"Tis the season for merriment, joy, and... recognition?
Yes! Now more than ever, employees need an extra boost to help keep them happy and motivated. Your employees have been worried about economic security for more than a year now, and it's time to bring some joy and merriment back into the workplace.
So this season, take a different approach to employee gift giving. Instead of buying a one-size fits all purchase that covers the masses, invest a little time and energy into something special. I know, I know... you don't have a lot of time for shopping and wrapping. But do you have a few minutes to think about what is meaningful for each employee? I hope so. Time spent here will reap huge benefits in the long run. Here are some easy, low cost ideas for bringing the joy back to your office:
1. Decorate. Bows, wreaths, candles, and tinsel. Stay away from religious decor, but throw up some lights and garland for a fun and festive work environment.
2. Organize a "secret giver" game - with a twist. Instead of gifts, play the game with random acts of kindness. Clean a desk, organize a book shelf, scrape the ice off a windshield, deliver a cup of coffee. Make it fun without the cost.
3. Have a party. Sometime before the first of the year, get your people together and celebrate. To cut costs, have it in the afternoon with appetizers and cookies. Give everyone the rest of the afternoon off to relax.
4. When gift giving, remember to make it small and meaningful. A handwritten note of appreciation for specific contributions throughout the year will be cherished by most employees. If you want to purchase gifts, make sure you find out what the employee really wants. If you don't know, ask around. Do they love the movies and would appreciate a gift certificate to the cinema? Are they a wine connoisseur and would appreciate a wine of the month membership or basket of wine? Would they enjoy a day at Nickelodeon Universe with their children? A magazine subscription to their favorite publication? Most gifts can be purchased online and require very little running around. You can give a personalized gift without the extra effort!
If none of these options are right for you and your company this year, find something else. Make it personal, meaningful, and lasting. It is an investment into the health of your strongest asset - your people.
Monday, November 30, 2009
Friday, November 6, 2009
H1N1 Help
Take Care of Employees
•Encourage workers to practice good cough etiquette and hand hygiene and to clean shared work areas—computer terminals, phones, conference rooms, etc.
•Take particular care of employees with known serious health conditions, as they are more susceptible to the H1N1 virus. Consider allowing them to work separately from others or from home during an outbreak to minimize exposure.
•Keep an eye on employees. If someone shows flu symptoms (see below), ask them to go home. Don’t pressure them to return to work before their fever has broken.
•Know who to contact if one of your employees is ill. The company may choose to inform others in your work area that they may have been exposed to the H1N1 virus.
•Be a good role model. If you are sick, stay home.
•Stay in periodic contact with ill workers who are at home.
•Don’t discriminate against people who might have H1N1 flu or have been exposed to the virus.
•Know your company’s leave policies so that you can explain them to your employees. Apply them consistently to all of your employees.
Keep Business Moving
•Identify critical functions and the skills needed to complete them.
•Inventory your employees’ skills. Who has the skills to complete critical functions?
•Cross-train workers so more employees can complete more critical functions.
•Identify which workers can serve as substitutes for others.
•Keep an eye on absentee rates. If they appear to be rising, get ready to move your employees into their cross-trained roles. If any of those roles require certification or other preparation, make sure the cross-trained employees are up-to-date before moving into their new roles.
•Consider virtual meetings instead of face-to-face gatherings. Try to limit contact among employees to halt the spread of the virus.
•If possible, allow employees to work staggered shifts to reduce the number of people in the workplace. Allowing workers to commute outside of rush hour can also help reduce contact with potentially ill people on mass transit.
•Find out if you are authorized to make decisions about activating emergency plans.
•Encourage workers to practice good cough etiquette and hand hygiene and to clean shared work areas—computer terminals, phones, conference rooms, etc.
•Take particular care of employees with known serious health conditions, as they are more susceptible to the H1N1 virus. Consider allowing them to work separately from others or from home during an outbreak to minimize exposure.
•Keep an eye on employees. If someone shows flu symptoms (see below), ask them to go home. Don’t pressure them to return to work before their fever has broken.
•Know who to contact if one of your employees is ill. The company may choose to inform others in your work area that they may have been exposed to the H1N1 virus.
•Be a good role model. If you are sick, stay home.
•Stay in periodic contact with ill workers who are at home.
•Don’t discriminate against people who might have H1N1 flu or have been exposed to the virus.
•Know your company’s leave policies so that you can explain them to your employees. Apply them consistently to all of your employees.
Keep Business Moving
•Identify critical functions and the skills needed to complete them.
•Inventory your employees’ skills. Who has the skills to complete critical functions?
•Cross-train workers so more employees can complete more critical functions.
•Identify which workers can serve as substitutes for others.
•Keep an eye on absentee rates. If they appear to be rising, get ready to move your employees into their cross-trained roles. If any of those roles require certification or other preparation, make sure the cross-trained employees are up-to-date before moving into their new roles.
•Consider virtual meetings instead of face-to-face gatherings. Try to limit contact among employees to halt the spread of the virus.
•If possible, allow employees to work staggered shifts to reduce the number of people in the workplace. Allowing workers to commute outside of rush hour can also help reduce contact with potentially ill people on mass transit.
•Find out if you are authorized to make decisions about activating emergency plans.
Thursday, November 5, 2009
Keep Your Best!
