The dust of the Christmas season has barely settled, but it’s already time to start thinking about gift-giving again! Administrative Professionals Day (once known as Secretary Day) is moving in fast. This year’s date is Wednesday, April 22nd-- right around the corner! Are you ready for it? Do you have a list of gift ideas, or plans for otherwise recognizing the people that keep the gears moving smoothly in your organization? Let’s assume that you don’t need to be convinced that your secretaries, assistants, clerks, aides, and all-around office miracle workers deserve to be recognized and feted royally, and just jump right in with some ideas!Read More >>
In my last blog article I described a flawed system of management called “scientific management” that is harmful to everyone involved: shareholders, executives, managers, employees, customers, and society as a whole.Read More >>
In my previous blog article I defined intrinsic motivation as the, “five, natural pleasures of work.” I then made an outrageous claim, “Companies can double employee motivation, productivity and profits by simply activating the natural, productive pleasures wired into the human brain. I can almost feel your skepticism, “If it were that simple, wouldn’t everybody already pay employees this “magical,” free, intrinsic-reward bonus?Read More >>
Sometimes, as managers, we forget about the value that even the simplest praise and recognition has to our employees. We forget that it is human nature to need reassurance from people that we look up to and respect. We forget how much people thrive when they feel appreciated. But the real value lies in HOW we show our appreciation, not just that we do it.
So, How Should We Effectively Recognize Employees?
By ensuring that your organization's employee recognition program not only reinforces the organization’s culture but achieves a higher level of engagement includes the following:
Reinforces desired behaviors
Works to create an atmosphere of appreciation and trust
Promotes empowerment and involvement
Creates loyalty to a company
Includes all people and in a form that resonates with them
Hurray, it’s a beautiful day! I’ve been studying intrinsic motivation for 40 years and I’ve FINALLY been asked to write a blog post about it. Thank you Scott Russell, and C.A. Short Company, for this wonderful opportunity. Blog posts are short, and I’ve been known to drone on, so here is a BRIEF definition of intrinsic motivation.Read More >>
Engaging your people. It’s the key to improving your workplace culture and the payoff is real for both your employees and your company. Employees are happier and more productive, high performers tend to stay longer and your company is more successful in recruiting high potential candidates. And of course, these things all positively impact the bottom line.
If engagement drives all these positive results, then what drives Employee Engagement? While there are many elements that go into an overall engagement strategy, at the top of the list is employee recognition. If recognition isn’t a major part of your engagement program, you really don’t have an engagement program.Read More >>
Social Media. Love it or hate it, there’s no denying it’s become an integral part of society-- including the modern workplace. And while there are plenty of negatives we could complain about, there are also advantages that can contribute to the overall growth of a healthy, supportive social structure within your workforce. If the thought of memes, inspirational quotes, and cute cats cluttering up the communication channels of your office make you break out in a cold sweat, just take a step back and give the concept a quick second look.Read More >>
We talk a lot here about employee recognition and engagement, but let’s be frank; a majority of responsibility for workplace environments, and by extension, the success of your workforce, falls on the shoulders of your managers. A study done under the direction of the National Institutes of Health puts it quite succinctly:
...It is often times believed that cultures are predetermined; however, this is a false assumption. It is crucial that managers at all levels are aware of their roles and responsibilities in upholding positive workplace environments that can increase employee satisfaction. Dissatisfaction is the major cause of turnover and can have detrimental cost and environmental effects on the agency.
It’s said that people leave managers, not companies. But on the other hand, employees who have a good relationship with their managers, and feel valued, supported, and fulfilled will often stay at a job in spite of higher pay opportunities elsewhere.