TIP OF THE MONTH ARCHIVE 2002-2003
DECEMBER 2003 / JANUARY 2004:
ASK FOR HELP
A survey developed by OfficeTeam found that not asking people for help is the top-networking mistake. If you're lost you ask for directions.
When you have a question use your NAER resources. Go to Dialogue to ask or answer questions. Look up resources. Go to member directory and contact another member for answers or opinions. Look up survey results. Don't make a mistake --Ask for help!
With the New Year fast approaching, celebrate teamwork by creating a calendar with photos of all your employees and display in a prominent location.
PRAISE ACCOMPLISHMENTS IN PRINT!
Acknowledge an employee or team with a featured article in a unit’s newsletter or status update. Your team will be uplifted by seeing their name in print.
WHAT ARE YOUR SUMMER VACATION PLANS?
Start your next staff meeting with this simple question. It's a wonderful way to send the message that you encourage your people to balance work and play. Too often, managers regard summer vacations as an "interruption" of the work flow.
And don't forget to share your vacation plans with your staff to let them see the "fun" side of you, too!
CELEBRATE JULY NATIONAL ICE CREAM & HOT DOG MONTH
DID YOU KNOW...
January 8 is Show & Tell Day at Work.
Employee Appreciation Day is the first Friday in March.
April 24 is Administrative Assistant's Day.
National Boss Day is Oct. 16.
Discover a distinctive day to commemorate or choose a wacky holiday and celebrate with your employees. Check out Holiday Insights.
Oh and by the way,
July 15th is Ice Cream Cone Day
Make mine chocolate chip cookie dough on a sugar cone.
When your team reaches its performance goals or hits a milestone, treat everyone to ice cream.
Stage a "raid" on the local Baskin-Robbins or scoop up sundaes in the conference room.
Just make sure you give everyone a little time to savor their accomplishments along with the frozen delights!
"Make good habits and they will make you." - Parks Cousins
Want a tool that guarantees the recognition you've given is committed to memory? Tell a story.
"Once upon a time . . ." No -- not that type of story. Once you've recognized an individual's superb performance, tell the story at your next staff meeting. Better yet, entrust your employee to tell the story. This makes the employee feel good, reinforces your confidence in their abilities, and allows co-workers to join in the celebration. Storytelling perpetuates a rock-solid commitment to service excellence.
"The highest reward for a person's toil is not what they get for it, but what they become by it." - John Ruskin
How much does it cost your company to replace an employee? $ 6,000.00--that's what one telecommunications company recently calculated. Add it up. There's the exit interview, administrative activities, help wanted ads, interview time, replacement and training costs of education, and coaching. Calculate your turnover, multiply it by your replacement cost, and make sure you're sitting down when you do it. If your employee turnover is high, find out why.
Here are some successful strategies to lower turnover.
Offer new hires retention bonuses payable after 6, 12, and 24 months instead of signing bonuses.
Set up an internal career center where employees can attend lunch-and-learn seminars to offer career opportunity and growth.
Create an electronic campus for employees providing professional development resources.
Offer more autonomy and flexibility in day-to-day work.
Provide an online mentoring program.
Offer formal and informal recognition programs to ensure employees feel valued and appreciated.
The Container Store provides 235 hours of formal training for first-year, full-time employees. (The Container Store’s Barbara Anderson will be presenting at The National Association For Employee Recognition's 6TH Annual Sharing Conference. Remember, it's not what your employees get, it's what they become. Help them become better.
"When you hire people who are smarter than you are, you prove you are smarter than they are." - R.H. Grant
Following R.H. Grant's philosophy, you've surrounded yourself with strong employees, built a veritable fortress of strength, now you must maintain it. If neglected the strongest walls crumble and, gasp, your most dedicated employees leave. Recognition is the superglue that retains employees and holds a business together. The most beneficial recognition comes from you, the supervisor. "But I have 10,000 employees!" you whine. Not to worry, the next best form of recognition is peer to peer. Are your walls wobbling? Start that Recognition program today!
"Opportunity is missed by most people, because it's dressed in overalls and looks like work." - Thomas Edison.
During this holiday season does it all look like work? Meeting deadlines, shopping for gifts, decorating the house and racing to parties can turn festive into frenzied. If you find tempers flair and moods swing, don't fret. Stop. Stop envisioning that elusive Norman Rockwell Christmas; if it doesn't exist in your house, odds are it never did in the Rockwell's either. So stop it. Stop spending more than you should. Stop racing around.
Don't miss your opportunity to find the reason for the season. Tis the season to be merry, and this year you define what merry means. If it's taking a walk on a cold, clear night, do it. If it's watching the entire 24-hour movie marathon of "The Christmas Story," do it. Surround yourself with your favorite people and relax. You may be surprised by the results. You'll be smiling more and coincidently your co-workers and staff will start smiling too.
Low cost / no cost recognition works when it is shared sincerely, in a timely fashion, and in a way that is meaningful to the recipient. A simple round of applause in a team meeting for your star performer can be an important recognition of his/her accomplishment. Share the details, reinforce what went "right" and share YOUR appreciation promptly.
Here's another example. Blast them! Send a blast voicemail and/or email highlighting an accomplishment by an individual or team. This is a quick way to reinforce key behaviors and messages.
Don’t wait for “the end.” We often wait to celebrate until the end of a project. Instead, select several milestones along the way and pause to reflect on your team’s progress. It will re-energize and motivate people when they need it most.