HR Forum: employee morale

Showing posts with label employee morale. Show all posts

Breathing new life into your employee of the month program

Does your company have an employee of the month program that is falling short of your expectations? Or worse yet, it appears to be a complete failure? Don’t give up on it! It may just need a few tweaks to get it back on track in 2012.

First, think about what’s not working and why you’re struggling with running an employee of the month program. Here are some suggestions on how to address some of the more common shortfalls:

Not enough nominations each month -- Your program may be lacking the awareness, and constant reinforcement, it needs. Display fun, promotional posters in lunch and break rooms, send out reminder emails to submit your nominations, talk up the program and why it exists at regular department meetings, and give each winner his or her moment in the spotlight through coverage in newsletters, on the intranet and in announcements at company-wide meetings.

Perception that program is a popularity contest or unfair -- Certainly, some employees are “negative Nellies” and will find fault in anything you do to improve employee morale and motivation. But what about the well-meaning employees who dismiss your program because they think it’s based on favoritism? The best way to prevent (or counteract) this perception is to clearly state the award criteria to your staff, and make sure everyone has a chance to nominate an individual -- not just coworkers or a narrow group of middle managers.

Employee morale remains low -- Understanding employee morale isn’t a one-size-fits-all formula. What puts a spring in one employee’s step may leave another employee cold. That’s why your employee of the month program needs to be part of a company culture that treats employees with respect, encourages positive interaction between coworkers, and values regular, constructive feedback between employees and their bosses. Without this foundation, employees probably won’t rally around your program and may consider it a weak attempt to enhance workplace motivation when their other needs are not being met.

Lack of enthusiasm about the actual award -- What are the employee of the month awards you give out? Perhaps that’s what is falling flat, and not the program itself. It may be time to introduce a new award -- whether it’s a more modern plaque or award, a colorful candy jar or a snazzy, engraved pen. And don’t forget to attach the award with a special workplace perk, like a reserved parking space or extra time off. You may want to provide a few options, as well. Some companies offer a choice of, say, three retail gift cards with the recognition award so winning employees can pick what shopping excursion they’ll enjoy most.

Do you appreciate your employees? 10 ways to show it!

Today's post comes from G.Neil's HR Library. Happy Thanksgiving, everyone!

Sitting down to a delicious Thanksgiving dinner wouldn’t be complete without giving thanks for all the good fortune and happiness of the past year. High on the list are the friends and family who bring us joy and enrich our lives.

Are you extending this same attitude of gratitude to the workplace? It’s been said that “Silent gratitude isn’t much use to anyone.” This is as true in the workplace as it is in our personal lives. Unless you’re focusing on the things your employees are doing right and rewarding them in immediate, tangible ways, your gratitude is as effective as a frozen turkey on Thanksgiving Day.

Here are 10 easy ways to express your appreciation and show employees that you value what they bring to the workplace:

1) Recognize birthdays and anniversaries. Most employees would be pleasantly surprised to receive a greeting card on their birthday or work anniversary. Especially if it’s signed by senior management and includes a personal message, it’s a small gesture with big impact.

2) Say thank you. “Thank you” – two small words with tremendous power. Whether you express it in a handwritten note, pull someone aside in the hallway or call out an accomplishment in a packed meeting, managers and supervisors should look for every possible opportunity to say thank you.

3) Point out performance. No achievement is too small, especially when it propels a bigger project or contributes to the overall success of your business. Give a pair of movie tickets to someone who reached her sales goal or a restaurant gift certificate to an employee who spearheaded a new initiative.

4) Establish an employee recognition program. If you haven’t done so already, kick off an employee-of-the-month program or wall of fame in 2012. These programs are ideal for demonstrating your appreciation on a consistent basis, while acting as an incentive for other staff members to step up their game.

5) Offer free food. It’s amazing what bagels in the morning or a sandwich platter at lunchtime can do to boost employee morale. In addition to enhancing everyday work routines with tasty fare, look for bigger ways to reward through food, like a luncheon for the department with the highest quarterly revenue.

6) Show respect. While this seems obvious, your demeanor with your employees makes a world of difference. No matter how stressed you are, you shouldn’t swear, lose your temper or ignore your employees. The little courtesies add up, so say please and thank you, keep your office door open, watch your body language and give your full, undivided attention when employees come to you with issues.

7) Touch base with employees. Hold meetings with individual employees or groups of employees several times throughout the year to address any lingering questions or concerns. Be open to their feedback and reactions to new company policies or developments, and update them on the steps you’ve taken to solve problems discussed in former meetings.

8) Let them park it. Reserve your best parking spots for employees who’ve gone above and beyond for the company. A prime parking space could be one of the rewards for the winner of your employee-of-the-month program.

9) Flex their hours. Flex time is a perk that most employees appreciate above all others. Explore ways to let employees telecommute, work a compressed workweek or leave early one day a week (assuming they’re meeting their obligations otherwise). Loosening the reins on a rigid work structure is a fantastic way to reward employees who have already earned your trust.

10) Conduct an employee satisfaction survey. Perhaps you don’t know what’s making your workers unhappy – or what they really want. An employee survey is a great way to capture their opinions in a safe, non-threatening manner. Break the survey into sections (such as “working conditions” and “company culture”), set up the survey in a format you can easily administer and discuss the results (and takeaways) among company management.

Holiday cards and employee morale: Don't underestimate the connection!

Carol and Megan are both hard-working, dedicated employees. And like many employees working for companies weathering the economic downturn, they’ve endured their fair share of challenges this past year: fewer resources, longer hours, added responsibilities, more stress.

