Page 174 - Anne Bruce - Building A HIgh Morale Workplace (2002)

154 Building a High Morale Workplace

you give your employees the opportunity to accomplish something
great in their own way and you’ll be sending a powerful message
that says trust, hope, and empowerment are your mantra.
6. Never make a point at someone else’s expense. Even when you’re
kidding, jabs and putdowns are dangerous and can destroy trust in
a hurry. Be sensitive to the feelings of others at all times.
7. Dig for the gold in every person and reward the positive. Look
for people doing things right and then reward them with praise
on the spot. Point out the positives and brag about them.
8. Value other perspectives and views. Remember that everyone
operates from a unique map of the world—even you.That per-
spective is the sum total of life experiences up to that point.
Show your appreciation for other people’s viewpoints, even when
you don’t agree. Embrace different opinions and consider each an
opportunity from which to learn and grow.
9. Acknowledge that hope and trust flow both ways. Don’t expect
your employees to have hope if you don’t. Don’t expect them to
have trust in you if you don’t trust in them.
10. Keep the faith: have faith in yourself and your people. Show that
you believe in your employees. Exhibit confidence and faith in
your leadership. No one wants a manager who is tentative.
11. Believe in the possibilities and keep hope alive at all costs. Paint a
picture of unlimited possibilities for your employees and let them
know that you believe in their potential and that their talents and
interests are worth developing.
12. Be authentic—act human. So what if you’re the manager? You’re
human too! When you blow it, ’fess up. Never cover up your mis-
takes or you will lose all credibility.

Managers Must Keep the Faith

The basic definition of “faith” is confidence or trust in a person
or thing. So, “keeping the faith” means holding to something
more meaningful than the bottom line, whatever that might be
to the individual, and tapping into the power of that faith when

it’s needed most.
Smart managers have faith in the power of love and respect
for their people, both as employees and as fellow humans. It’s
imperative that managers use faith as a meaningful way to build