Recognize employees for doing a
good job. It’s not just important
in terms of financial bonuses,
it’s oftentimes a thank you. A
simple thank-you note — not an
e-mail, but taking the time to
write a little note that personalizes it. So however I’m recognizing that person, that person sees
that other people realize that I’m
commending that individual.
Then you get into the awards
and public recognition. When I
give the State of the University
address … I talk about the individuals who are making it happen, and I recognize them and
their teams for what they’ve
done. It’s public recognition, and
people deserve that for doing
things in a special way.
People receive much more
gratification when they are commended and recognized for
what they do rather than simply
being rewarded financially. Not
that you don’t also do that, but
individuals receive more gratification from simple thank-yous.
Make sure employees are treating
each other with respect. You
observe it in ways of interacting
with as many people in the
organization that you can. It’s by
walking around and seeing the
attitudes of the individuals.
The most important thing a
leader can do is to make sure
you’re walking the walk, not just
talking the talk but walking the
walk, so that in a senior staff
meeting … they’re seeing how
you interact with others, you’re
creating an example.
If you yell at a person in front
of everyone else, they automatically think, ‘This is the way the
organization works, this is the
CEO, I can do the same thing.’
So you have to set the example.
And then you monitor it.
When you have your meetings,
you point out that there may be
a particular morale problem,
and you look into it and discuss
this with your senior staff and
with others who will see that’s
important. If it’s important, my
actions will reflect that.
HOW TO REACH: Chapman University, (714) 997-6815 or www.chapman.edu
