A friend and co-worked recently brought my attention to this news article. From a Choice Theory / Lead Management perspective, what this company, Vurv, did was very need satisfying for all parties involved. It makes sense to the bottom line to retain your valuable employees. It makes sense from a Lead Management perspective to support your employees by giving them the tools necessary to be successful, in this case a used car to get to work. It makes sense from a Choice Theory perspective to get into your employees' Quality Worlds by being a need satisfying manager with a need satisfying organization.
I'm sure the first thought of many managers at reading this article would be "tough luck if you can't make it to work; you'll have to get a new vehicle or a new job." But upon further investigation the smart people at this company realized the initial knee-jerk reaction (old school, Stimulus-Response type psychology) would put them on a path to many disappointments.
- the company would lose money on finding and training a new employee (latest statistics estimate at least $5000 are lost each time this happens)
- the company might potentially lose customers because of the relationships built by these employees
- customer service would suffer during the training time for a new employee, which might result in irreparable damage
- the sense of team at the organization would suffer; morale would be impacted;
- other employees would begin to wonder about the company's committment to its employees
Instead of the knee jerk reaction, Vurv made a great decision which has paid off for them. This was good leadership and good management.
No comments:
Post a Comment