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:
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
Why You Want to Train People for Your Job
Why You Want to Encourage All Employees to Train for Their Next Job
In my book, The Five Firsts: A Simple System to Onboard, Engage & Retain Top Talent, I recommend you have a chat with every new employee at the end of their first week. Here are some additional suggestions as to the kinds of questions you might ask:
Some more useful info from www.DavisDelany.com…
Way back in 1978, Ellen Langer, Professor of Psychology at Harvard, published a research study about the power of one particular word. In this study, Langer had people ask to break into a line of people waiting to use a busy copy machine on a college campus. The researchers used that particular word in one series of tests and didn’t use the word in the other series. They found that using the word got up to 94% compliance. So, what is that powerful word?
The researchers had the study participants use three different, carefully worded requests to try to break into the head of the line:
1. “Excuse me, I have five pages. May I use the Xerox machine?”
2. “Excuse me, I have five pages. May I use the Xerox machine because I have to make copies?”
3. “Excuse me, I have five pages. May I use the Xerox machine because I’m in a rush?”
The results: #1 got 60% compliance; #2 got 93% and #3 got 94% compliance!
Using the word “because” and then giving a reason resulted in significantly more compliance. This was true even when the reason was not very compelling (“because I have to make copies”).
So what’s the moral of this story?
When you’re giving direction, needing compliance, or just need to get more done, remember to include “because” and then the reason.
Use this technique next time you make any request of your employees BECAUSE you’ll get more done with less hassle.
How would you answer the following three questions about the last employee you hired?
For the complete cnbc.com article, click here.