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  • feedwordpress 09:00:44 on 2019/11/26 Permalink
    Tags: , , Employees, , , , , , , , ,   

    How to Make Every Day Employee Appreciation Day 


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    Many of the organizations where I coach hold an annual employee appreciation day. The leadership team presents employees who have had significant accomplishments or anniversaries with some form of recognition. Then they say something about how important every member of the team is and go back to their offices, satisfied that they’ve taken care of employee appreciation for another year.

    To be honest, it’s a horrible idea. Showing appreciation is good, but showing it only once a year is a problem. I believe employee appreciation should happen every day.

    When was the last time you told your hard-working team that they’re doing a good job and that you appreciate them? If you have to think about it too much, you’re not appreciating them enough.

    If you want your best employees to stay, your cost of staff turnover to be low, and your leadership to thrive, you need to show appreciation—not with a few trite phrases of gratitude at an annual event, but with daily expressions of how much you value them. To help you get started, here are 25 ways to show your appreciation and gratitude:

    Make a drive-by connection. One of the best ways to let people know you value them is to make a spontaneous stop by their office or desk and just ask, “How are you?”

    Treat feedback as a gift. Feedback is important. To be effective, though, it should never be treated as criticism but as a gift, where the person understands you are telling them something because you care about them.

    Give an ambassadorship. Invite an employee to represent your department or organization at an event they typically wouldn’t have a chance to attend.

    Encourage special projects. Give people an opportunity to work on special projects beyond their regular responsibilities and help them achieve success.

    Have a “cheers from peers” time. Give people a chance to call out positive things about others who are doing great work, building camaraderie and bringing outstanding performance to your attention—and everyone else’s.

    Extend an invitation. Invite your top performer to join your executive team meeting to meet senior leadership and open a new perspective.

    Establish mentorship. Arranging mentors for interested employees shows your investment in their success.

    Ask for ideas and opinions. Appreciation isn’t just a reward system. It should be built into the organizational culture. One way to do that is to give your employees real choices and actual voices.

    Write a note. Send handwritten notes—not an email— telling people that you appreciate them and thanking them for their work.

    Broadcast your thanks. Send a companywide email praising your employees for a job well done.

    Be specific. Don’t just say “thank you for all you do”—let people know exactly what you appreciate about them. Be as specific and detailed as possible.

    Host a lunch and learn. Give people a chance to spend time together informally and learn about something of interest that isn’t necessarily related to work.

    Encourage continuing education. Send people to classes and seminars, help with tuition (or pay it completely)—when you help people keep learning you help them advance their careers.

    Invest in their health. Make it clear that you want your employees to take care of themselves, in and out of the workplace. Consider gym memberships, step challenges, healthy snacks.

    Let them have a say. Create an employee survey to learn how people would most like to be recognized and appreciated.

    Renovate your break room. Make it a welcoming place to truly get away from work and refresh.

    Personalize recognition. Find out what people like, learn their interests and hobbies, and provide recognition in a way that benefits them personally.

    Remember their birthday. Give employees a day off they can use on their birthday or whenever they want.

    Recognize work anniversaries. Reward people who stay with the company and provide public recognition.

    Hand out gift cards. One of my clients hands out gift cards, and their employees truly appreciate it.

    Write it up. Feature your employees’ success stories in your company newsletter or blog.

    Send a video. Create an appreciation video for your employee with a thank-you message from your CEO.

    Give a social media shout-out. Post photos of your employees on social media and brag about their achievements. Don’t forget to tag them!

    Bring on the food trucks. it’s a fun perk that breaks up the usual brown-bag lunch.

    Give tickets for an exclusive event. Reward your employees with hard-to-obtain tickets.

    Some leaders take for granted that employees are there to do the work tasked to them, and think that because it is expected, there is no need for a thank you that is far from true.

    If you want to keep your employees happy, engaged and productive, you need to let them know that their hard work is recognized and appreciated—not just once a year, but every day.

    Lead from within: Employee recognition is the foundation of employee satisfaction and leadership gratification.


    #1  N A T I O N A L   B E S T S E L L E R

    The Leadership Gap: What Gets Between You and Your Greatness


    After decades of coaching powerful executives around the world, Lolly Daskal has observed that leaders rise to their positions relying on a specific set of values and traits. But in time, every executive reaches a point when their performance suffers and failure persists. Very few understand why or how to prevent it.

    buy now

     


    Additional Reading you might enjoy:

     

    Photo Credit: iStockPhotos

    The post How to Make Every Day Employee Appreciation Day appeared first on Lolly Daskal.

