Talking About A Coworkers Weight Loss In Front Of Others How to Improve Employee Morale in a Bad Economy

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How to Improve Employee Morale in a Bad Economy

According to a study in Time magazine, about 80% of people feel that they are not respected at work. In today’s economy, it’s hard to find a job – but it’s also important to keep employees happy to maximize the company’s potential in order to ensure long-term success. A few years ago, I attended a private leadership training conference in Louisville, Kentucky, hosted by Adrian Gostick, author of “A Carrot a Day”. Gostick, who teaches the importance of building employee morale through rewards and recognition, is one of the best public speakers I have ever met. He runs the websites Carrots.com and OCTanner.com with his business partner Chester Elton. Both go into the world of public speaking and offer advice on implementing higher standards of employee appreciation in the business world. During the event, he shared some of his tips for keeping employees happy in most large organizations. Smart Money magazine recently reported that “negative people” are more successful in the business world – but anyone who has worked in that world knows that maintaining a positive mindset can be difficult at times.

Negativity is contagious and when it seeps into the corporate environment, it spreads like wildfire. So how do we fight back? Admiringly, he says. An evangelist, a communicator and a great thinker, Gostick said he appreciates the efforts of employees who strive to improve their own performance, and rewards them well when measurable results are achieved. . Appreciation is an important factor in boosting employee morale. If you think your employees could use a breath of fresh air, try personal branding or branding, or fine-tuning positive behaviors. PERSONAL APPRECIATION The form of self-praise: praise for a job well done. It can feel like a “great job” or a pat on the back. In some cases, a thank you card from an appreciative boss to an employee who has gone above and beyond may go a step further. These kinds of charms are very welcome – and can put a smile on one’s face for the rest of the day. SYMBOLIC INTERPRETATION Generally, in order to benefit, you must avoid great loss. Too much of a good thing can turn it into something bad. If you keep praising your employees, your words may lose their meaning. Employees may come to appreciate it, thinking it’s less “rewarded” – worse, it hurts you when you forget to praise them for doing what they think is a good job. Always try to celebrate, but not EVERY time.

Give praise when needed and when praise is due, when building relationships, when an employee needs a morale boost. Try different flavors. Self-promotion is very useful, but branding can also be very helpful. The tip is to go ahead and reward the employee with something other than words, a smile, a handshake, or a friendly pat on the back. Branding is very visible and includes gifts or gifts. I’ve seen companies provide everything from badges to employee favorite foods, even things as simple as stress balls and bracelets. If you want to honor an employee (and if it’s within your company’s budget) a top performer can be given a trophy to proudly display on their desk. Now that we’ve talked about some ways to recognize top performers, let’s look at how we can make our celebration more effective. In order to celebrate successfully, Adrian Gostick says the following three rules must be followed: – frequency – specificity – timing In his book “A Carrot a Day” (highly recommended (i.e. someone in a leadership or managerial role) recommends Gostick. doing something to raise the spirit once a day. The idea here is that if you keep working to improve employee morale and satisfy your top performers, they will keep working hard and your business will run smoothly. However, if top performers are neglected, they may lose interest in working for your company.

This should not be underestimated, as top performers know their own worth and know that, even in a tough economy, they have a better than average chance of finding a job. Another reason recognition is important, Gostick said, is because “customers base their opinion of a company on its past employees.” Think about it. Frontline employees are the first to see customers, face to face with each other. Unfortunately, the price is usually very low. Because studies have shown that more money is associated with happiness, this means that former employees often become unhappy with their jobs and quit pursuing them. in other options. If the front-line employees are unhappy, do they provide high-quality customer service? Probably not. “Customers are driven away and have to pay more for better service or lower prices,” Gostick said. The key to employee retention is employee happiness. Of course, some serious ideas come into play, but the concept itself is good and boosts the morale of the employees which is never bad for the business. In fact, Gostick says in his book that employees who are praised and rewarded regularly “are better focused on the company’s goals. They are quicker to see new opportunities. A longer their working lives.” The book offers ideas for managers looking for new ways to recognize, reward and reward employees. So it’s no surprise, it quickly became a bestseller on the Wall Street Journal and Business Week lists. Some of the most popular tips are:

  • Remember to thank the people who have influenced you. This is often overlooked. Don’t just promote former employee morale; promote at all levels of your company.
  • Bring out the star in your fellow workers. The public pays when necessary – and looks to change attitudes and actions.
  • Have a formal event to celebrate. Hold an event at least once a year to celebrate popular performers and establish them as stars. Employees also have the opportunity to work throughout the year.
  • Keep track of what your employees like – or what you don’t like. It’s not their idea of ​​a work environment. It can also help you think of creative ways to reward them. Get on a personal level with your hires by asking them what motivates them. You can conduct an anonymous (or anonymous) survey of all employees for salary considerations. If possible, adjust your prices to each specific person you value. They will appreciate your touch and know that you are listening to their needs and wants. This is a great way to build relationships by letting them know you care!

Rewards don’t have to come from top management – so don’t spend too much time coming up with new ideas! Create an employee appreciation and recognition program where employees can nominate and reward each other when they appreciate something a colleague has done or seen a task completed. This will boost morale, team spirit, and take some of the weight off your shoulders so you can focus on other important management tasks. Make sure you don’t rely on your employees to provide 100% of the praise. Most of all it should start with you! Don’t underestimate the power of knowledge. It is very important in the business world. Otherwise, you may lose employees. Top performers are the most likely to leave because they have the very skills that other employers are looking for – and they KNOW! You don’t show your top performers their value, and you may leave them for another position, if they arise. However, if the employee really enjoys his environment, or feels valued or appreciated in the workplace, he may be willing to pay less or have a longer commute. those values. To illustrate this point, Gostick shared a story about his experience traveling in China. On his way, he meets a Chinese girl who speaks little English.

He decided to talk to her and asked: “Have you been to America?” The girl replied that not only had she never been to the United States, but she had never left her hometown. Intrigued, Gostick decided to investigate further by asking: “Why don’t you leave this town? Don’t you want to see the rest of the world?” “If I’m happy here,” the girl replied without hesitation, “why would I want to leave?” It seems that businesses can learn a lot from this story.

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