “So how do you think that will help you through these new regulations?”

Keith thought about the scope of that question. “You know, the National Labor Relations Board is not the only thing that makes sustaining a small business difficult.  In your industry, telecom regulations are just one example.  And only last week you were telling me of a regulatory change that will ripple through your entire workforce and cause major process changes at every level.  Every business change can result in employee challenges and become an opportunity for people who are apathetic or disgruntled or frustrated to legitimately share their ‘joy’ with everyone else.”

“Yes – and their ‘joy’ can be poisonous.”

“So you see why keeping every employee consistently connected and engaged in the success of the company becomes important.”

“So make this real for me, Keith. Tell me about a time this engagement concept paid off for you and you overcame something that could have put you in a tailspin.” James drove in silence while his friend worked on a response to his challenge.

REALITY: Establishing and monitoring consistent and respectful two-way communication between management and employees can decrease risk and increase organizational strength.  Aligning the entire organization makes it stronger and more flexible; such qualities are critical to successfully navigating through the choppy waters of commercial uncertainty.  

FOLLOW US & don’t miss the next PEPPERBOX blog: See if Kevin can find an example of how employee engagement has legitimately helped his bottom line.