     
  • feedwordpress 08:00:39 on 2019/10/15 Permalink
    Tags: Employees, , , , , , , , , Workplaces   

    7 Quick Ways to Make Your Employees Happy at Work 


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    We all want our employees to be happy at work. But there are days when nothing seems to be going well and everything seems to be going wrong. Every leader has to guide their teams through off days and bad weeks, and sometimes through more serious long-term difficulties.

    What we do in those circumstances as a leader matters greatly. Here are some of the most effective steps you can take:

    Lend a listening ear. A lot of people do a lot of talking, but not nearly as many are listening. Listen to people when they speak, and don’t automatically respond. Allow people to express themselves—give them the time and attention they need to vent, speak and express what is on their mind. The best way to motivate people is to let them know you hear them.

    Give compliments. The quickest way to make your employees happy at work is by giving them a sincere compliment about a recent accomplishment. A lot of us tend to take things for granted. Be generous with compliments— be sure you let people know how much their time and effort mean to you.

    Invest in people. There are all kinds of ways to invest in your employees. You can offer them time off to study, take a course or learn a new skill; you can hire them a coach; you can send them to a conference or retreat. Investing in your employees pays off twice, because they learn something new (which they can often pass along to others on the team) and because it shows you believe in them.

    Express gratitude. The employees who thrive at work are the ones who know their contributions have meaning and are making a difference. When a leader expresses gratitude for the ways their work matters, employees stay engaged and excited. Always, always thank your employees. What may feel like a small word or gesture of gratitude to you may be much more significant to the one who receives it.

    Offer encouragement. There will always be tasks to complete and actions to take and stress to be had. The best thing you can do as a leader is to let people know you believe in them. A word of encouragement during a failure means more than an hour of praise after a success.

    Celebrate wins. The best leaders understand the importance of celebrating wins—large and small. The more you praise and celebrate the wins, the more there wins there are to celebrate.

    Provide support. More than half of people who leave their jobs do so because of their relationship with their boss. Smart leaders make sure to provide support, guidance, and coaching and to challenge people. They understand that to truly support someone means not just reaching out a hand but extending an arm. When you help others achieve their goals, you’re achieving as well.

    There’s no end to the things you can do to help keep your employees happy at work. The better you get to know your team, the better you can find the things that work for them. But with any team and circumstance, these suggestions are a good place to start.

    Lead from within: Focus your attention on your people and watch your employees be happier and more productive, engaged and enthusiastic about themselves and the work they do.

     


    #1  N A T I O N A L   B E S T S E L L E R

    The Leadership Gap: What Gets Between You and Your Greatness


    After decades of coaching powerful executives around the world, Lolly Daskal has observed that leaders rise to their positions relying on a specific set of values and traits. But in time, every executive reaches a point when their performance suffers and failure persists. Very few understand why or how to prevent it.
    buy now

     


    Additional Reading you might enjoy:

     

    Photo Credit: iStockPhotos

    The post 7 Quick Ways to Make Your Employees Happy at Work appeared first on Lolly Daskal.

     
  • feedwordpress 08:00:55 on 2019/09/17 Permalink
    Tags: , Employees, , , , , , ,   

    6 Reasons Your Best Employees Can Lose Their Motivation 


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    Employees require a certain amount of energy and motivation to be engaged and feel fully committed at the workplace.

    According to a recent study of 1.2 employees at 52 organizations, most of them Fortune 1000 companies, there’s cause for concern. Most employees start out with high levels of engagement and enthusiasm, the study finds. But after six months on the job, their morale declines sharply—and it continues to deteriorate for years.

    If you’re losing good employees to apathy and disengagement, it’s critical that you regain their enthusiasm. Otherwise, you stand to lose your best people—the ones who will always have options—as they head for your competitors, leaving you with the dregs.

    Poor employee engagement and retention are leadership issues, and it takes leadership to fix them. And that process begins with knowing what employees need that they aren’t getting. Here are some of the most common issues:

    Lack of autonomy If your smartest and most talented employees are not allowed to make decisions on their own, if everything has to be decided from top down, they’ll quickly lose their motivation. Empower them to make decisions and have faith in their judgment.

