There are four missing critical components in many today's organizations; Recognition, Appreciation, Validation, and Entertainment

It may be astonishing that some organizations today can not create and maintain a culture that enables employees to recognize, enforce, and recognize and deserve to be allowed and motivated them. greater performance and increased motivation. They do not contribute in an entertaining environment that helps reduce stress, burnout, and negativity.

Having worked for hundreds of organizations over the years (with no regard for disrespect) as a trainer, counselor, speaker, or coach, I can clearly tell you that any organization I've worked on, regardless of the number of employees, industry or business model – to a certain extent lacking in one of the four basic components to such an extent that it has in some way violated the organization's growth, market share, competitiveness or full functionality. Some things to consider:

Why is this important to them?

Why do not they count them?

Why are not many organizations missing?

How can you bring them back to culture?

Why are all of these important?

Everyone should be worthy of what people are doing, who they become, what they learn – get it – everyone needs genuine validation, especially from the people we love, love, respect, or work with or together. This validation can take the form of recognition, recognition, and encouragement, even if many people notice or acknowledge it. One of the greatest weaknesses of managers, business owners and managers is that they have created and / or maintained a culture that lacks genuine and honest recognition and recognition or their management style is almost true to everyone

Without these four elements, I guarantee that your employees will sooner or later lose their passion, motivation, and efficiency that will significantly affect your body. Not to mention that his best colleagues are going to go.

What are the costs of not living with them?

Untreated stress is one of today's weakest employee performance. Too many staff members have too much on the disks, or they are driving drivers' expectations, isolating themselves from others, even lying or misrepresenting their performance. In today's low unemployment market, I guarantee that workers who do not feel properly appreciated or acknowledged will rather leave and reach their competitors or suppliers than they did before.

As a prudence – increased wages or revenues are not in the absence of the four elements. Over the years, over and over again, it has been proven that most workers want to pay more.

Why are not many organizations missing?

I was able to resolve this page, but I'm short. There are five simple reasons for any organization that does not take them to their culture or environment;

The driving style is difficult from top to bottom, not from bottom to top. Leadership is ego and arrogance, not humility, compassion, and others, not self-restraint. Management is more driven by revenue rather than service relevance. Leadership is more about complacency than sharing and giving. Management rules, policies and procedures, guidelines, etc. Create them that benefit your organization, not your employees. how's? Any organization that misses these four components is a large, top-down organization.

How can you bring them back to culture?

Well, if you're still reading – it's really simple. Just look at the previous batch. If they are missing from their culture, remember that culture is upside down but bottom-up. So if any or all of these four items are missing or are not working in your body – you have to start over and ask – why are they missing? How am I responsible? And if you can handle reality or truth, why not ask yourself or your employees more?

Yes, there are a number of ways to improve them or increase their positive impact on the organization's performance, but they must be adapted to the profile, business model, history, expectations, and market reputation of employees.

It is obvious that the hospital combines these individuals individually with each other as an association or government agency and the staff of construction workers look at different things as a nonprofit, but ultimately without losing their business, employees and employees market share – sooner rather than later. Do you want any help with any of these? Chat.

Source by Tim Connor

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