It is important for your team members to know their role in the company and how to succeed in their role. They need to be able to measure their success. It’s a significant part of employee satisfaction.
Every day, they should be able to look at something and say, “I did my job. I provided value.”
Usually it is a number, a metric or a KPI. Like how many sales did they make, or how many orders did they complete, etc. It gives people a sense of pride to know that they provided value and that THEY ARE VALUED.
Employee Satisfaction: The SCARF Model
According to David Rock, employee satisfaction can be measured through his SCARF model. In his research, he boiled down the basics of employee satisfaction into:
- Status,
- Certainty,
- Autonomy,
- Relatedness and
- Fairness.
When people don’t know how they are doing in their role, they feel uncertainty, a decrease in their status, and they don’t feel autonomy.
Metrics are important. Just like a sports team. The first baseman knows their role, and in practice they keep working with the coach to perfect their skills. But, in business, that can go sideways.
Sometimes rather than the coach, we take on the role of the teacher. We get out the red pen, and we wreak havoc on the egos of our employees. Or as I like to say…we beat them with their numbers. Not literally, but our numbers are only one piece of the puzzle.
Too much focus on numbers….makes people feel….like a number.
It takes balance and skill to motivate and lead employees. I think it takes a coach approach. A coach will help their team work on their technique. They see the person, their strengths, what they personally bring to their role and their style as well as their performance.
To learn more about coaching, and how I can support you supporting your team, book a free consultation with me here.