    Lack of professional development. Opportunities for learning and development are an instant boost to employee motivation—especially among the best. Employees like to feel that they’re are expanding and refining their skills. Providing opportunities for people to attain new knowledge and share it with others is one of the best ways to revitalize a stagnant workplace.

    Unrealistic workloads. It’s important to keep expectations and demands reasonable. If your employees feel pressured to work longer, stay later, and work most weekends, they will soon become disillusioned, stressed and lacking in motivation. On the other hand, an employee whose workload is too light or not varied enough may quickly lose interest. Set reasonable, realistic expectations and check in from time to time to make sure workloads are still where they should be.

    Lack of flexibility. If your workplace doesn’t honor work-life balance, even the most enthusiastic employees will burn out before you know it. Encourage time off, flexible work options and other solutions to keep employees happy and focused.

    Lack of communication. Communicate to your employees, and do it often. Because not only does clear communication throughout the organization make for an efficient workplace, it also has a major impact on employee morale and confidence.

    Feeling undervalued. An employee who feels that their efforts are not recognized or appreciated will soon begin to lose energy and commitment. That’s why it’s so important to celebrate successes and give credit where it’s due. Try to make sure that every achievement and effort is rewarded, even if it’s just with a simple thank you.

    Leaders are often surprised that their best employees are demotivated—and even more surprised when they leave—but if the issues listed above aren’t being handled well, it’s only to be expected.

    The signs are always there when there’s a problem; the questions for you as a leader is whether you’re watching and what you’re going to do about it.

    Lead from within: To retain and keep your best employees, do what it takes to keep them motivated and inspired.

     


     

    #1   N A T I O N A L   B E S T S E L L E R

    The Leadership Gap: What Gets Between You and Your Greatness

     

    After decades of coaching powerful executives around the world, Lolly Daskal has observed that leaders rise to their positions relying on a specific set of values and traits. But in time, every executive reaches a point when their performance suffers and failure persists. Very few understand why or how to prevent it.

    buy now

     


    Additional Reading you might enjoy:

     

    Photo Credit: iStockphoto

    The post 6 Reasons Your Best Employees Can Lose Their Motivation appeared first on Lolly Daskal.

     
  • feedwordpress 08:00:45 on 2018/09/18 Permalink
    Tags: , Employees, , Important, , , , ,   

    10 Ways to Make Your Team Feel Appreciated and Important 


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    Whatever we learned about leadership even a decade ago is outdated. Under the old model, leaders made all the decisions and the rest of the team went along.

    Today the concept of employee empowerment is changing the game. Giving front-line employees the authority to make decisions once reserved only for managers and leaders brings them a sense of ownership and gives consumers the experience of a responsive, caring organization.

    Here are some ways to make your team feel appreciated and important under the new model:

    Offer them safety. People will entrust their future only to someone they consider reliable; they want to know they can count on someone trustworthy, someone who will have their back when things go wrong . if you want to empower your people make them feel safe.

    Speak with kindness. It takes wisdom and determination to lead others not through power and authority but by inspiring and motivating them with words that are both truthful and kind. Kindness makes anyone feel valued and respected.

    Accept them for who they are. We have an all-too-human inclination to judge others, and overcoming it can be difficult. But the best leaders are those who don’t judge but unconditionally accept others, with all their strengths and weaknesses. It’s an approach that raises people’s self-esteem, reinforces their self-image and makes them enthusiastic members of the team.

    Demonstrate that you trust them.  Let them make decisions that matter and can impact the company. Verbal appreciation is important, and bonuses and other perks are always welcome—but ultimately, showing someone that you trust their opinion and expertise is the most valuable form of appreciation you can give.

    Be available and accessible. Adopting an open-door policy shows that you care about your team by being available and accessible enough that  they can always come to you with their input and insights. Let them know their opinions are valued and appreciated. Whether you regularly walk around or simply leave your door open, show your team that you’re there for them.

    Appreciate their efforts. Many leaders appreciate people for obtaining results, but the best kind of leader appreciates people for their effort. Letting your team know they’re doing a great job will not only ensure they continue to produce high-quality work but also increase their satisfaction.

    If you want to speed processes and still produce quality materials and services, focus on making your team feel appreciated and important. In return, they will reward you with hard work and loyalty.

    Lead from within: Leadership at its core can make or break teams. As a leader, you have the power to make people feel important and appreciated or overlooked and ungrateful. It’s your choice.

