Choice

On Monday, Citicorp made a "choice" to downgrade the stock price of Walmart with the expectation that the Employee Free Choice Act would harm their profitability. Read it for yourself.
http://www.marketwatch.com/news/story/citigroup-downgrades-wal-mart-hold-unionization/story.aspx?guid=%7BF079F734-3FA2-4F34-A910-D1579223B32F%7D&dist=msr_1

The other side is fighting as well:
http://voices.washingtonpost.com/44/2009/03/10/the_employee_free_choice_bill.html?hpid=topnews

This bill is all about "choice". For this blog I would like to shift from looking at the employees "choice" in the future and the ramifications of that in this bill to the choice they make each day today in working for you. Each day that they make these choices; it affects your profitability today and potentially "organized labor" tomorrow.

How are you doing with these employee choices?

1. The choice to trust your organization and more specifically their manager.
We have discussed the impact the front line manager makes on your organization. The employee is asking; "Does this person have my best interests in mind?" Are they looking out for me? Are they treating me fairly? If they trust the manager, you have a much better (but not certain) chance they will trust the company. Do you trust your managers?

2. The choice to contribute and be part of the team or create problems.
Most simply contribute but some have more activity planned. In every organization you have trouble makers. What happens to them? Are they punished fairly? Do they get away with it? Is one manager easier than the other? Bad folks corrupt good character. It always starts somewhere. Passed over for a raise, faulted for something they did not do, penalized as a group for something management should have controlled, troubles outside that they are allowed to bring inside.
3. Similarly, the choice to be part of the solution or part of the problem.
Once problems exist, employees choose to help out or let it ride. Some even make it worse. If being a part of the solution is not rewarded, recognized (most important) or simply encouraged then it makes it easy to just be a part of the problem. You pick it: quality, tardiness, calling in sick, gossip, lack of respect, complaining, whining; you get the idea.
4.The choice to be pro-company.
If there is an environment where it is 'cool" to be pro-company then your job is easier. Being a company "lifer", cheerleader, encourager, waste finder, new employee finder are all examples of creating the kind of culture you want. If these folks are rewarded and recognized they will be followed.
5. The choice to seek employment elsewhere.
Nothing helps you measure your success with employees better than your turnover rate and how big the line is to get into your company. Are you a place people are breaking down the doors to get in; or busting down the doors to get out? If you can not hold onto your roses (your best employees) you will be stuck with weeds. Weeds are not good for profitability!

If you think it is a good "choice", please send this link to someone that might like to read it or learn more. Thanks. http://tamerpartners.blogspot.com/