17After his appointment, the new Deutsche Bank CEO Christian Sewing has written a staff letter. There are some passages that show how you should not do it.
The greatest esteem is not given to the employees, but the predecessor John Cryan. Sewing writes: “First of all, I would like to thank John for our almost three years together on the Board and for his tremendous commitment to our bank. He has led us through extremely difficult times (…) “.
After this entry, a song of praise follows on the own company and the quality of the balance sheet. This puzzles something, since the bank has been writing only red numbers for three years. One way to sincerely praise employees would be to prioritize their commitment and to acknowledge the mistakes made by management.
Afterwards the employees only get to hear what they have to improve. For example, “regain the hunter mentality” or “raise the bar again”. In addition, “setbacks as in the fourth quarter of 2017 (…) may under no circumstances be repeated”. An exact strategy, how this is to succeed, does not learn the coworkers. They only get to hear that the future management will not accept any further failure of the goals and will crack down hard. That’s no motivation, it sounds like a threat.
Finally, Sewing states: “Nobody will give us something. We will have to fight and I am ready with my team. Because it’s worth it! “For all the bonuses cash is definitely worth it. An incentive for the rest of the workforce is not specified.
IF YOU LIKE A LETTER TO YOUR EMPLOYEES AND WISH TO MOTIVATE THEM, YOU SHOULD NOTE THESE POINTS:
1. Mention how important the contribution of the employees is.
2. Formulate clear calls for action.
3. Highlight concrete incentives.
At the DICT Leadership Training, we help you to communicate in a way that you win people over. This strengthens your image and helps you to successfully position yourself in the company.
Photo: Deutsche Bank (https://www.db.com/newsroom/de/bilder.htm?album=3912&page=2#preview-media-527143)