May 2008 - Channel Crossing: Management

Loyalty Equals Longevity

By Hal Altman

Every successful person knows that the strength of his or her business is truly in the quality, strength and growth of the people who are part of the organization. If you examine the companies that have not only survived through the years, but also prospered, you will see a definite similarity in the way they not only treat their employees, but also in the length of time their employees choose to remain with the company. It doesn’t matter if you are talking about an e-commerce giant, a creative company or a service company-the philosophy of how co-workers are treated will be very similar.

I also know that many managers don’t like to consider people they supervise as “co-workers,” but in fact, this is where a successful philosophy begins.

You may be the one who hires and fires your staff or signs their paychecks, but everyone working under the leader of the company is a co-worker and should be treated as such. This burden falls on the leader of the company, whether it’s the owner, CEO, president or manager-the co-worker philosophy comes from the top down. It is simple: no one can expect to gain respect if they are not willing to show respect to the people who report to them.

Following is a 10-point guideline that should be the baseline of every company. A number of people may dictate company direction, policy and profits, but none of these should change the way you deal with co-workers:

  • Respect your employees; you hired them for a reason.
  • Trust your judgment and trust your employees, until they prove you wrong.
  • Be a leader. Everyone who works for a company wants to be assured that management has strong leadership at the top.
  • When you delegate authority on a specific project to someone, let that individual do the work. Don’t hover over or second guess him or her.
  • Seek out and cultivate personal growth within the company, and always try to promote from within.
  • A “pat on the back” for a job well done is, in many cases, more appreciated than a gift certificate.
  • Peer recognition for a good job that exceeded expectations goes a long way toward the growth of the individual.
  • Monetary gains are always in the backs of employees’ minds, and should be considered whenever possible, in the form of a raise or bonus.
  • Lay out a plan for your managers, supervisors and co-workers, so they are all aware that a positive performance at their job can lead to a promotion, additional income and a general broadening of their career.
  • Don’t ask anyone at your company to do anything you wouldn’t do yourself, if you were either trained or physically able to do it. People will only respect you if they know you would stand alongside them if needed.

However, let me emphasize that the most important rule to follow in order to achieve longevity and loyalty from your employees is to treat people the way you would want to be treated if you were in their position.

Hal Altman is owner and president of Motivational Fulfillment and Logistics Services in Chino, Calif. He can be reached at (909) 517-2200.



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