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Darryl Stewart
By Darryl Stewart

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© 2019 THE INCLUSION BLOG. ALL RIGHTS RESERVED.
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The new deal with employees

For years we all operated under the assumption that to get someone to make more widgets and make them better for us, we needed to pay them more. It turns out that this is not true. Beyond a certain point, the point where someone feels fairly paid for the work at hand, paying more or giving them more benefits does not improve their productivity or engagement.

What does matter far more to people is their belief that someone at work cares about them and wants to help them succeed both at their job and at life in general.

How do you make people feel this way at work?

The starting point is your own internal beliefs. If you can’t get behind one or both of these statements, then just stop reading.

  • I truly care about the people that I work with and I want them all to succeed as the organization succeeds.
  • I believe I will get measurable results by helping create a situation where an employee’s motivation comes from something beyond their paycheck.

If you are still with me, then you have the why in place. You have the first essential ingredient to delivering on the new deal.

The how is simple. You, the front line manager, will spend time coaching and mentoring each of your staff on a very regular basis. I have talked about this many times and described the process in past blogs.

This is the new deal with employees. It works because you create a partnership with each of your team that says, “I will help you with your goals any way I reasonably can and you will do a great job for me and for the organization that pays us both to work together.

What a great deal for everyone!


Darryl Stewart

By Darryl Stewart

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© 2019 THE INCLUSION BLOG. ALL RIGHTS RESERVED.
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  1. The idea that higher pay would increase a person’s job performance, personal work ethic, and conduct is absolutely ridiculous. It is a commonly held misconception among many people that the primary reason front-line workers require higher (and fair) wages, is to they will “work harder and better.” In truth and actuality, the reason fair pay and benefits (which sometimes involves a need for increase) are crucial, is to maintain employee retention, NOT increase performance. Good intentions and values sadly don’t pay the bills. A front-line worker can only live below the poverty line for so long, before they are forced to resign and seek other employment, as high as their personal commitment and value to the work may be. Some perspective for you, that should not be forgotten.

  2. Absolutely agree! However, this is built on the premise that staff are being paid fairly. When other organizations in the same field are being paid much more, staff feel taken advantage of. It is incumbent on management to manage their budget in a way that demonstrates that they value their employees. Research shows that non-profit companies often meet their goals at the expense of their employees.