Fast forward to the holiday season. One afternoon in early December, Carol picks up her mail and notices a special mailing from her company. She tears open the crisp, white envelope and pulls out a beautifully illustrated holiday card with a short, handwritten note inside. “How nice,” she thinks to herself and smiles, “that the company cared enough to do this.”

Megan works for a company that didn’t send holiday cards this year. “Times are tough,” the company’s president concluded, "and employees should be thankful they even have jobs. If things turn around next year, we’ll do more to motivate our staff.”

Who do you think feels better about her company right now? Who sees that her extra efforts matter – and that it’s worth enduring a few challenges when your company values its employees?

Don’t let this golden opportunity to reach out and recognize your employees pass you by. Sending company holiday cards and calendars makes sound business sense because they:

=> Demonstrate you value your employees, no matter how tough the conditions. During these economically challenging times, most businesses are running on leaner budgets and watching their every expenditure. For a healthy return on investment, however, holiday cards can’t be beat. A holiday greeting costs just pennies per employee, but yields significant returns through good will, enhanced morale and greater loyalty. It’s the perfect way to show you care about your employees – employees who, incidentally, kept your business thriving in spite of the economic downturn.

=> Stand out in a way that other forms of communication cannot. As a customer, how special do you feel receiving a mass e-mail from a company during the holidays? Or worse, no acknowledgment at all? It’s no different with your employees. A paper card shows a level of effort and attention on your part. More importantly, it gets noticed in the hustle and bustle of our fast-paced lives. You went out of your way to select the appropriate card, address it properly and even share a handwritten note. That single card is personal, it’s tactile and it rises above the electronic and digital noise of today.

=> Boost morale and lead to greater employee satisfaction down the road. Your employees are working harder than ever, but they will quickly burn out if you don’t take the time to recognize their efforts and thank them. It’s a proven fact that employees are more productive and effective when they feel appreciated, needed and noticed. Don’t make the mistake of hoping your employees know how much you depend on them. Take advantage of this time of gratitude and give a holiday card that sends the message, loud and clear, that your employees matter.

Ready to make a positive impression with your most valuable resource, your employees? Order your holiday cards now (at terrific "early bird” specials), then plan on reaping the rewards that come with wishing your workforce happy holidays and letting them know how important they are.

Happy Halloween at work -- It's not "witchful" thinking!

As kids, we couldn't wait to dress up as our favorite action hero or fairytale princess, parade through the neighborhood and collect scads of candy. And although we’re adults now, we’re still kids at heart, looking to capture a bit of that Halloween magic. Perhaps that’s why Halloween is the third-most-celebrated holiday after Christmas and New Year’s Eve.

What about your workplace? Will you be opening your doors to ghosts, goblins and good times this week? A Halloween “happening” may be just what your company needs to ease some tension and reconnect.

The benefits are sweet

“Why should we even bother with Halloween?” you may ask. In a word, because it’s fun. Now, more than ever, employees are feeling stressed and need permission to let their hair down and blow off some steam. Celebrating Halloween (and other holidays) at work is a perfect opportunity for promoting teamwork, improving morale and incorporating a little levity into the workday. These types of celebrations also foster a more positive company culture where employees enjoy coming to work.

Here are some ways to get creative and have some fun at the office this Halloween:

=> Dress the part -- Hold a contest for the best decorated workspace, best group costume and best individual costume. Encourage each department to meet once or twice before the big day to brainstorm themes and determine the ideal costumes to complement the theme.

=> Carve a pumpkin -- Don’t stop at costumes and decorations. Hold a competition for the best carved pumpkin, too. Distribute a pumpkin (and carving set) to each department prior to your workplace event, then see what funny, frightening or downright unusual designs they come up with. Display the pumpkins in a common area for everyone to enjoy.

=> Bring out the treats -- During lunchtime, set up a "Goodies Table" in the main lunchroom with Halloween-themed treats. In addition to the cookies and candy your company provides, request that interested employees volunteer their favorite sweets. Be sure to balance the sweet treats with some fresh apples, nuts and other healthier alternatives.

=> Award prizes -- Plan on having the management team judge all contests and at the end of the day, award prizes to the lucky winners. Store gift cards, a free lunch or a whimsical desktop award are all potential prizes. The more awards you can give out (1st through 3rd prize in each category, for example), the better.

A few words of caution …

On the one hand, Halloween is not connected with any particular religion so a diverse group of employees can enjoy the holiday. On the other hand, some religious groups take offense with the holiday’s pagan roots and reject it on that basis.

For this reason, you may want to call your workplace celebration a “Fall Festival” and make wearing costumes optional. More important, you’ll want to let employees know that revealing, offensive or off-color costumes are strictly prohibited. As an added precaution, specify these two additional costume rules: no masks and no toy weapons.

On the general safety front, discourage tricks, pranks and decorations that could scare others or pose a safety hazard.

Finally, it’s a good idea for HR to send out a memo or email outlining the guidelines for your Halloween celebration and stating that you expect all employees to be respectful and exercise good judgment.

Rudeness on the rise! How to banish bad attitudes in the workplace

Today's post was plucked from G.Neil's oh-so-plentiful HR Library. It's a terrific resource for the most up-to-date and useful HR news and insights from the experts at G.Neil.

Stressed out is one thing. Downright nasty is another.

Though some employees are able to keep a cool head when tensions mount, others are cracking under the pressure and taking it out on their coworkers. As a result, “workplace incivility” is on the rise, according to researchers at a recent American Psychological Association conference. And what, exactly, is “workplace incivility”? Basically, it’s disrespectful behavior in the form of rudeness, insults and generally crummy manners.

