The current state of the economy makes it very difficult to inspire employees to perform at their peak levels. They are concerned they may lose their job, and the negative emotions keep them from performing at the peak levels needed to keep the company operating successfully.
Your top job is to help your staff determine the best areas to focus on and how to take action so that productivity levels stay high. Over the years, I have discovered four effective emotions can help staff members move from fear to positive action. These include:
Control Optimism Purpose Engagement
Here are tips for helping employees move from anxiety to COPE feelings.
1. Control
The out of control feelings people have over the state of our economy is a key reason why so many people are anxious and fearful. People don't like to be out of control. Employees can better deal with the uncertainty if their managers help them regain the feeling of control.
Yes, the current economy and the problems that come with it are troubling, but there doesn't seem to be a point in stressing over a situation out of our control. It is more critical to focus your employees on those things they do have impact on, such as customer service and sales production, which will make them feel more in control of their immediate situations.
You, as a leader, may have to give up some of your control so that your employees can feel properly engaged with the decisions that affect their lives. If you give the impression that "you know best", you will only foster mistrust and disengagement among your employees. You need to help them to get involved in those areas that they can control.
2. Optimism
Optimism never fails as a key tactic of leaders throughout history in inspiring troops, transforming floundering companies and even revolutionizing nations.
Leaders in a company must be able to inspire their employees to be positive and give their best on a consistent basis. It has been proven by countless studies that creativity, innovation, and other qualities needed to cope with the current economic factors are best fostered when the workforce feels positive emotions such as optimism and hope. The leader who can motivate employees to face challenges with a "can-do" approach will be much more likely to solve the business problems they need to in order to be successful.
3. Purpose
The performance of mundane daily tasks make it easy to lose sight on the ultimate goal and let short term stress take over. Find ways to keep your staff reminded of the reasons and purpose for their work and the organization they work for. Merely reminding them that their work makes a difference can give them renewed energy and motivate them to take action.
Jim Owens, Senior Vice President for North America operations of H.B. Fuller, stresses that the leader's job is to put a positive path forward and to be clear about what targets people, and the organization as a whole, need to hit. He says, "Don't leave it up to people to translate and fill in the gaps on their own."
4. Engagement
The final element of the COPE model is engagement. Engaged employees understand and care about what is happening and what the company's strategy is for moving forward. They also feel that they have meaningful ways to contribute.
Engagement means actively involving your employees in looking for solutions. When your organization is dealing with challenges, provide opportunities for your employees to get involved in problem-solving. Doing so not only increases employees' sense of control, it also unites your organization and helps you come up with solutions!
Sashco Sealants, a Denver based company just recently asked the staff to provide their ideas for cost saving within the organization. They received dozens of ideas, which they shared weekly with the team leaders of each function within the company. Senior management encouraged the team leaders to take the ideas to their team to implement and report back the results. Significant savings within the company have already been achieved.
To conclude, the COPE model is a method in which you can lead your employees in a positive, forward thinking way as well as create a work environment committed to creativity, direction and high performance.
Your top job is to help your staff determine the best areas to focus on and how to take action so that productivity levels stay high. Over the years, I have discovered four effective emotions can help staff members move from fear to positive action. These include:
Control Optimism Purpose Engagement
Here are tips for helping employees move from anxiety to COPE feelings.
1. Control
The out of control feelings people have over the state of our economy is a key reason why so many people are anxious and fearful. People don't like to be out of control. Employees can better deal with the uncertainty if their managers help them regain the feeling of control.
Yes, the current economy and the problems that come with it are troubling, but there doesn't seem to be a point in stressing over a situation out of our control. It is more critical to focus your employees on those things they do have impact on, such as customer service and sales production, which will make them feel more in control of their immediate situations.
You, as a leader, may have to give up some of your control so that your employees can feel properly engaged with the decisions that affect their lives. If you give the impression that "you know best", you will only foster mistrust and disengagement among your employees. You need to help them to get involved in those areas that they can control.
2. Optimism
Optimism never fails as a key tactic of leaders throughout history in inspiring troops, transforming floundering companies and even revolutionizing nations.
Leaders in a company must be able to inspire their employees to be positive and give their best on a consistent basis. It has been proven by countless studies that creativity, innovation, and other qualities needed to cope with the current economic factors are best fostered when the workforce feels positive emotions such as optimism and hope. The leader who can motivate employees to face challenges with a "can-do" approach will be much more likely to solve the business problems they need to in order to be successful.
3. Purpose
The performance of mundane daily tasks make it easy to lose sight on the ultimate goal and let short term stress take over. Find ways to keep your staff reminded of the reasons and purpose for their work and the organization they work for. Merely reminding them that their work makes a difference can give them renewed energy and motivate them to take action.
Jim Owens, Senior Vice President for North America operations of H.B. Fuller, stresses that the leader's job is to put a positive path forward and to be clear about what targets people, and the organization as a whole, need to hit. He says, "Don't leave it up to people to translate and fill in the gaps on their own."
4. Engagement
The final element of the COPE model is engagement. Engaged employees understand and care about what is happening and what the company's strategy is for moving forward. They also feel that they have meaningful ways to contribute.
Engagement means actively involving your employees in looking for solutions. When your organization is dealing with challenges, provide opportunities for your employees to get involved in problem-solving. Doing so not only increases employees' sense of control, it also unites your organization and helps you come up with solutions!
Sashco Sealants, a Denver based company just recently asked the staff to provide their ideas for cost saving within the organization. They received dozens of ideas, which they shared weekly with the team leaders of each function within the company. Senior management encouraged the team leaders to take the ideas to their team to implement and report back the results. Significant savings within the company have already been achieved.
To conclude, the COPE model is a method in which you can lead your employees in a positive, forward thinking way as well as create a work environment committed to creativity, direction and high performance.
About the Author:
Wendy Mack is a experienced mentor, trainer, and author focusing on leadership and change management. Contact Wendy at, or Download her free e-book, Transforming Anxiety into Energy at www.WendyMack.com.
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