For years we all operated under the assumption that to get someone to make more widgets and make them better for us, we needed to pay them more. It turns out that this is not true. Beyond a certain point, the point where someone feels fairly paid for the work at hand, paying more or giving them more benefits does not improve their productivity or engagement.
What does matter far more to people is their belief that someone at work cares about them and wants to help them succeed both at their job and at life in general.
How do you make people feel this way at work?
The starting point is your own internal beliefs. If you can’t get behind one or both of these statements, then just stop reading.
If you are still with me, then you have the why in place. You have the first essential ingredient to delivering on the new deal.
The how is simple. You, the front line manager, will spend time coaching and mentoring each of your staff on a very regular basis. I have talked about this many times and described the process in past blogs.
This is the new deal with employees. It works because you create a partnership with each of your team that says, “I will help you with your goals any way I reasonably can and you will do a great job for me and for the organization that pays us both to work together.
What a great deal for everyone!