Most companies give lip service re: the importance of good employees, but they don’t act on that by treating them as though they are important. I visited Yum! (Taco Bell, KFC and Pizza Hut) in Louisville recently, and they literally walk the talk.David Novak (CEO of the year in 2012) gives out chattering teeth with legs as an award to employees who “walk the talk.” He is not the only one – as many have created their own rewards to hand out to employees who have done exceptional jobs. Contrast that with the supervisor of a close friend of mine, who continually asks for more work, yet does not take the time to show appreciation and gratitude for efforts and results. Whose employee do you think is more motivated?Employees want to feel like they are an integral part of the company’s success. This requires open, honest and consistent communications about what and why things are happening at the company, and empowering employees to have influence over decisions.In talking with a Yum! VP, he said they manage for “fit” more than “performance.” When he says “fit,” he means constantly reinforcing core values. Therefore, defining a very unique culture. If an employee fits this culture, then they stay….if not, they are managed out. Yum! has the financial performance and success over the last few years to prove that this model is working.Do you have “success” posters on your office wall that are not reflective of your culture?
