5 Ways to Capitalize on Bob Chapman’s Truly Human Leadership
It's not easy being the boss.
Owners of small businesses, particularly those who have employees working under them, have many things to contend with: legal issues, business licenses, insurances, safety regulations, payroll, taxes, inventory, banks, vendors, hiring employees and marketing. The list goes on and on. There may be times when a business owner worries whether there will be enough income this week to pay employees, let alone the rest of the bills. So it might come as a surprise to hear an employee complain that the boss or company “doesn't care about me.”
1. Is there a way to improve the situation?
Bob Chapman thinks so. He’s the CEO of the Barry-Wehmiller Companies, which has more than 8,000 employees worldwide. He believes, as a business owner, he has as much responsibility toward his team members as he does his own family. Chapman feels a good leader treats his employees as humans and guides them to live fulfilled lives, a concept he calls truly human leadership.
With that goal in mind, he launched the Barry-Wehmiller University. Its focus is on educating associates in inspirational leadership, culture and sustainable business strategies. Among other programs is the Hearts to Hands Fund, created to provide financial assistance to team members in need.
2. Is there room for improvement within your business?
Ask your employees. Large companies can see how employees and ex-employees feel about their organization by checking out sites like Glassdoor, but your small business could install a suggestion box or simply ask the employees for their opinions.
Train employees properly. People enjoy their jobs if they have the right tools for success, and your business will prosper as well. Would your sales improve with more emphasis on customer service training? Would fewer on-the-job accidents occur with some safety classes?
3. Provide room to grow.
Workers want to feel valued, and want to feel that they are not just putting in time. Consider providing opportunities not only for promotions, but for personal growth and development as well. Often local community colleges and parks and recreation departments offer courses, workshops or seminars that might benefit your employees.
4. Encourage socialization among employees.
It's always a much better work environment when coworkers get along. Have regular gatherings after hours, or ask employees to recommend friends when there are openings.
5. Provide incentives.
Even the best job gets a little stale sometime, and incentives — even the non-monetary kind — can be a welcome distraction. Some ideas: pizza party to be held at the end of a heavily scheduled week; buy gift certificates in bulk from local businesses (movie tickets, pedicures, etc.) and award to those with highest sales/best production for the month. Even being able to leave an hour early can make an employee feel special.
Just remember, happy employees can make a world of difference.