With researchers suggesting that 75 to 80 percent of workers have experienced ugly behavior while on the job, clearly workplace incivility is more than a few, isolated incidents. What about your workplace? If your employees’ stress levels are through the roof, chances are it’s showing in their actions and attitudes. Here’s what you can do to reduce some of that tension, while also encouraging more respectful, responsible behavior:

Confront the irritable individuals. In some cases, the problem may be specific to one or two “Sour Sallies” or “Cranky Carls.” Like with any other behavioral or performance issue, it’s up to the manager or supervisor to point out the problem and set expectations for change. If the employee is normally pleasant and productive, take a more sympathetic stance and try to get to the bottom of the matter. What can’t be tolerated, however, is if the employee is mistreating others to the point of harassment. This type of conduct needs to be addressed swiftly and thoroughly.

Allow telecommuting and other flexible options. Loosening the reins on a rigid work structure can make a big dent in employee attitudes. Consider letting employees telecommute, work a compressed workweek or leave early one day a week (if they’re meeting their obligations otherwise). Not only will most employees appreciate having to spend less money in gas every week, but they’ll also feel more productive and less burned out.

Extend more “thank yous” and compliments. When raises and other perks aren’t possible due to tough economic times, it is imperative that leaders and managers ramp up their recognition efforts. Heartfelt words of praise and encouragement have a way of immediately lifting spirits. Look for ways to call out a job well done, whether it’s submitting an error-free report, staying on task with a high-profile project or working well with others on a team initiative. And remember: Though it’s great to recognize the “big wins,” it’s also important to call attention to the smaller, everyday achievements. Tune into the “quieter” contributions that still make a difference in the business.

Roll out an employee wellness program.It’s widely recognized that regular exercise improves health and reduces stress. Even better, healthier employees make fewer trips to the doctor, reducing medical costs and insurance rates. Some idea to get employees moving: Organize a weekly walking program, offer mid-day yoga or meditation in a large meeting room, or arrange a deal with a local gym for discounted employee memberships.

Foster a more positive work environment. Is your corporate culture tired and draining, or vibrant and energizing? It starts with your leaders and managers and trickles down from there. What messages are they sending regarding the business and the role employees play in the company’s ongoing success? Especially during trying times, employees need to be kept informed and to know that “we’re all in this together.”

For other ways to boost corporate culture, display inspirational and motivational posters throughout the building, introduce team-building or motivational games as a part of staff meetings, and provide occasional social events on company time to strengthen camaraderie among employees and management.

If employee engagement and retention are your biggest concerns, you're not alone

According to a survey from the Society for Human Resource Management (SHRM), employee engagement will be the biggest HR challenge employers face in the next three to five years.

The concern ranked "very important," topping the list for 69 percent of HR professionals. Close on its heels was employee retention (63 percent), followed by employee recruitment (53 percent) and culture management (51 percent).

Luckily, 80 percent of the HR professionals who participated in the survey also shared that their companies have an employee recognition program. This is good news because recognition can be a big factor in whether or not employees are "plugged in" and, as a result, loyal. It's all related: Recognition feeds engagement, and engagement feeds retention.

Looking for ways to motivate your employees? Here are 10 simple ideas to ramp up your recognition efforts:

1. Leave a handwritten thank you card at their desk.

2. Appeal to their sweet tooth. Chocolate, candy and cookies always do the trick.

3. Buy them a small gift certificate to their favorite coffee shop.

4. Invite them to join you for lunch.

5. Sit down with them and have a sincere, non-work related conversation.

6. Recognize a star employee’s recent efforts at a company meeting, and give the employee a personalized certificate to mark the moment.

7. Find small gifts for hard-working employees to keep at their desk. Anything from fun-shaped sticky notes to a smart-looking pen will work.

8. Create an event. Have a crazy hat day or favorite sports team day; give an award for the best dressed.

9. Bring breakfast to the office.

10. Call employees into your office to tell them what a great job they’ve been doing lately.

Remember what Zig Ziglar once said, “People often say that motivation doesn't last. Well, neither does bathing - that's why we recommend it daily.”

It’s up to you to motivate your employees on a daily basis. Even something as small as a thank you note can go a long way.

The high cost of gas ... on our pocketbooks and our productivity

Soaring gas prices are a real pain. Not only on our personal finances ("can I afford this week's groceries AND a full tank of gas?"), but also on workplace morale. Not seeing the connection? The following article from G.Neil's HR Library sheds some light on the subject:

Most employers know about the impact of poor employee motivation, lacking of rewards or communication problems on employee morale and productivity. But have you factored in the price at the gas pump?

High gas prices are not only draining employees’ pocketbooks, but also their work productivity, according to Florida State University (FSU) researchers. In 2008, studies at FSU showed that the more employees must pay out at the gas pump, the more stressed they are at work, says Wayne Horchwarter, the Jim Moran Professor of Management at Florida State University’s College of Business.

Three years later, in an economy where job losses, underemployment and flat wages have hurt employee buying power even more, Dr. Horchwater's findings are even more significant. So what an employer to do?

Get creative with the high cost of employee commuting

The average commute time to work in this country is about 42 minutes. Double that to account for the trip home at the end of the day, and you have just under an hour and a half of non-productive employee time spent getting to and from work. And a lot of gas money.

For many employees, work means sitting in a an office or cubicle working on a computer monitor. So why all that driving? Habit. Tradition. Fear of loss of control. Maybe it's time to let those excuses go.

