Do You Want Happy Employees?
Do You Want Happy Employees?
Recall the maxim, “A good man is hard to find.” This is indeed true for all walks of life, but especially in business, a good “person” is even harder to replace. Customers are very important (even vital) to a business, but employees relate information, produce product, or sell the product or service to the customer to turn a profit for the business. A good employee is as indispensible as a prized customer; the success of the business is contingent on both of them.
Most people are going to tell you that they don’t like to ‘work’ at all. Sure, any of us would rather not have to worry about money, and be soaking up rays and pina coladas on some remote tropical island, but the majority of us will have to put in our forty hours (at least). The common worker, when over the lottery-pipe-dream, will tell you that the money is not (it’s not?) the number one aspect of staying and being satisfied with a job.
“The better part of happiness is to wish to be what you are.”
What Do Employees Want?
The respect and rapport of superiors and coworkers is a part of work that should be valued. Most of us have come to the reality that we will have to work, and that money will not fluctuate so much in our own area of industry. What does fluctuate is the chemistry and atmosphere of the working environment.
Workers want to be recognized for who they are and what they are worth to the business. They want to be addressed as an individual who conducts their work in such a way that it cannot be replicated by just any other person who may have been hired in their place. Intrinsic value has a more potent impact and is more tenacious than extrinsic value.
The following are a couple of insights to help facilitate good relationships between businesses and their employees:
Communicate:
Business does not have to be addressed as strictly business all of the time. This does not mean throw an office party every other day, or cut the workweek in half; but, get to know employees on a personal level. We are workers, but we are people foremost, and should be treated equally and accordingly despite our positions or incomes. The janitor should be asked how they are doing just as much and with the same sincerity as the CEO.
Get to know your employees’ names and something about their personal interests or other aspect of their lives outside of work. Employees should be talked to on a regular basis; if this is not realistic for a ‘big boss’ to do, then he should make sure that his managers are doing this.
“My happiness is to increase other people’s happiness. To be happy myself I need the happiness of all.”
Acknowledge:
A good worker will put in a lot of themselves into their work and would greatly appreciate it if they were recognized for it. A subpar worker may produce such work because they feel that if they do better it won’t make a difference anyway; if they were noticed then that feeling of recognition may inspire them to produce the work that generates those observations. When things are going well, let it be known that everyone is doing very satisfactory work. Have feedback available for employees on a bi-monthly basis to let them know that you are observing them.
Go the Extra Step:
Know about your employees, the things that are going on in their lives, and relate information about yourself as well. A good idea would be to circulate a newsletter every month to tell of birthdays, weddings, and other special events and news in your employees’ lives. A great deal of waking life is spent at work and it would be a great gesture to foster a sense of ‘family’ at work.
Nurture:
For employees to do a stellar job, they need to know exactly what that entails and the resources they can utilize to produce that level of work. Informing employees of places to go for information, providing handbooks, and offering to send them to workshops are all ways to engineer a better worker. The worker will produce at higher levels for you if they think you understand the reality of their position and will do what you can to help them become better workers.
“Happiness is not achieved by the conscious pursuit of happiness; it is generally the by-product of other activities.”
Conclusion:
Good employees start with great management. There will be some workers with a negative attitude that will possibly tarnish your image of employees in general. Everyone should be addressed on an individual level and negative attitudes should not be tolerated; let it be known that it is to be modified or will be eradicated all together. People naturally want to surround themselves with positivity, and administration has the respect to start the ball rolling. You will see a big difference in the production and the general atmosphere of the workplace if you follow these guidelines and add your own spin to them.
Do You Want Happy Employees - To learn more about this author, visit Ken Wisnefski's Website.
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Introduction:
Recall the maxim, “A good man is hard to find.” This is indeed true for all walks of life, but especially in business, a good “person” is even harder to replace. Customers are very important (even vital) to a business, but employees relate information, produce product, or sell the product or service to the customer to turn a profit for the business. A good employee is as indispensible as a prized customer; the success of the business is contingent on both of them.
Most people are going to tell you that they don’t like to ‘work’ at all. Sure, any of us would rather not have to worry about money, and be soaking up rays and pina coladas on some remote tropical island, but the majority of us will have to put in our forty hours (at least). The common worker, when over the lottery-pipe-dream, will tell you that the money is not (it’s not?) the number one aspect of staying and being satisfied with a job.
“The better part of happiness is to wish to be what you are.”
What Do Employees Want?
The respect and rapport of superiors and coworkers is a part of work that should be valued. Most of us have come to the reality that we will have to work, and that money will not fluctuate so much in our own area of industry. What does fluctuate is the chemistry and atmosphere of the working environment.
Workers want to be recognized for who they are and what they are worth to the business. They want to be addressed as an individual who conducts their work in such a way that it cannot be replicated by just any other person who may have been hired in their place. Intrinsic value has a more potent impact and is more tenacious than extrinsic value.
