Take a page from Trader Joe’s HR manual and, whenever a valued employee resigns, offer them a leave of absence instead because:
This short article from CNBC just might help you optimize your productivity.
If any of your people seem less than enthusiastic about their jobs, they might just be taking them for granted, says Alex Lickerman, physician and author of “The Ten Worlds: The New Psychology of Happiness.”
To reset their perception, and even make them fall in love with their work again, ask them a simple question: “What would you do without this job?” (A great time to do this would be during their semiannual “stay conversation.”)
The question can evoke all kinds of responses and emotions… like the fear of being unable to pay the rent/mortgage or being at home alone, feverishly applying for jobs online or not being able to go out with friends because you’re counting every penny. In short, no matter what their personal response, all of a sudden, that person is now grateful to be gainfully employed.
And they are great conversation starters to use at holiday parties too:
The importance of acknowledging a job well done cannot be overemphasized. Here are a few relatively inexpensive ideas from OnShift.com about how you can say “keep up the great work” in a memorable way:
Donate to a Charity of Their Choice: In the employee’s name, of course.
Volunteer with Pay Day: How about a paid day off to spend time volunteering with the charitable organization of their choice?
Party Time: Throw a pizza party for employees who consistently go above and beyond.
Lottery Tickets: Pass out lottery tickets at your next team meeting.
Gift Cards: For movies, restaurants, etc.
Treat Them to a Meal: Take them to breakfast or lunch to congratulate them on their success!
Coffee on You for a Week: Find out the type of coffee (or other beverage) they like and bring it to them at the start of their shift for a week.
A Long Lunch: Let your employee take an extra hour or two for lunch.
Queen/King for the Day: Have Uber, Lyft, or a taxi take them to work and home at day’s end. When they arrive, give this person a paper crown to wear and deliver breakfast and/or lunch to their desk.
Car Wash: Give out vouchers for a local car wash.
If you’ve been following this blog for a while, you know I recommend you wrap up job applicant interviews by asking the person if they have any questions and, before answering, asking them why they asked that particular question in order to gain some insight into the applicants’ motivators/drivers.
Nowadays, jobseekers are being coached to ask the questions below. How will you answer them? (And don’t forget to turn them around before you do.)
Praise and recognition are essential to successful management. People want to be respected and valued by others for their contributions. Everyone feels the need to be recognized as an individual or member of a group and to feel a sense of achievement for work well done — or even for a valiant effort. A “pat on the back” costs nothing, promotes employee retention, and makes both the giver and the receiver feel great.
Here are five ways to maximize the bang you get for your employee recognition buck…
The following snapshot is a close approximation of the results I get when I ask my convention and corporate training audiences: “How structured is your approach to recruiting, screening, and hiring new employees?”
|10%||Very, we have clearly defined steps and procedures for each step in the selection process|
|40%||Kind of, we generally follow a repeatable hiring process|
|45%||Not very, our hiring process is a bit random|
|5%||Not at all, we never hire the same way twice|
Of course, the weaker, more loosey-goosey the structure, the weaker the results. Why is this so often the case when better interviewing and hiring is a repeatable process with predictable results?
Need a great speaker for your next meeting? Give me a call; let’s talk!
Mel Kleiman, Founder & President