If your employees are suffering with the high cost of commuting, consider letting them work remotely two or three days a week. The savings in gas and auto wear-and-tear will feel like a raise to struggling employees. And your company will save on electricity, plus reap a reward in increase employee motivation and morale.

Flex your corporate muscles - and the schedule

In some businesses, being in a certain place at a certain time is critical. But does everyone have to start and end during rush hour? Offering employees the option of starting and ending before or after rush hour could save them money at the pump. Less sitting in traffic means a shorter commute and better gas mileage - a double win for employees hungry for fatter wallets and more time with family and friends. And a win for your company as employee motivation and morale starts to rise.

Pay salaries employees for work completed, not seats warmed

If a salaried employee comes in and works 14 hours on Monday, and 14 hours on Tuesday, and 14 hours on Wednesday, and gets everything on their plate completed, why are you making them come in on Thursday and Friday? Stop looking at work as hours on the job, or days of the week, and consider letting exempt employees work on a project basis instead. Apple, Google, Microsoft and other leaders in thought and technology work this way, so why not your company? Employees who are allowed to work on projects rather than hours report higher company loyalty, higher levels of employee motivation, and higher levels of productivity. And that doesn't even take into account the day or two a week of savings on gas and tolls.

If employee motivation matters, show it

When real buying power is dropping - and employee motivation and productivity is falling with it - employers need to address the problem. And when raises and bonuses aren't on the table, make sure something creative takes their place. Your business could depend on it.

Psst ... Most Americans actually like their jobs

That's right! According to a recent Gallup poll, 87.5 percent of American workers say they are A-OK with their jobs.

Tipping the satisfaction scale are those who earn higher salaries and college graduates. More than 91 percent of people bringing in $90,000 or more a year are content with their jobs. (While this drops to 82.1 percent for people who earn less than $36,000 a year, this is still a strong showing). In addition, college grads are more likely to claim they're satisfied than those with less than a high school diploma.

Whites are the most satisfied of all racial groups, and there's no satisfaction gap between men and women. Guys and gals reported fairly equal levels of job satisfaction in the survey.

So if you're white, a college graduate and making close to six figures, you have every reason to whistle while you work!

No more pity parties ... time to throw a pizza party!

Ahhhh, the power of pizza. It's amazing how a fresh-baked pie, piled high with your favorite toppings, can make any gathering or get-together that much better. Recruiting a group of friends to help you move? Order pizza! Staying in to watch the big game? Order pizza! Hosting a backyard birthday bash? Order pizza!

Want to show 14,000 employees that you appreciate all their hard work and dedication? Order a truckload of pizza!

You heard that right. Men's Wearhouse Inc. recently arranged a surprise pizza delivery to every store across North America - to the tune of more than 42,400 pizza slices at 1,200+ store locations throughout the U.S. and Canada.

The reason? "The belief that our company should be a fun and rewarding place to work is central to our corporate culture," said Julie Panaccione, VP of Events, who coordinated the delivery. "Pizza was just one way to express our gratitude for each and every one of our associates' efforts."

The pizza extravaganza is another example of how Men's Wearhouse puts its money where its mouth is. It also throws annual black-tie parties, maintains on-site child care and offers fully paid work sabbaticals. The company, which was founded on the principle that it's more than "just a job," is obviously doing something right. Earlier this year, Men's Wearhouse made FORTUNE's "100 Best Companies to Work For" list for the 10th time since 2000.

Although I recognize that times are tough and that not every company can afford an all-out pizza blitz to reward its employees, I'm certain we can all learn something from this retailer's initiative. Whether it's a hand-written thank you note or a shout-out at the next company meeting, making an effort to single out and applaud your employees matters. That is, if employee motivation, employee morale and employee satisfaction matter. Human resource management means many things, but nothing will contribute more to your company's success than employees who feel necessary and needed.

And I repeat ... Nothing will contribute more to your company's success than employees who feel necessary and needed.

So you might hold the onions or anchovies, but don't hold the praise! For more ideas and insight on employee motivation, take a look at this article in our HR Library.

One in three employees is ready to walk

"Hello, I must be going." With employee loyalty hitting a three-year low, this might be the rallying cry of more and more employees in the coming months.

In its 9th Annual Study of Employee Benefits Trends, MetLife reports that one in three workers hopes to find a new job in the next 12 months. And they're confident they'll be successful in their search. According to another study (this time a survey by Glassdoor.com), four in 10 self-employed, full-time and part-time workers believe it's "likely" they will secure a job that matches their experience and salary in the next six months.

Many factors are to blame for the morale free-fall, including stagnant wages, busted bonuses, longer hours and heavy workloads. The combination is stressing employees out and testing their loyalty to their current employers.

"Businesses are understandably focused on expenses," says Ronald Leopold, vice president of MetLife's U.S. business."But they're taking their eye off the ball with human capital issues, notably what drives employee satisfaction and loyalty."

So now what? Do you resign yourself to the situation at hand -- or get serious about boosting employee satisfaction? Are you ready to tip the balances in favor of your employees, especially those you'd hate to see leave?

Let's dip into the HR Forum vault for some great ways to boost employee morale no matter how tight the budget:

First, give 'em what you can. Even if it's a 1% raise or a one-time bonus, let the hard-working double-duty working employees you still have know you are stretching the limits to give them SOMETHING. Remember, a flat wage means your employees are actually losing money year after year. (A caveat -- make sure your pay increases for senior management are just as flat as those in the rank-and-file. They will find out, no matter how closely you try to guard that secret!)