     


     

    N A T I O N A L   B E S T S E L L E R
    The Leadership Gap: What Gets Between You and Your Greatness

    After decades of coaching powerful executives around the world, Lolly Daskal has observed that leaders rise to their positions relying on a specific set of values and traits. But in time, every executive reaches a point when their performance suffers and failure persists. Very few understand why or how to prevent it.

    buy now

     


    Additional Reading you might enjoy:

     

    Photo Credit: Getty Images

    The post 10 Ways to Make Your Team Feel Appreciated and Important appeared first on Lolly Daskal.

     
  • feedwordpress 04:52:00 on 2018/06/16 Permalink
    Tags: , , , Employees, Hate, , , , ,   

    How to Get Along with a Co-worker You Hate 


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    Hate is a strong word. But sometimes you will likely have to work with people you have a hard time getting along with, and over time those feelings can grow into something strong enough to warrant the word.

    Maybe they’re untrustworthy, or lazy, or self-aggrandizing, or unaware of how their habits affect others. Maybe they just rub you the wrong way. Whatever the issue,  you may be feeling that the only way to make it better is to leave.

    But if leaving isn’t an option–or if you like your job and don’t want to give it up–there are things you can do to cope.

    Here are seven ways you can make life more bearable with a co-worker you despise:

    If you can’t change the situation, you have to learn to change yourself.

    If you can’t change the other person–and the odds are high that you can’t–what you can do is to change yourself. Work to adopt a different attitude and mindset. Remember that leadership begins from within, and by developing the resources to deal with your frustration, you’re building a valuable skill.

    To get a solution you must first reframe the problem.

    It’s easy to recall all the things you dislike about your coworker, but instead work to reframe them by focusing on their good qualities. As a coach, when I help people navigate conflicts, I always have each person state a few things that they appreciate about the other. If you can come from a positive side and find something, however small, to feel good about, you’ll be much better off.

    Let the things that irritate you lead to a better understanding of yourself.

    When you have a strong reaction to someone else, psychology says that it might be projection or envy. When you realize you’re totally irritated by something, take a moment to consider whether it might relate to something you dislike within yourself. What we hate in others is likely to be a reflection of our own worst qualities.

    Remember that whatever you resist will follow you.

    If you can’t find a way to work through what you’re feeling, chances are that you’ll have to face the same issue down the road. The lessons we encounter in life tend to be repeated until we manage to truly learn and internalize them. It’s human nature to resist these patterns–and the more important the issue, the more resistance we throw at it. But if you work through it now, you can save yourself a lot of trouble.

    Be radically honest no matter how much you want to hide the truth.

    Hating anyone burns up your emotional bandwidth and energy, keeping you from the things you need to do. Be honest and have a courageous conversation by being vulnerable about voicing your opinions. Much of the time, people are completely oblivious to how their behavior makes other people feel. Bringing their lousy behavior to their attention may open the door and change things for the better.

    Treat feedback as a gift that you are given in the present.

    When you confront someone, you also have to be prepared to listen to their side. Seek first to understand-pay attention to what is being said, taking in body language and tone as well as what’s spoken, then respond, don’t react.

    Focus on inclusion because segregation has never brought anyone but trouble. 

    When you really can’t stand someone, don’t think of segregating yourself from that person. Instead, find ways to include them in what you do. Find out more about the person, learn their story, and try to understand what drives them. You may find out you’ve been reading them all wrong.

    These things are not easy to do–trust me, I know. When people come to me as a coach and ask how to handle a person they hate, they want a quick fix, but quick fixes aren’t really fixes at all. If it’s going to get better, we have to work harder.

    In a perfect world, we’d get along perfectly in good relationships with all our co-workers. In reality, most of us spend at least some time working with someone we can’t stand– but there are always options to try and make things a little better.

     


     

    N A T I O N A L   B E S T S E L L E R
    The Leadership Gap: What Gets Between You and Your Greatness

    After decades of coaching powerful executives around the world, Lolly Daskal has observed that leaders rise to their positions relying on a specific set of values and traits. But in time, every executive reaches a point when their performance suffers and failure persists. Very few understand why or how to prevent it.

    buy now

     


    Additional Reading you might enjoy:

     

    Photo Credit: Getty Images

    The post How to Get Along with a Co-worker You Hate appeared first on Lolly Daskal.

     
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