Byam, who is managing partner at the employee recognition firm The Terryberry Company, offers eight keys to successful retention:
1. Start Retaining on Day One
The first week of a new job is an extremely impressionable time, and it represents an important opportunity to build a productive and fulfilling relationship between the new employee and the business. (At Founders Bank & Trust, President Laurie Beard personally meets with every new employee and presents him or her with a Welcome Aboard award.)
2. Exhibit Continuing Confidence
Remember, says Byam, that one of the best and most motivating forms of recognition you can provide is your continuing confidence in your employees' ability to meet new challenges. Dare to believe in them fully and keep raising the bar by coming up with new assignments that test their skills and their creativity.
3. Try to Include Significant Others
Whenever possible, involve co-workers' significant others in recognition events and other important career moments. Byam says that you'll be sending a powerful message: "We value you and your family, and we want to keep you with us."
4. Keep Asking About Goals and Aspirations
How can you know what will motivate and inspire employees if you don't ask? From time to time, take a valued employee to lunch and use the time to pose several key questions. What do you like most about your job? What is your most exciting and thrilling challenge? If you could go anywhere you wanted in this organization, where would it be?
5. Encourage and Reward Career Growth
Support your employees' desires to acquire new skill sets and don't miss the opportunity to acknowledge those achievements, suggests Byam. A more highly trained workforce stands a better chance of succeeding in the global marketplace.
6. Blow the Trumpet for Your People
Get the word out about successful workers and their accomplishments. Imagine how proud your employees will feel when a neighbor or buddy comments about seeing their accomplishments highlighted in the newspaper, Byam says.
7. Find Interesting and Entertaining New Ways of Saying Thanks
Make sure everybody in your organization gets to participate in the recognition experience, Byam says. In North Andover, Massachusetts, a large retirement community recently came up with a fun bingo-based recognition game. When one of their employee teams reaches a production or service goal, they reward the entire staff by launching a day-long bingo game.
8. You Get What You Reward
Want your employees to stay with your organization? Show them that their service is valued and appreciated by recognizing it, says Byam. Successful organizations build employee relationships that are fulfilling for their people and for the business.
1. Start Retaining on Day One
The first week of a new job is an extremely impressionable time, and it represents an important opportunity to build a productive and fulfilling relationship between the new employee and the business. (At Founders Bank & Trust, President Laurie Beard personally meets with every new employee and presents him or her with a Welcome Aboard award.)
2. Exhibit Continuing Confidence
Remember, says Byam, that one of the best and most motivating forms of recognition you can provide is your continuing confidence in your employees' ability to meet new challenges. Dare to believe in them fully and keep raising the bar by coming up with new assignments that test their skills and their creativity.
3. Try to Include Significant Others
Whenever possible, involve co-workers' significant others in recognition events and other important career moments. Byam says that you'll be sending a powerful message: "We value you and your family, and we want to keep you with us."
4. Keep Asking About Goals and Aspirations
How can you know what will motivate and inspire employees if you don't ask? From time to time, take a valued employee to lunch and use the time to pose several key questions. What do you like most about your job? What is your most exciting and thrilling challenge? If you could go anywhere you wanted in this organization, where would it be?
5. Encourage and Reward Career Growth
Support your employees' desires to acquire new skill sets and don't miss the opportunity to acknowledge those achievements, suggests Byam. A more highly trained workforce stands a better chance of succeeding in the global marketplace.
6. Blow the Trumpet for Your People
Get the word out about successful workers and their accomplishments. Imagine how proud your employees will feel when a neighbor or buddy comments about seeing their accomplishments highlighted in the newspaper, Byam says.
7. Find Interesting and Entertaining New Ways of Saying Thanks
Make sure everybody in your organization gets to participate in the recognition experience, Byam says. In North Andover, Massachusetts, a large retirement community recently came up with a fun bingo-based recognition game. When one of their employee teams reaches a production or service goal, they reward the entire staff by launching a day-long bingo game.
8. You Get What You Reward
Want your employees to stay with your organization? Show them that their service is valued and appreciated by recognizing it, says Byam. Successful organizations build employee relationships that are fulfilling for their people and for the business.
Give
Maybe its the fact that the holidays are coming, or perhaps it is prompted by the fact that money is tight. But I'm thinking a lot about how I can give without buying anything.
Today, I join my business networking group at Feed My Starving Children to pack meals for children who would otherwise go hungry. Last week, I collected and donated over 20 coats to People Serving People. I don't say this to congratulate myself, instead I am recognizing that, while each of these things might be important - they are small acts and make me hungry to serve more. I find myself continuing to search out opportunities to give.
I hope the beginning of a chilly season stirs a warm feeling of giving in you. And whether you give monetarily, of your time, or by being a friend to someone - it is all important.
Ericka Heid
HR Now
www.h-r-now.com
Today, I join my business networking group at Feed My Starving Children to pack meals for children who would otherwise go hungry. Last week, I collected and donated over 20 coats to People Serving People. I don't say this to congratulate myself, instead I am recognizing that, while each of these things might be important - they are small acts and make me hungry to serve more. I find myself continuing to search out opportunities to give.
I hope the beginning of a chilly season stirs a warm feeling of giving in you. And whether you give monetarily, of your time, or by being a friend to someone - it is all important.
Ericka Heid
HR Now
www.h-r-now.com
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