Second, reward them with cost-free pats on the back. Let them take some time (during work hours, and of course, paid) to learn a new software, take a personal interest class at a local college or community center, or volunteer for a favorite charity. For the parents, make school assemblies, musical productions and end-of-the-year award ceremonies something they can attend without using their leave time. Boost their paid vacation time by one day, or declare their birthdays (or the next working day after it) a paid holiday for each employee.

Next, work on what they're called. Give them a title that honors all that they do, even if the pay isn't there just yet. Of course you have to make sure the titles don't get your business into trouble with FLSA rules, but even within those guidelines, there is plenty of room for more impressive (and morale boosting) job labeling.

Will they stay ... or will they go?

Lose 10 pounds … cut back on caffeine … learn a new language … get a new job. With the lifting of the recession and the ringing in of the new year, many employees are taking a long, hard look at their careers and planning their exit strategy. And a big reason for their departure may surprise you: lack of trust.

According to Deloitte LLP’s fourth annual Ethics & Workplace Survey, one-third of the nation’s employees will renew their job search as the economy revives. Approximately 48 percent of the respondents cite a loss of trust in their employers as a motivator for seeking a new job. At the same time, 46 percent blame a lack of transparent communication from their company’s leadership as a reason for looking elsewhere.

What’s going on here? And more important, what can management do to regain employee trust and pull back the curtain on the major decisions affecting the workplace?

While you can’t eliminate the economic uncertainties that linger even in the new year, you can invest in the mental well-being of your employees. Here are some steps in the right direction:

1. Create a clear sense of purpose. When budgets get cut and staffs downsized, employees often wonder when a pink slip is coming their way. Managers can allay fears by meeting with employees after a layoff or restructuring to revisit corporate and departmental goals. Remaining employees must understand they are critical to the ongoing success and profitability of your company. Meet regularly to share revised goals and expectations. Clearly define roles and responsibilities. And most of all, let employees know that “we’re all in this together.” Getting through challenging times is easier when everyone is working toward a common objective.

2. Get employees involved in what’s next. Once employees understand they are important to the ongoing viability of your company, encourage them to uncover and share ways to improve efficiency – to find a better way. If employees believe their ideas will be heard and implemented, they are more likely to go above and beyond. Attaching rewards to great ideas and sharing them corporate wide also cultivates an environment of value and security.

3. Dole out “thank yous” and compliments. When raises aren’t possible in tough economic times, it is imperative that leaders and managers increase their efforts to bestow positive praise on a regular basis. Heartfelt words of recognition and encouragement have a way of immediately lifting spirits. Look for ways to call out a job well done, whether it’s submitting an error-free report, staying on task with a high-profile project or working well with others on a team initiative. For most employees, being valued and praised for their hard work is just as important as a paycheck.

Previous posts:
Through thick and thin, it’s the people who matter most

Why it’s just as important to dole out the praise as it is the pay

Office feeling a little ho-hum? Wrap up the gift of employee morale

Between planning a cross-country vacation to visit Aunt Judy or navigating the nearest mega-mall for last-minute gifts, many employees find their focus dropping faster than the needles on a Fraser fir during the holiday season.

The floundering economy has many a staff crying, “Bah! Humbug!”, as well. Whether it’s due to weak, year-end sales or the company being forced to cancel the annual holiday extravaganza, employee morale may be in a slump. From G.Neil’s HR Library of interesting, insightful HR articles, I bring you some tips to boost employee morale during the holidays and keep energy levels high well into the new year:

Food. Food has a magical way of bringing employees together and putting everyone in a good mood. Throughout the year and especially during the holiday season, get employees together by holding bake sales for charity, organizing potluck luncheons or simply bringing in a bag of bagels.

Holiday cards. Business holiday cards are a simple and easy way for companies to show their appreciation for the hard work employees have put in all year long. Remember to go one step further and write a personal, hand-written message on the inside of the card for a special touch.

Compliments. Like a sweet treat, compliments have a way of immediately lifting our spirits and bringing a smile to our face. Encourage supervisors to compliment their employees regularly. It’s a free and easy way to improve employee morale not only during the holidays, but year-round.

Fun. Look for simple ways to lighten the mood at work. Hold whimsical contests, bring in pizza for lunch or make up playful celebrations, like “Favorite Team Jersey Day.” If the weather permits, buy some frisbees or footballs and take the action outside of the office. Keep your ideas simple, get everyone involved and have a good time.

Humor. Bring some laughter back into the office with a fun activity. For example, organize an office-wide event where employees hand out funny awards to coworkers and supervisors. Keep costs low by using common office supplies to create the awards. See how creative employees can get by using what they find in the supply cabinet.

The holidays offer a great opportunity to improve employee morale around the office. All it takes is a little ingenuity and some simple ideas. Don’t wait until January 2nd to get started - get going today!

Why it's just as important to dole out the praise as it is the pay

We’re all too familiar with the saying “Money can’t buy happiness.” Well, it seems this sentiment is as true in the workplace as it is in our personal lives. Just as a bigger house, car or flat-screen TV can’t define our happiness at home, neither can a bigger paycheck, bonus or raise at the office.

What does bring more satisfaction, according to a recent McKinsey Quarterly global survey, is praise from our superiors. Recognition and support go a long way toward boosting an employee’s self esteem, building confidence and enhancing performance. Those are huge positives that, thankfully, don’t cost your recession-challenged business a lot of money!

Salary isn't everything

Conducted in June 2009, the McKinsey survey garnered responses from more than 1,000 executives, managers and employees from around the world (and representing a range of industries).

