Many companies have been affected by the recent ‘great resignation’ as employees leave their companies in search of something new. Did you know that receiving appreciation from your boss can reduce associate absenteeism by 41%. And that associates who are motivated are 87% less likely to leave a company than those who are not motivated?
It starts with a recognition from the very top of the company that ‘our people are the most important asset in our company’. And keeping them motivated will be a key factor in determining the growth potential of the company. We know that an inspired team of associates can create raving fans out of our customers, and help us win new customers. I call this ‘building a growth culture’.
So how do we do this? How do we fire up and energize our associates and build a growth culture?
There is a proven process that I have executed as a small business coach and also while leading 4 real companies as President and CEO. We call it the CHEER model, and I am confident that many components of this model can work for you too!
Your associates want you to communicate with them, and to clarify your vision, expectations and desired results. Sharing with your associates as much as possible about goals and targets will help them to perform in their role and pursue team goals more effectively. And doing that now with predominantly remote workers, makes communication even more of a challenge, and thus even more important for you to focus on. You can close the gap by emphasizing communication as part of your culture, implementing technology tools, and ensuring that both your office staff and remote workers have an easy-to-use process to communicate, collaborate, and operate.
Inspire teambuilding and a locker room togetherness that ‘We are all in this fight together!’
G. ROSS
The second step of the CHEER model – to hold your associates close – is about developing a strong working relationship with each of your associates. You can do this by asking questions, opening up yourself, and involving your associates in the daily business. By learning more about your associates and their challenges, you can better see problems they are facing and help them evaluate solutions. Holding your associates close includes sharpening your Emotional Intelligence (EI), where you learn about associate strengths and weaknesses as well as your own – so that you can grow and be an even more effective leader.
The third step of the CHEER model – to enable your associates – has to do with initiating tools and training, and giving your associates time to work – by getting out of their way! Building technical skills will help each of your associates to become more of a thought leader in their space, giving confidence to customers to look to your team for advice in overcoming challenges they are facing in their business. Do you want your associates to be a valued resource for you and your clients? Enable them – by investing in training and technology tools, and by exhibiting confidence and trust that they will get the job done.
The fourth step in the CHEER model is about energizing your company. It starts by executing on the 3 prior steps we just covered with you: Communicate, Hold, and Enable. Get those 3 steps working first – and you will be on your way to energizing your company! Additionally, being creative, thinking like a startup, implementing agile meetings, and making your performance reviews fun – are just some of the innovative techniques I have utilized successfully as a leader to energize the culture of my companies.
“Execution is about the discipline of getting things done.“
LARRY BOSSIDY AND RAM CHARAM
Do you want to keep your people? Of course you do. The 5th step in the CHEER model is a very low-cost way to get that done. It’s about recognizing the efforts and accomplishments of your associates. Associates love to work for a leader who recognizes their hard work and contributions. Informal face to face recognition can be very motivating. And more formal recognition programs are excellent too. But none of these are easy to implement and everyone is motivated differently. There are some awesome websites that will enable you to manage this program and make it fun. So take your time in planning this out – but get it done – because a strong recognition program can develop a team of associates who will run through the wall for you.
The concepts we are reviewing are detailed in my book, The Growth Cube. One of the keys to conquering the first dimension of The Growth Cube, Creating Raving Associates, is to effectively implement the CHEER model. The CHEER model provides you with a perfect model for building an inspired growth culture, and includes associates who are in the office or remote. And it will increase productivity and inspire your associates to stay with your company and not leave. All important goals!
The bottom line is this: Company leaders are concerned with retaining their people because they know that motivated associates are the key to delivering great products and services to customers. This is where a business coach can be a great asset. The CHEER model gives you a proven, step-by-step plan, to create raving associates in your company. By executing on well-thought out communication and recognition programs, and taking steps to listen to and value your people – your associates will energize your business and take you all the way to the top!
Ready to explore your potential?
No matter your past disappointments or your current challenges – we have the energy, processes and proven tools to help you build the business you’re dreaming of. Let’s connect!
Copyright © 2023 Ross Innovations LLC
