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The current state of the economy makes it very difficult to inspire employees to perform at their peak levels. They are concerned they may lose their job, and the negative emotions keep them from performing at the peak levels needed to keep the company operating successfully.
In order to promote productivity, you need to help your employees figure out what to focus on and what actions to take. In my work, I've found that four powerful feelings help employees move from anxiety to action. These feelings include a sense of:
Control Optimism Purpose Engagement
Here are tips for helping employees move from anxiety to COPE feelings.
1. Control
The prosperity of our country seems out of control, and this is a key reason for so many people's fear. No one wants to feel out of control. As a manager, a critical job is to help your staff cope with the uncertainty they face by helping them see where they can regain some control over their futures.
Yes, the current economy and the problems that come with it are troubling, but there doesn't seem to be a point in stressing over a situation out of our control. It is more critical to focus your employees on those things they do have impact on, such as customer service and sales production, which will make them feel more in control of their immediate situations.
You, as a leader, may have to give up some of your control so that your employees can feel properly engaged with the decisions that affect their lives. If you give the impression that "you know best", you will only foster mistrust and disengagement among your employees. You need to help them to get involved in those areas that they can control.
2. Optimism
History has proven time and again that good leaders use optimism as a core strategy in re-igniting faltering organization, motivating troops and even changing national policies for the better.
It's your job as a leader to motivate your employees to keep a positive outlook and give their best performance. Studies show that hope, optimism, and other positive emotions promote the qualities your company needs to cope with the economic downturn, such as innovation and creativity. Employees who address problems with and attitude geared toward action and solution will produce the results you need for your business to be successful.
3. Purpose
Day to day job duties typically do little to remind a worker of the reasons their work is important over the long run. Take opportunities to remind your staff that their work has great meaning to the overall success of the company. Even hearing a simple reminder that their work matters will invigorate them to up their performance level and take action.
A leader should always lead toward a positive path forward, and also be clear as to what the goals of his employees and the company as a whole are, according to Jim Owens, Senior Vice President for North America operations of H.B. Fuller. A serious error Jim has seen many managers make is to leave the purposes they want to achieve up to the employees to translate, and giving no clear direction for how to achieve it, leaving them to attempt it on their own.
4. Engagement
The final element of the COPE model is engagement. Engaged employees understand and care about what is happening and what the company's strategy is for moving forward. They also feel that they have meaningful ways to contribute.
Engagement means actively involving your employees in looking for solutions. When your organization is dealing with challenges, provide opportunities for your employees to get involved in problem-solving. Doing so not only increases employees' sense of control, it also unites your organization and helps you come up with solutions!
One Denver based company, Sashco Sealants invited their employees to give cost-savings ideas for the company. They shared the dozens of ideas they received with team leaders of each specific unit within the company. The team leaders shared the suggestions with their team and reported the results back to senior management. The company has realized significant cost savings simply by involving the employees in the process.
To conclude, the COPE model is a method in which you can lead your employees in a positive, forward thinking way as well as create a work environment committed to creativity, direction and high performance.
In order to promote productivity, you need to help your employees figure out what to focus on and what actions to take. In my work, I've found that four powerful feelings help employees move from anxiety to action. These feelings include a sense of:
Control Optimism Purpose Engagement
Here are tips for helping employees move from anxiety to COPE feelings.
1. Control
The prosperity of our country seems out of control, and this is a key reason for so many people's fear. No one wants to feel out of control. As a manager, a critical job is to help your staff cope with the uncertainty they face by helping them see where they can regain some control over their futures.
Yes, the current economy and the problems that come with it are troubling, but there doesn't seem to be a point in stressing over a situation out of our control. It is more critical to focus your employees on those things they do have impact on, such as customer service and sales production, which will make them feel more in control of their immediate situations.
You, as a leader, may have to give up some of your control so that your employees can feel properly engaged with the decisions that affect their lives. If you give the impression that "you know best", you will only foster mistrust and disengagement among your employees. You need to help them to get involved in those areas that they can control.
2. Optimism
History has proven time and again that good leaders use optimism as a core strategy in re-igniting faltering organization, motivating troops and even changing national policies for the better.
It's your job as a leader to motivate your employees to keep a positive outlook and give their best performance. Studies show that hope, optimism, and other positive emotions promote the qualities your company needs to cope with the economic downturn, such as innovation and creativity. Employees who address problems with and attitude geared toward action and solution will produce the results you need for your business to be successful.
3. Purpose
Day to day job duties typically do little to remind a worker of the reasons their work is important over the long run. Take opportunities to remind your staff that their work has great meaning to the overall success of the company. Even hearing a simple reminder that their work matters will invigorate them to up their performance level and take action.
A leader should always lead toward a positive path forward, and also be clear as to what the goals of his employees and the company as a whole are, according to Jim Owens, Senior Vice President for North America operations of H.B. Fuller. A serious error Jim has seen many managers make is to leave the purposes they want to achieve up to the employees to translate, and giving no clear direction for how to achieve it, leaving them to attempt it on their own.
4. Engagement
The final element of the COPE model is engagement. Engaged employees understand and care about what is happening and what the company's strategy is for moving forward. They also feel that they have meaningful ways to contribute.
Engagement means actively involving your employees in looking for solutions. When your organization is dealing with challenges, provide opportunities for your employees to get involved in problem-solving. Doing so not only increases employees' sense of control, it also unites your organization and helps you come up with solutions!
One Denver based company, Sashco Sealants invited their employees to give cost-savings ideas for the company. They shared the dozens of ideas they received with team leaders of each specific unit within the company. The team leaders shared the suggestions with their team and reported the results back to senior management. The company has realized significant cost savings simply by involving the employees in the process.
To conclude, the COPE model is a method in which you can lead your employees in a positive, forward thinking way as well as create a work environment committed to creativity, direction and high performance.
About the Author:
Wendy Mack is a professional mentor, coach, and author with a focus in leadership and change management. Contact Wendy at, or get her free e-book, Transforming Anxiety into Energy at www.WendyMack.com.
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