When, not whether, do employees become the asset of an organization? At what point do employees become worthy of appreciation by the employer? These two questions are corporate agenda items and deservedly raise speculative discussion. It is well known that there are more and more mid-sized and smaller non-public companies recruiting talented, younger professionals.
It is a template in business, however, that companies focus on delivery and execution of their corporate objectives, not employee job fulfillment. Corporate culture and workplace psycho-drama are non-productive elements that offer no bottom-line revenue enhancement.
What priority are the business concepts of lead generation, conversion, time management, and leadership for the employees? Business owners relish expanding market share, niche play, and cost-cutting concepts. Business owners recognize what keeps them competitive: customer service and the development of customer care programs. The internal controls when momentum shifts in the business model constantly consumes employee strength. Relatively speaking, when the tire blows on your car will you buy a new car? No. You repair or replace the tire. Are employees tires? Absolutely not. Are employees the car? Absolutely not. Then why should they be shown appreciation?
Let's explain some basic components first before answering that question. Starting a business and then generating revenue to a level where more than three people are needed in the organization means the business model has realized itself, and position contracts earlier created now have to be filled in.
Are these the assets of the company? No. The products are the asset. The mechanical processes of delivery and execution are the employees. This means business owners do not begin to show employee appreciation when they start a business. This won't happen for years, if it ever does. Does this mean the company isn't a good company? Not hardly. So when does employee appreciation start? Or, rather, how does it begin? Perhaps, and more to the point, the question is why should companies care?
The reason is that showing employees appreciation is a critical company fundamental. It engenders loyalty. Does this make the company a culprit if the act of showing appreciation is selfishly motivated? Does a company want a loyal employee? Is the nature of the employee's workload that important that any employee blinded by loyalty is a great one? Remember Enron?
Showing great employee appreciation comes about through the sharing process. Employees in a company in which the business owner openly shares his/her vision and objectives, and articulates expectations, fears, and excitement is truly showing great appreciation. Employees in a company producing revenue up and above anticipated earnings are in the best of circumstances since employees propelled the daily, weekly, monthly revenue targets.
What is equal to the effort the business owner puts forth expanding his customer base? Commonality. Visualizing the goal and collectively working towards it is a great equalizer. We all know that one person can't do it alone. Many together without any sense of purpose or direction won't achieve anything.
Want to show great appreciation for your employees? Ask their opinion on what to do with profits over projected earnings and expansion programs. Whether the suggestion is bonuses, or giving it away to charity, or spending it on a company party, or starting a new subsidiary doesn't matter. As a business owner you'll identify employees who have substantiated their position as "assets" to the company. All business owners love to see internal growth in their asset base.