In Canada we’re following closely what’s happening with Canada Post – will they strike or not? If so when?
No doubt there’s a great deal of contingency planning on both Canada Post and their competition – UPS, Purolator, FedEx and the like – so that consumers continue to gets the goods they need shipped. [Online shopping continues to go up with by billions of dollars annually – I don’t think a strike is going to impact buying habits that dramatically, do you?]
So how are we taking care of our people during such uncertain, demanding and intense times?
Leaders are busy planning and implementing contingency plans (have you been getting parcels from companies other than Canada Post with retailers being fearful of losing customers if a strike should occur? I know I have.)
How are these leaders doing? A lot of staff and partners are depending on them.
If volumes are up, that means staff need to process significantly higher volumes which is no doubt taxing systems and facilities. This is happening at a time of year when Canadian workers prefer to be at the cottage, with their kids, or kicking back than at work. And, it’s coinciding with the potentially hottest summer on record in parts of Canada.
So how are staff doing? A lot of consumers and companies are depending on them.
It’s times like this when we need to signal to our staff how important they are (hopefully we always are however now it’s more important than ever).
I’m not talking about taking huge amounts of time, but making it a priority in the time available.
- If hot in the plant, bring ice-cream directly to employees
- When walking the floors, stop to thank individuals for making specific concessions (e.g., coming in on a day off, delaying a vacation) and contributions (e.g., positive attitude, an innovative idea)
- Notice the little things (e.g., energy and positivity even when tired and taxed)
[Download a bunch more exercises here for free and check out this list for more ideas.]
I use the example of parcel delivery, but we know most sectors experience surges – healthcare, real estate, manufacturing, retail.
Bottom-line: keep recognizing people in the way we all like to be recognized– verbal thank-yous, personal specific words of praise, written thank-yous. Don’t forget to surprise people too. Create “exponential energy” by doing something unexpected (right culture guru Kim Shepherd?) People will give so much more energy and discretionary effort when they feel valued, which is exactly what companies desperately need as they respond to such surges.
Expedited Recognition. Priority status.
Ready to deliver?