Incent, Inspire, Empower: Practical Situational Leadership with Rosy Rocha

In a recent post for the Small Giants Community blog, Ruby® Founder and CEO, Jill Nelson underlines the value of creating a service-driven culture. “Whatever your line of work, a service-driven culture fosters happy customers and employees, and that translates to increased revenue and business growth,” she notes.

If your business is anything like Ruby, establishing a culture of service is table stakes. We take our service-delivery pretty seriously and we couldn’t offer the unparalleled level of service we’re known for without Incent, Inspire, and Empower®, our unique management philosophy.

Meet Rosy, Ruby’s first bilingual team leader

Creating Community at Ruby: Rosy RochaThere is perhaps nothing more daunting in your career than to start a brand-new team from scratch. Not only that, but also to pioneer a first-time service offering and lead your team in meeting company-wide service standards in an entirely different language!

Bilingual Receptionist Cultivator, Rosy Rocha is the intrepid Ruby responsible for creating and maintaining Ruby’s Spanish service delivery. And she’s relied heavily on Incent, Inspire, and Empower to get her there!

“As a manager of a team and Ruby’s bilingual service, the IIE philosophy gives me the opportunity to genuinely practice situational leadership. It helps me know each team member a little better and supports me in keeping them motivated and engaged!”

Incentives in Action

At Ruby, we incent around the things that matter (i.e. the things that help us deliver on our mission and keep us living our core values). How? This question is really all about where we place our time and resources. So, on the most basic level, we are committed to compensating our staff well by offering competitive wages and top benefits.

We also recognize our employees and their accomplishments at every opportunity. And we make sure that these recognitions are directly linked to our mission, vision, and values. A great example of this recognition is Ruby’s Five-at-Five Sabbatical Program, which employees become eligible for after five years of service.

A sentiment to our newest core value, Grow, the program helps Rubys realize a dream they may not otherwise have the chance to realize. Given five weeks and a little seed money, our employees have lived some pretty incredible dreams.

These things are obviously company-wide, so how do you find ways to incent employees at the manger level? Give your leaders the tools to get creative!

Rosy recently found a great way to reach an employee who was struggling with their timeliness. “Using my ‘incent’ tool I promised this receptionist hand-delivered coffee for every two weeks they went without a timeliness incident. This is such a small treat, maybe $4-$5 every two weeks, but it really helps having something to look forward to.”

Bring it home: Think about your business. How do you provide company-wide incentives to keep your employees engaged with your mission? Challenge your leaders to find personal ways to incent their team members!

Inspiring by Example

Hearing about the success of others, or seeing it in action firsthand, keeps employees motivated to strive for their own success. Ruby’s dedicated compliment email inbox, werock, is inspiration central! Every compliment a Ruby receives is recorded and sent in an email to the entire company. These emails are an inspirational reminder of the direct impact our mission of creating personal connections has on the world.

But sometimes, seeing someone else succeed in the moment can bring the biggest inspirational, “ah-ha” moments. Rosy agrees. “When I find that I have a receptionist struggling with guiding callers confidently, I have them observe another person on the team who had that same challenge and is now thriving in their role. This also keeps that model receptionist inspired to be an example of what their newer teammates can strive for.”

Bring it home: Inspiration comes in many forms. Make sure to find the right storytelling or success-sharing avenues for your business and encourage your leaders to inspire by example!

Providing the Tools to Achieve

When you empower your employees to not only have big ideas but provide them with the tools to execute on them, they feel more engaged and you may just find the answer to a question you didn’t even know you had!

Ruby provides each employee with a bank of culture funds each year to make Ruby a better place and create community. The money is theirs and they can use it all at once, piece it out, or join others and contribute it to a bigger project. Employees have used these funds to contribute to Ruby’s culture with fitness equipment, kitchen gadgets, and a host of one-of-a-kind events.

Rosy recently faced a unique challenge to find resources for employees who wanted to improve their Spanish. To help with this challenge, she called on one of her employees with an extensive background as a Spanish interpreter. “I know that using this experience makes her proud and fosters her happiness at work. I empowered this employee to brainstorm a solution to help those wanting to improve their bilingual skills. She now is the proud leader of Ruby’s Spanish Club. Knowing that she is empowered at Ruby to host her meetings in our office, to set her own schedule and style; she’s been able to foster her vision of the Ruby Spanish Club. And innovated a solution to one of my biggest struggles!”

Bring it home: What tools can you provide your employees to help them execute on their big ideas? Faced with a particularly sticky challenge? Think of ways you can involve your employees in the brainstorming process!

This post appears as part of our Incent, Inspire, and Empower series, where we share personal stories from Ruby’s leaders. You can catch last month’s post, Managing Mangers, here.

Incent, Inspire, Empower: Managing Managers

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