Motivating Employees Is as Easy as Go FISH!


by Bill Dobbs A


S MANAGERS, WE set the tone in our facilities. If we are uptight, then our staffs will be uptight. Likewise,


if we are customer-focused, then our staffs will also be customer-focused.


We must start


each day fresh, with a positive attitude. I like to think of the “FISH!” philosophy and try to model it to my staff.


“FISH!” is a Wall


Street Journal best seller, written by Stephen C. Lundin, Harry Paul and John Christiansen.


Te story’s setting is the Pike Place Fish Market in Seattle, where employees choose to bring energy and passion to their jobs on a daily basis.


Te book’s theme, “work made fun gets


done,” encompasses four key concepts: • Play • Choose your attitude • Make someone’s day • Be present With your attitude setting the tone,


strive to create a culture that employees 24 FAL L 2 018


and customers want to be a part of. Te way I build relationships is by getting to know my staff. You can do this, too. Discover what your employees enjoy outside of work. Also, encourage them to set professional goals and help them when you can. To build trust, make each employee feel as if he or she is important to you and the arena.


Set up an annual meeting with


part-time employees (twice yearly with full-time staff) and ask them the following questions:


• Do you enjoy your job? • Is your job fun?


• What do you like and dislike about your role?


• What can I do to make your job fun or to improve your work environment?


• Do you like who you work with, and do you like your supervisor?


• What motivates you?


• Do you have any ideas on how to improve the business? Successful meetings should last


approximately 10 minutes, with cell phones and computers turned off. Employees need to sense your full attention. Tank them for their time and let them know how important you think


their positions are to your facility. (Tis would be a great time to implement a fist bump or a high five.) Earning trust and making employees feel good will result in loyal employees that will in turn create loyal customers. Be sure to always use your fist bump or high five when you see them in the field working.


It is important that you hear your staff


and try to implement a few of their ideas. When they feel like they were heard, they will work even harder for you. Many great ideas come from these one-on-one meetings.


Share your findings with your full-


time supervisors and make sure to include them in your decision-making processes so they feel empowered. Tey need to understand that you’re interested in helping them succeed, rather than feel threatened that you are speaking to part-time workers whom they supervise. Honest and open communication between all employees is crucial.


At the end of the day, employees want to feel


appreciated, empowered, trusted and challenged.


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