"YOU'RE THE BEST BOSS EVER!" "So, Gary, I just wanted to stop by and tell you that you were the best boss I ever had", Steve stammered a bit as he said it. "It's been almost five years since I worked here but I really just had to tell you that." OK, I'm liking this! Usually all I get are complaints and problems. This is much more fun. I let him go on and on for a while and my head is starting to grow and I'm getting pretty full of myself and then, well, let's come back in a moment. All this good news has got me thinking. What is it exactly that makes a business a "good place" to work? Studies have been done that imply that there are certain features that consistently show up at places identified as being "good places to work". One of those key features is creating a sense of purpose. These days, most businesses have Mission Statements and some truly live by them. It's easy then for the employees to buy into it and participate, doing what they can to further the company's progress. There is a great deal of satisfaction in being part of a team and feeling good about your contribution. Another important feature is recognition. Can't pay top dollar to your employees? Many will be satisfied to get a fair wage and know that they are appreciated for what they do. Employee of the Month or Year awards are a nice form of recognition but cash bonuses are better. A less expensive version is to offer opportunities for inclusion in the decision making process. Telling an employee that you value their judgment enough to include them in an important meeting is a very effective way of granting recognition. A third feature identified as adding to the quality of the workplace is autonomy. Creating systems which allow employees to make decisions within their department or range of duties is very attractive to people. What you are saying is "I trust your judgment." Empower your employees and you will reap the benefits. SmallBiz Rule #6: Bonuses are great but purposeful empowerment and sincere recognition are better. Now let's return to that wonderfully blissful scene in my office. Steve has just told me how wonderful I was and I am basking in all the glory. But now I start thinking to myself. This guy must not get out much. I mean what were his other jobs? Lead rower on a Roman Galley? Food tester at the dog food factory? And who were his other bosses that I'm getting compared to? Attila the Hun Jr., Leona Helmsley? Maybe he's just buttering me up for something. Ah, now I was coming back down to earth. What was going on here? Why would Steve think I was so good? (By the way, column space limitations thankfully prohibit me from detailing all those discussions with employees who didn't share Steve's enthusiasm for my management style. I do plan on writing about those at a future date, like when pigs fly or hell freezes over). As Steve went on, I remembered that during his employment, the economy was slow and we were, ahem, financially challenged. He could just as easily have said, "Gary, you were the cheapest boss I ever had" and that would have been far more true. I remember that we discussed a raise he wanted. It was a reasonable, somewhat small amount and I turned him down. It wasn't that he wasn't worth it. I simply had no cash and had been holding the line on ALL pay raises back then. Making an exception would have been impossible to defend to all the others who deserved more money too. But here's the lesson. I didn't just say NO. I sat him down and we talked about the "Big Picture": the state of the economy and industry. I explained how we really needed to show a 6 to 8% profit margin to secure a bank loan or line of credit; that without the bank's backing, our long term existence was threatened. We talked about what we had to do as a company to create more opportunities, to improve productivity and pay levels. It was all still just a really long "NO" but somehow he was OK with it. Employees in today's world are so much more sophisticated and knowledgeable than thirty or fifty years ago. Talking down to employees is rightfully resented so you are better off "talking up" to them. Recognize them for the good they contribute and reward with empowerment and appreciation!