The survey posed the question, “Which incentives do you find boost employee morale and productivity most?” The answers were:

• Praise and commendation from immediate managers – 67%
• Attention from leaders – 63%
• Opportunities to lead projects or task forces – 62%
• Performance-based cash bonuses – 60%
• Increased base pay – 52%
• Stock or stock options – 35%

As the report outlining the survey results explains: “The respondents view three noncash motivators … as no less or even more effective motivators than the three highest-rated financial incentives. The survey’s top three nonfinancial motivators play critical roles in making employees feel that their companies value them, take their well-being seriously, and strive to create opportunities for career growth.”

How to keep employees engaged

The results of this survey are good news for cash-strapped employers still crawling out from under the recent economic downturn. “There couldn’t be a better time to reinforce more cost-effective approaches,” explains the report. Money’s traditional role as the dominant motivator in the workplace is taking a back seat to more intrinsic benefits.

So how do you act on this important message and motivate employees to give their best? Here are some simple, low-cost employee recognition ideas to enhance job satisfaction and performance:

Make a note of it
A hand-written thank you note shows you valued a person’s work enough to take time out of your day to acknowledge it. It’s a simple gesture with great impact. For even more impact, mail a card or letter home so the employee can share the praise with family members.

Point out employees publicly
Use a public forum, such as a staff meeting, to recognize excellent performance, so an employee’s moment in the spotlight is shared with others. Look for other creative ideas for employee recognition, such as company newsletters, intranets or even articles in local newspapers.

Little things mean a lot
It’s great to recognize the "big wins," but it’s also important to call attention to the everyday achievements. Reward employees for their “quieter” contributions with a thank you note and if the budget will allow, something extra like a store gift card, desktop award or free lunch.

Encourage peer recognition
Implement a program in which employees recognize one another. One version of this could be a "Pay It Forward" type of award in which the first employee who receives the award identifies the next employee who deserves the award.

Create a work environment that supports achievement
Display inspirational and motivational posters on the wall, introduce team-building or motivational games as a part of staff meetings, and provide occasional social events on company time to strengthen camaraderie among employees and management.

Keep in mind, too, that most employees enjoy new, challenging opportunities. Avoid micromanaging employees so they’ll gain a sense of control and mastery with their work, and involve them in (or have them lead) fresh projects that will expand their skills and stretch them creatively.

Through thick and thin, it's the people who matter most

We talk a lot about employee morale on this blog. We stand behind the notion that happy, engaged employees are more positive, more productive and your most important resource. So when Robert Half Management Resources posed the question, “Which one of the following is the greatest lesson you have learned from the recession?”, we were pleased that the #1 response was, “Place greater focus on maintaining employee morale.” Ding, ding, ding – employee morale gets top billing!

Participating in the survey were 1,400 chief financial officers from a random sample of U.S. companies with 20 or more employees. The other top responses from the CFOs:

• Take decisive measures more quickly to avoid multiple rounds of cost-cutting — 22%
• Make sure we have enough staff to maintain productivity — 22%
• Implement more detailed succession plans — 15%

But back to employee morale. How encouraging that people in high places recognize the importance of employee morale – no matter how rough the waters. And let’s hope they’re not "all talk and no action" when it comes to this belief. We’ve said it before and we’ll say it again: Once the recession lifts, employees will remember how they were treated. Will your best employees stick around as the economy improves, or will they dust off their resumes and hit the job boards?

Happy employees are good business. “Without a motivated workforce and adequate staffing levels, companies can be ill-equipped to take advantage of improving market trends,” said Paul McDonald, executive director of Robert Half Management Resources. “They may also risk losing top employees as the job market strengthens.”

What about your business? Did you make employee morale a priority during the tough times of the recent recession? Are you confident that you treated your employees right … and will be rewarded with their continued loyalty?

Don't let your employees leave without learning why!

What goes around comes around. According to MRINetwork, one of the largest recruitment organizations in the world, employers should expect as much as a 50% increase in employee turnover as the economy picks up again. So while it's good that you'll be able to lift your hiring freezes in the coming months, it's not so great if you find yourself saying goodbye to quality employees walking out the door in search of greener pastures.

When it comes to employee turnover, parting can be such sweet sorrow ... AND a unique learning experience. That is, if you take the time to conduct an exit interview and find out why an employee is packing her briefcase and hitting the road.

“Most companies routinely conduct exit interviews,” said Tony McKinnon, president of MRINetwork, “but unfortunately few of them use the information they garner for the company’s benefit. And yet, a poorly delivered exit interview can affect the morale of the existing employee population and undermine the company culture.” WorldatWork.org

McKinnon adds that the primary aim of the exit interview is twofold: 1) To learn the reasons for the person's departure, on the basis that criticism is a helpful driver for organizational improvement; and 2) to allow the organization to transfer knowledge and experience from the departing employee to a successor or replacement.

In other words, ask probing questions to find out the good, the bad and the ugly from the departing employee (and be prepared to listen when the news is less than flattering) and then, use that information to improve upon the position (and the corporate culture) for the person filling the departing employee’s shoes.

For additional direction, check out the article, Exit Interviews Reveal What Went Wrong in the G.Neil HR Library. From the article:

It’s important to gather profiling data on employees such as age group, length of time employed, department, division, and job classification or title. This information helps you identify the typical high-risk turnover candidate.

