SUMMARY •Invisible employee is referring to employees who are feeling over-looked, ignored and unappreciated. •They stay hidden in the corporate shadows, doing just enough to get by. •The book show how effective leaders change this mind-set by engaging their people in their cause and finding a way to bring out their best by setting clear goals, seeing the right behaviours, and celebrating every success along the way. •The end result is an organization of productive employees who feel noticed, valued and appreciated.
In other words, they feel visible. LEARNING POINTS •Best managers have to learn the art of recognition and appreciation. •Employees who are recognized regularly will:- 1)Increase their individual productivity 2)Increase engagement among their colleagues 3)Are more likely to stay with their organization 4)Receive higher loyalty and satisfaction scores from customers 5)Have better safety records and fewer accidents on the job •Genuinely concerned about your people. Got to treat every one the same, but different.
You watch and see what motivates each of them.
•Simple recognition of an underachiever. But recognition that has gone a long way to building a strong relationship. •Recognition training is very lacking in most companies because senior management thinks it should happen naturally. •When bosses recognize and value employees, things change for the better. When they don’t, things change… but in a different way. It’s called turnover. •An important step toward recognition is to step out of your office every day and talk to your employees.
Recommended 30 minutes or more at least once a day. While there, concentrate on asking questions and listening, not dumping. Make it a point to ask employees about their hobbies, families, or other interests outside the job. •As you listen to your employees take notes on what you find – personal and professional. •Recognition must be learned. •Recognition must be 1)Be specific – general praise has no impact on people 2)Sincerity Counts! – honor the employees in a way they’ll feel is genuine and heartfelt, and they will stay and stay committed. )Make It Public – A major benefit of public recognition that is often overlooked is the impact it has on the people in attendance. 4)Be Sure It’s Appropriate – Recognition must be personalized to employee interests, needs and preferences. One size definitely does not fit all. 5)Increase the Frequency – constant “supply” of recognition to keep people going •The only real measure of management success is the ability to create a culture where people can succeed. A culture where they feel valued and want to stay. In other words, a recognition culture.
Cite this The Invisible Employee
The Invisible Employee. (2018, Feb 09). Retrieved from https://graduateway.com/the-invisible-employee/