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Give Your Employees Tools to C.O.P.E.

Nov 14, 2009 Business Management

It is hard to motivate employees, especially during tough economic times. They worry about losing their jobs, and this fear diverts their attention from producing at the levels needed to succeed.

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

One of the reasons that the current situation is so frightening to so many people is because it feels as if our economic well-being is out of our control. As human beings, we don’t like it when we aren’t in control. Leaders can help employees deal with uncertainty by helping them regain a sense of control.

Although the economic problems are worrying, there is no real point in worrying about something we cannot control. By getting your employees to focus on customer service and productivity, you can allow them to regain a sense of control.

As a leader, it may be necessary to relinquish some of your personal control to give your employees the empowerment they need to feel they are making decisions that will improve the company and their lives. A manager that tries to force their opinions on a staff will create nothing but suspicion and antipathy from their staff. It is critical that your employees are fully involved where they can make a difference.

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.

Leaders in a company must be able to inspire their employees to be positive and give their best on a consistent basis. It has been proven by countless studies that creativity, innovation, and other qualities needed to cope with the current economic factors are best fostered when the workforce feels positive emotions such as optimism and hope. The leader who can motivate employees to face challenges with a “can-do” approach will be much more likely to solve the business problems they need to in order to be successful.

3. Purpose

When people are working on the tactical details of day-to-day operations it’s easy to become myopic and stressed about the short-term. Look for opportunities to remind employees of the greater purpose behind their work and the organization. The simple act of stating, “what you do, matters” helps to energize people and inspire 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.

You help your employees to engage by giving them solid, active ways to find solutions to the challenges you face. When there is a problem in the company, give your staff the chance to participate in the brain-storming and problem solving sessions. Your employees will feel more in control, as well as giving you more ideas and possible solutions to propel your company to the next level!

Denver-based Sashco Sealants recently invited employees to submit cost-savings suggestions. The dozens of suggestions they received were shared in weekly “huddles” with representatives from each function and unit. Each team was encouraged to implement the ideas and then report back on results. The company is already reporting significant savings.

The COPE model of leadership in change is a positive, proactive leadership tool that will help you to realize the most from your employees, as well as provide a creative, innovative, purposeful and productive work environment to your staff.

Wendy Mack is a professional advisor, trainer, and author focusing on leading and communicating change. Contact Wendy at, or Download her free e-book, Transforming Anxiety into Energy at www.WendyMack.com.

Tags: Business, Business Management, Career, change management, executive support, leadership, management, motivating employees, Self Improvement, team leading