Annual Letter to Employees from the President & CEO
As the CEO it’s my job to set the tone of the organization for the upcoming year. For us in 2014 we want to make sure we stay true to our vision and values as well as keep focus on the core business, something that we didn’t do in the past. As a manager or leader of your department or organization, you must set the tone for your team. Nowhere in a business is influence more valuable than where tone is set from the top
Here’s a copy of our annual letter from the President & CEO that we sent out to our 33 employees:
Nick and I would like to thank you for all of your hard work and outstanding contributions this year. We know how much time and energy this company demands and we deeply appreciate all of your efforts to make it a fantastic success. Our loyal customers can always count on you, your team can always count on you, and we can always count on you to go that extra mile. We have to thank you again for all you do for FCP.
2013 was a transformational year for us. We have enjoyed double-digit revenue growth bringing us to nearly $15 million in annual sales, we returned to profitability; and, most importantly, we re-established our values and made significant improvements to the organization developing a solid culture of service, support, and recognition.
As we grow and become more successful, it tends to attract bigger and better opportunities. As we succeed, a key challenge becomes prioritizing those opportunities, and what we’ve learned from experience is that trying to do too much results in a lack of clarity, over-commitment; and we wind up disappointing people, exhausting ourselves, or simply failing.
To prevent this complexity we have made a commitment to only pursue opportunities that help strengthen our core business, the core that has produced over a decade of remarkable revenue growth, the same one that has helped us through 2013 stronger than ever.
Now, we have a simple goal for 2014: Stay focused, follow our vision, aim for simplicity, and continue building our great team. We have committed ourselves to never lose sight of what we are trying to achieve. We will continue to focus our energy and attention on our vision: to set the standard for quality and service in the automotive industry.
FCP is entering a new era, in a new facility, with great talent, and a great plan.
Let’s welcome 2014 as our new home, we’ve all earned it.
Happy New Year,
Nick & Scott
What did you do to set the tone for your department or organization for 2014?
Constructive Criticism: 3 Simple Ways to Give Effective Negative Feedback
Let’s skip the “praise sandwich” and learn how to give candid constructive feedback.
In my previous article, The Power of Positive Reinforcement, I emphasized the importance of recognizing and reinforcing positive behaviors. There comes a time though when delivering negative feedback is inevitable. Most managers in my experience find it very difficult to give negative performance feedback, but if you show that you are motivated by the desire to help and not to punish, it doesn’t have to be an unpleasant task. Here are three ways that I preface constructive criticism or negative feedback to encourage my employees and keep them motivated:
Let them know that they are valuable enough to invest time and resources into them:
“I appreciate all you’ve done for us. The company is very supportive of your efforts and committed to putting resources behind your growth and development. There are a few areas where I think we can make some improvements to make an even bigger impact on the organization. “
Let them know that you are supportive of their development and success:
“You’ve shown a lot of commitment to this organization and drive to improve yourself. I know you have ambitions and want to improve so please realize that as your manager, I’ve got to be hard on you. “
Let them know that they contribute to the success of the organization:
“You’ve really made a difference here. I’m glad you joined the team and I’m happy to see the progress you’ve made. If you put in more time in these areas I know you can add even more value to the organization. “
Remember, the goal of any feedback, positive or negative, is to improve the behavior of the other person to bring out the best in your entire company. Learning how to deliver negative feedback will produce positive results and strengthen the relationships with your employees.
So, how do you give negative feedback? I would love to hear your thoughts!