creating and maintaining employee loyalty

7/31/2019 Creating and Maintaining Employee Loyalty

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CREATING AND

MOTIVATING LOYAL

EMPLOYEES

Dr.E. J.SarmaGlobal Head HCM

Saama Technologies inc

USA

14 July 2012


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What is this about

This presentation is about experienced

based ideas for

Being the boss, manager leader who will beloved, admired and respected

these are plain and simple ideas anyone

can follow

Especially HR can take this up and make ittraining topic

dr.sarma/hcm/july/2012


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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 alwaysgood to keep checking if things are going

alright



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Good chemistry

Create the desire: Bosssubordinate chemistry is verycritical. You can be demanding butif you show that care and concerneven the worst moments can pass

easily. Set reasonable performance

expectations. Over reaching goalsare possible if you start withreasonable targets and slowly upthe bar

Always show big picture and why ofany decisions . you need cathedralbuilders and not everyone to bebrick layers



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Culture is about Creating the right

conditions conducive to performance

Upscale thinking and upbeatimage- when you exhibit high level

thinking people have upbeat image Self image counts- self image ,

esteem must exist, but not toomuch

Correction or criticism- always

weigh about giving advice, the styleof delivering message

Positive or negative stroke-pat onthe back or kick in the ass-?



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Approachability

Standoffish or intimidating-

confrontations need not

become stand off

Work style changes-sometimes it worth while to

change routine. Challenge

the status quo

Open door policy- beavailable when people have

to approach



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Empowering people

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.

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



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Providing direction and discipline

Solid managers give solid

answers

Weigh consequences

You may need your boss orpeer support

Saying yes right away could

make you seem easy going

Outright no? Could you also be vague



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Toying with your position power

Magnified authority by actions

Not by words

Silly humor or sarcasm

Seriousness of purpose- let peopleknow when it is serious

Assistants turn them to agents



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Control how much?

Get more Data for what?

More data means more

confusion.

The trick is in getting rightinformation

Intervention is always not

necessary



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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



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The trap

Successorsyndrome

Taking on toomuch

Know-it-alsyndrome

Not learningquickly

IsolationKeepingexisting

team

Capturedby wrong

people

Dr.Sarma/hcm/July/2012


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Stepping up and down

Stepping forward: get on a better footing with yourboss--whether backing you on your decisions, or makinga point on his decisions be sure to do in person. Nomails, no phone calls

Encourage people to come to you- when people realizeyou can make positive influence on the decisions andyou are willing to listen they will come to you

Dr.Sarma/hcm/July/2012


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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 islasting loyalty .

Dr.Sarma/hcm/july/2012


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Handling dissentions Symptoms1. Team members not talking to

each other

2. Hostility

3. Everything is seen asadditional work

4. People hold key information

back

Intervention is absolutelynecessary



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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



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