Understandably, most employees won’t want to level with you about their reasons for leaving. Some are merely ill at ease; others may fear reprisals from ex-supervisors. Nevertheless, you’ve got to encourage them to supply enough details to let you pinpoint the main reasons why most people are quitting. It’s the only way to get to the root of the problem. Your discussion should focus on these topics:

• Salary
• Benefits
• Opportunity for advancement
• Training
• Relationship with supervisor
• Relationships with coworkers
• Reasons for leaving that aren’t related to the job or company

Morale, Schmorale -- Why treating employees badly now will hurt your business later

We all know the job market is a mess.

People with Masters degrees and years of experience are competing for entry level contract temp positions that used to go to college students looking to pick up some resume lines between their junior and senior year. Staffing levels at most companies are at all-time lows. And sales? Oh, let's not even go there.

By all accounts, this looks like a buyer's market when it comes to hiring and retaining talented employees. After all, where are they going to go if they express their discontent and write out that two week notice?

The answer may be "No where." And you may have them by the ... well, you know. But that's only for now. But like the proverbial elephant who never forgets, the mistreated, misused or abused employee will keep those memories for a long time. And when the economy recovers, you can bet your best and brightest will be out the door first, looking for greener pastures and better opportunities.

No matter how easy it may seem to keep people with no raises, lousy hours and triple assignments now, the best companies and the best managers know this kind of strategy will only doom their business in the long run. Sure, even the most forward-looking companies may be slashing their payrolls in order to ride out the storm, but they are treating their survivors well. They are paying attention to employee engagement.

And that means they are building a solid core of loyal, capable, well-trained and committed employees for the future.

When new hires come on board in the future, they'll need to learn the ropes and get some experience under their belts. And that core of solid, well-treated employees who lasted through the dark days and the down sales and saw their company's commitment to them will be the first to draw new staff members into the fold and make sure they understand just what a great company it is.

So what do you do when the budgets just won't bear a regular or standard pay raise? How do you say thank you to employees in a way that matters?

First, give 'em what you can. Even if it's a 1% raise or a one-time bonus, let the hard-working double-duty working employees you still have know you are stretching the limits to give them SOMETHING. Remember, a flat wage means your employees are actually losing money year after year. (A caveat -- make sure your pay increases for senior management are just as flat as those in the rank-and-file. They will find out, no matter how closely you try to guard that secret!)
Second, reward them with cost-free pats on the back. Let them take some time (during work hours, and of course, paid) to learn a new software, take a personal interest class at a local college or community center or volunteer for a favorite charity. Make school assemblies, little kid concerts and end-of-the-year school award ceremonies something they can attend without using their leave time. Boost their paid vacation time by one day, or declare their birthdays (or the next working day after it) a paid holiday for each employee. (I once worked for a company that did this, and it did make every employee feel special!)
Work on what they're called. Give them a title that honors all that they do, even if the pay isn't there just yet. Of course you have to make sure the titles don't get your business into trouble with FLSA rules, but even within those guidelines, there is plenty of room for more impressive (and morale boosting) job labeling.

Posted via email from G-Neil's Posterous

Snuggies in the workplace? Oh no you didn't!

Do HR pros really need to delve deep into dress code decorum to determine that “the blanket with sleeves” is NOT acceptable in the workplace? Should this even be debatable? It’s as absurd as men wearing pleated shorts that expose their sock garters in summer. You just don’t go there … EVER.

But apparently there are those who want to “fight for their right to Snug-gie!”, based on a lively discussion I encountered in a BLR forum. The responses were pretty hilarious.

Here’s the deal, as “IrisD” explains:

"Our facility manager lowered the thermostat to save money. We don't allow space heaters, so some of the women are wearing those "snuggy" blankets and even going outside with them for their smoking breaks.

This has caused kind of a rift between men and women in the office because the men are wearing sweaters and jackets to keep warm, not blankets. One male supervisor told the snuggy wearers to "wear more clothes, not blankets." Emails are flying.

Can we ban snuggys? Or should we? They really don't come under dress codes."

The general consensus, as you might imagine, was that fleecy robe thingys don’t belong in the workplace. Shocking, right? My favorite response:

"Honestly, if your dress code does not rule out blankets-as-clothing, there’s probably something wrong with your dress code. It’s not like this is a question about a man with makeup or a woman refusing to wear hose, or oxfords vs. polos. This is a person in a fabric zip-lock bag with sleeves."

Then there’s the issue of safety, as someone else pointed out: A long, flowy robe might get caught on objects and be a safety hazard for the wearer.

So what we have here is not only a serious fashion faux pas, but also a potential safety risk. And regarding your company’s dress code, I sincerely hope your employees use a little more common sense than those at Iris’ workplace. I know, I know, there’s always that one employee who will push the envelope with his or her wardrobe, but seriously? A brightly colored, one-size-fits-all, floor-length blanket?!?

So let’s do our best to keep the temperature at a comfortable level this winter - and encourage employees to grab their favorite cardigan, blazer, hoodie, shawl - anything but their Snuggie - to fight the chill.

P.S. Did you know that Snuggie ads also suggest you wear this warm, cuddly garment at sporting events, movie theaters and, my personal favorite, night-time pub crawls? Please, unless you’re a college student in the middle of rush week, stop the madness!

P.S.S. I don't own a Snuggie. But now that I live in the Pacific Northwest, I think I could really use one. Royal blue, please. And I promise you, no one will ever see it except my husband and my two Jack Russell Terriers.

Tricked-out job titles: Creative morale booster or unprofessional fluff?

What if we gave all those stuffy, vague job titles the boot and let people craft new titles that capture what they’re really about?