The following are a couple of insights to help facilitate good relationships between businesses and their employees:
Communicate:
Business does not have to be addressed as strictly business all of the time. This does not mean throw an office party every other day, or cut the workweek in half; but, get to know employees on a personal level. We are workers, but we are people foremost, and should be treated equally and accordingly despite our positions or incomes. The janitor should be asked how they are doing just as much and with the same sincerity as the CEO.
Get to know your employees’ names and something about their personal interests or other aspect of their lives outside of work. Employees should be talked to on a regular basis; if this is not realistic for a ‘big boss’ to do, then he should make sure that his managers are doing this.
“My happiness is to increase other people’s happiness. To be happy myself I need the happiness of all.”
Acknowledge:
A good worker will put in a lot of themselves into their work and would greatly appreciate it if they were recognized for it. A subpar worker may produce such work because they feel that if they do better it won’t make a difference anyway; if they were noticed then that feeling of recognition may inspire them to produce the work that generates those observations. When things are going well, let it be known that everyone is doing very satisfactory work. Have feedback available for employees on a bi-monthly basis to let them know that you are observing them.
Go the Extra Step:
Know about your employees, the things that are going on in their lives, and relate information about yourself as well. A good idea would be to circulate a newsletter every month to tell of birthdays, weddings, and other special events and news in your employees’ lives. A great deal of waking life is spent at work and it would be a great gesture to foster a sense of ‘family’ at work.
Nurture:
For employees to do a stellar job, they need to know exactly what that entails and the resources they can utilize to produce that level of work. Informing employees of places to go for information, providing handbooks, and offering to send them to workshops are all ways to engineer a better worker. The worker will produce at higher levels for you if they think you understand the reality of their position and will do what you can to help them become better workers.
“Happiness is not achieved by the conscious pursuit of happiness; it is generally the by-product of other activities.”
Conclusion:
Good employees start with great management. There will be some workers with a negative attitude that will possibly tarnish your image of employees in general. Everyone should be addressed on an individual level and negative attitudes should not be tolerated; let it be known that it is to be modified or will be eradicated all together. People naturally want to surround themselves with positivity, and administration has the respect to start the ball rolling. You will see a big difference in the production and the general atmosphere of the workplace if you follow these guidelines and add your own spin to them.
Do You Want Happy Employees - To learn more about this author, visit Ken Wisnefski's Website.
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Leanne Hoagland-SmithAre your sales where you want them to be? Will you be one of the few who achieves sales or business success or one of the many who have failed to change? Are you tired of being told you are like everyone else? Then you may find my first book on sales of interest. Be the Red Jacket in the Sea of Gray Suits, The Keys to Unlocking Sales available at Amazon or at http://www.processspecialist.com/red-jacket.htm. This book is a reflection of my no-nonsense approach to improving sales to overall business results. If you are truly committed to making sustainable changes, then I can help you secure a positive return on your investment because I focus on executable solutions not telling you the problems you already know you have. From training to corporate (group) coaching to executive one on one coaching, my approach is to assess, create awareness, build a goal driven action plan and then execute. The bottom line question is "Not do you or your employees know it, but do you or they want to do it?" Please call for a free strategy session at 219.759.5601. - Visit Leanne Hoagland-Smith's Website |
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Cheryl MatthynssensCheryl is a life skills coach, licensed Chemical Dependency Counselor and a 20 year entrepreneur. Cheryl's dedication to achieving a life of balance led to her expanding her teaching from the simple managing of life's daily challenges to adding financial well being as well. A direct marketer with DrinkACT, she is gaining ground in the online community with her concepts of making sure business owners, entreprenuers and employees have well rounded life styles. She opened up a small affiliate site - The Balance Guide- to help others find resources for mental and emotional well being. Visit Cheryl's blog to see more of the diversity beyond business she has began offering online at www.thebalanceguide.blogspot.com - Visit Cheryl Matthynssens's Website |
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Dianne CramptonDianne Crampton is an executive leadership coach, team culture consultant, author and president of TIGERS Success Series, Inc. Dianne has been helping CEO's and Executives connect their employees to their core values and goals for over 20 years using the trademarked TIGERS team culture process, which stands for trust, interdependence, genuineness, empathy, risk and success. To download a free white paper on behaviors that build strong teams and behaviors that will predictably tear them down go here. Dianne's contribution to the 2010 Pfeiffer Consulting Journal (an imprint of John Wiley and Sons Publishers) entitled TIGERS Hearted Teams is available in November 2009. Her new book TIGERS Among Us: 5 Winning Business Team Cultures And Why, Three Creeks Publishing will release in March 2010. To receive publishing discounts, subscribe to the free TigerTracks Newsletter here. - Visit Dianne Crampton's Website |
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