The Latest Financial Times Report Suggests Companies Should Use Employee Recognition And Coaching In Order To Increase Sales

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An article in the Financial Times on the 11th February, reports that an insurance company’s directors noticed performance variations between different teams and wished to open up untapped potential by ensuring that a team leader spent more time with the team. A supportive, recognition and coaching-oriented style of management may be the way forward for bosses who want to unleash potential in their staff and improve their business.

Recognition and Coaching

recognising employees’ contributions to company success, in order to make them feel valued.

A supportive, recognition and coaching-oriented style of management may be the way forward for bosses who want to unleash potential in their staff and improve their business. An article in the Financial Times on the 11th February, reports that an insurance company’s directors noticed performance variations between different teams and wished to open up untapped potential by ensuring that a team leader spent more time with the team, including on a one-to-one basis with members, rather than carrying out administrative tasks.

The team engaged in discussions and involved themselves in analysing how they worked, as well as coaching each other – with feedback being provided by the team leader. The result was that performance improved, with a 5 per cent increase in sales, and the staff felt more motivated – even low-performing employees improved. Another positive point was that this exercise cost very little to implement.

On the other side of the pond, the recent Super Bowl American football championship in the United States has put the spotlight on the San Francisco 49ers’ coach, Jim Harbaugh, and his ideas for bringing out the best in his players. According to Profiles International, there are five “commandments” that Harbaugh’s coaching style is built on, and these involve being protective of a team; not dwelling on failure; viewing the team members as people; delivering praise; and setting high standards.

The factors Harbaugh implements in his process can be adopted by managers to get the best out of their teams, and bosses can go a long way towards achieving this by recognising employees’ contributions to company success, in order to make them feel valued. Giving praise in a way that allows the employees to celebrate publicly is arguably more essential than offering praise in private, and contributes to building their confidence – which will help to increase business.

Recognition and Award programmes can take many forms, however, they do not necessarily involve a cash prize. Practice Heroes, for example, awards trophies in appreciation of unsung heroes in doctors’ surgeries across the UK. In the US, one health board runs an annual award to recognise a range of qualities including loyalty, attendance and a caring attitude.

Once these methods have been identified as a way of improving business, it is a good idea to keep them going – but it is often difficult to cut out vital administration work. To maintain staff engagement in driving business forward, supplementing this approach with a recognition and award programme is ideal, and Full Circle Motivation is the first choice for any business. Their programmes are always bespoke but often include the following tools:

Action Learning, a coaching methodology where multiple groups of 6-8 people problem solve specific issues using powerful questioning techniques to break down the silos within which we work on a daily basis.

Awardbox, a simple and low-cost method of recognising employees’ contributions, delivering public praise and enhancing their confidence.

These are things of which Jim Harbaugh would surely approve.

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Victor Tardieu
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