That’s what many businesses are doing these days – and their employees couldn’t be happier about it. In his blog post, More death to job titles, Alexander Kjerulf (Chief Happiness Officer, incidentally), argues that job titles are “a waste of time and contribute nothing to our productivity, creativity or happiness at work. In fact, job titles can be the source of a lot of disputes and bickering in the workplace.”

Alexander’s post inspired the Web Marketing Director at Quicken Loans so much that he challenged his Web Marketing Team to come up with new job titles that express who they are and their impact on the business and their teammates. The results? Whimsical titles like:

• Royal Storyteller & Propaganda Minister
• Supreme Challenger of the Status Quo & Wicked Web Site Innovator
• Innovation Maven and Revenue Raiser
• Mastermind of Possibilities, Visual Linguist, and Czar of the High Fiber Revolution
• Art Juggler
• Flasher
• Idea Launcher
• Conceptologist
• Head Brother In Charge of Chat
• Reality Check Provider

What do you think? Is this something that can work in the right environment, allowing for greater self-expression in the workplace? Or could titles like these backfire, leading to more confusion than clarity? According to one person’s comments to Alexander’s blog post, “Job titles are important in my opinion. They should be concise, professional and define what the person does. If I got an email from someone and in the signature it said they were a Conceptologist or a Wicked Website Innovator, I would not take them or their company seriously …”

Perhaps a compromise is in order. In What’s In A Job Title? More Than You’d Think!, a recent survey by Pearl Meyer & Partners is cited, where 95% of respondents said that job titles were important, whether for conveying corporate hierarchy or for recognizing valued employees when funds are limited.

But there’s a twist. According to the survey, many companies assign formal, “official” job titles, while also allowing the use of alternative, “working” titles. Managers and their employees can customize these less-traditional job titles to reflect an individual’s responsibilities, preferences and just as important, personality. Many employees will then take it upon themselves to create business cards with these alternative job titles or use the tweaked job titles on social networking pages such as LinkedIn.

So maybe your company isn’t quite ready for titles like “Propaganda Minister” or “Innovative Maven”, but how about something a little more descriptive than “Creative Director” or “Communications Coordinator”? Your employees are unique and multi-dimensional - why shouldn’t their job titles be, too?

Flex time: How far are you willing to bend?

The traditional, 9-to-5 workplace model is going the way of the typewriter, shoulder pads and pocket calculators. Flexible workplace scheduling - whether letting employees telecommute, work part time or leave early one day a week - is becoming more commonplace.

In fact, nearly all of the 1,100 companies polled by the nonprofit Families and Work Institute in a 2008 report provide at least one type of flexible work option. The Families and Work Institute considers flexibility “a way to define how and when work gets done and how careers are organized”. For employees, this may include:

• having traditional flex time (setting daily hours within a range periodically)
• having daily flex time
• being allowed to take time off during the work day to address family matters
• being able to take a few days off to care for a sick child without losing pay, having to use vacation days or make up an excuse for the absence
• being able to work some regular hours at home
• being able to take breaks when one wants to
• having a work shift that is desirable
• having complete or a lot of control over the work schedule
• being able to work part-time (if currently full-time) or full-time (if currently part-time) in one’s current position
• being able to work a compressed work week
• being able to work part-year in one’s current position

It’s no surprise that employees support flexible scheduling, where the payoffs include higher job satisfaction and commitment to their work, coupled with lower stress and job burnout.

"We know from the research that if you have choice or autonomy and you have the
support to make those choices and you're held accountable, those are the
things that most affect how you feel about your employer, as well as your
health and well-being," says Ellen Galinsky, President of the Families and
Work Institute.

To promote flex time in your workplace, Ilyse Shapiro, founder of the job search website MyPartTimePRO.com, recommends:

1. Make sure your organization’s culture supports work/life initiatives. “Flexibility” shouldn’t be just a catchphrase but a concept embraced throughout the organization.

2. Effective work/life balance programs should be nondiscriminatory, available to all employees, male or female, with or without children, regardless of income level, job title, exempt/nonexempt status or marital status.

3. Career advancement and training opportunities should be offered to those with flexible schedules as well as to those with traditional schedules.

What type of flexible work options do you extend to your employees? What are the challenges, if any, you’re facing? Post a comment and tell us more.

Keeping workplace tensions from turning deadly

While many of us consider the workplace a safe haven in a sometimes uncertain world, the reality is that violence can strike at any time, anywhere. Consider the recent tragic death of Yale graduate student Annie Le by an animal lab technician at a medical research building where they both worked. A senseless crime possibly motivated by an earlier dispute between the colleagues.

From the msnbc article:

“Since 2008 there has been a rise in workplace violence due to increasing pressure in the workplace,” said Sara Begley with Reed Smith, a law firm representing employers. “Drastic reductions in force, fewer people to perform same workload, no bonuses, economic downturn, lost 401(k) accounts. While workplace homicides have declined, assault, threats, bullying, cyberbullying and sexual harassment and stalking have increased.”

Combine these pressures with certain high-risk occupations and you have a recipe for disaster. Especially vulnerable are occupations that involve exchanging money with the public, delivering goods and passengers (like taxi drivers), or working alone or late at night (like nurses).

But regardless of occupation, the bottom line is that any workplace can become the scene of violence at the hands of a disgruntled or unstable employee. That’s why every employer needs to be proactive and train employees on how to spot early warning signs and report potential problems. The importance of prevention through proper education and training cannot be overemphasized! The Workplace Violence Kit provides comprehensive training and helpful support materials (like reinforcement quizzes and posters) to keep your workplace safe and out of the headlines.

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