A few weeks ago I listed 12 resolutions for business owners, managers, & supervisors to adopt in 2010. Sure it was audacious, but aren’t all such lists at this time of the year? Not to be left out, employees now have a list for themselves. As with the other one, the hope is that working these concepts and activities into your worklife will result in a happier and more productive you.
So here goes:
1. Discover your strengths: remember the book: “Do What You Love and the Money Will Follow”? Same concept. There is something magical about it.
2. Leave your personal life at the door: think of it as a respite, an oasis if you must, but personal problems only muck up the workplace.
3. List what you can do to add (more) value to the organization: the boss may not realize all you can offer. Once you know what you can add, go tell the boss.
4. What can you take off your supervisor’s plate? Another boss-pleaser.
5. Find a “junior” employee to mentor: even if you are not a Baby Boomer who plans to retire soon, mentoring someone places you in a position of leadership, ready to be promoted.
6. Realize that you’re in charge of your own morale: are you waiting for management to “do something” about morale around here? Wrong.
7. Determine the temperament of your supervisor: figure out how he or she thinks; what kinds of projects they prefer? This knowledge will help you know how to communicate with them better.
8. Think about what you can do to ensure a respectful work environment: are tasteless jokes and emails running through the office? Knock it off. Be professional: you can still be friendly.
9. Take a class or training that will help you do your job better: stretch your knowledge and abilities. Now you are more valuable to the company.
10. Teach your new skills/knowledge to your coworkers. This ensures you have mastered the info and places you in a leadership position even if you don’t have the title.
11. Make sure your heart is in your work: Are you bringing yourself fully and gratefully into everything you do? What would it take for that to happen? Is this an alien concept for you to consider? Older generations stayed for decades in jobs they hated, these days employees jump around at the drop of a hat. Bring your heart to your work.
12. Talk with your supervisor about the big picture: one of the biggest differences between your job and your boss’ is that their view of the company is holistic. It is referred to as the view from 30,000 feet, where they can see the flow, what’s coming and going, what’s on the “horizon”. You, however, are in the “trenches”, as the metaphor marches on. What’s it like from their perspective?
There you have it. It can be a great 2010: a year of growth for you and better awareness of your value for your boss. Enjoy!
Friday, January 15, 2010
Tuesday, January 5, 2010
Employer Resolutions for the New Year
Forgive me: I cannot resist the urge to jump on the New Year’s LIST bandwagon. At this time of year we see countless TOP 100 Lists: books, movies, U-tube videos, excuses for missing school or work, and on and on. That’s not the bandwagon of which I speak, although it might be fun to see what list I could come up with: The Top 100 HR Conundrums. Now, that’d be interesting reading.
Nope, I am all over lists of New Year’s Resolutions. For the employer and the employee. In this column we’ll list 12 things an employer/supervisor can do to improve the workplace and their experience in it. Next column will contain a similar list for employees. I made the list include 12 things, but not so you rush through them like the 12 Days of Christmas. (OH! That’s another great idea: “The 12 Days of HR”. “Five golden parachutes!”) Anyway, I picked 12 things because you may want to take a month for each one to be accomplished or developed into a habit.
In no particular order, here are things an employer and/or supervisor can resolve to do during 2010:
1. Determine the temperaments of your employees: once you know how they process information you can more effectively match their work assignments.
2. Discover the strengths of your employees: build on these strengths and find ways to work around their weaknesses. This will result in better results for all.
3. Greet them every day: not as obvious as you might think. It matters.
4. Ask them what will keep them working for you: discover what turns them on about working for you.
5. Ask them what would prompt them to leave: don’t wait for the exit interview to find out what you could have done to retain good employees.
6. Read The Radical Leap, by Steve Farber: it defines leadership as cultivating love in order to generate boundless energy and inspire courageous audacity.
7. Learn how to delegate: no, it is not dumping, and you do have to follow up. It is great for both parties and the business.
8. Re-read the One Minute Manager: the simplest management book and still one of the best.
9. Determine your temperament: oh yeah, you should know how you process information and communicate, too.
10. Evaluate the makeup of your workforce for diversity: the most successful companies draw on the talents of a diverse workforce.
11. Review your Employee Handbook: does it reflect the company’s personality? Toss out anything that doesn’t sound like you (except the legal stuff). Do you really need that long list of ways to get fired?
12. Have every employee write their job description: does it match what you think they are doing? What they should be doing?
OK, that’s it. Let me know what you think. What I think is that in 12 months you will have a happier and more productive workforce made up of employees who love what they do. Happy New Year!
Nope, I am all over lists of New Year’s Resolutions. For the employer and the employee. In this column we’ll list 12 things an employer/supervisor can do to improve the workplace and their experience in it. Next column will contain a similar list for employees. I made the list include 12 things, but not so you rush through them like the 12 Days of Christmas. (OH! That’s another great idea: “The 12 Days of HR”. “Five golden parachutes!”) Anyway, I picked 12 things because you may want to take a month for each one to be accomplished or developed into a habit.
In no particular order, here are things an employer and/or supervisor can resolve to do during 2010:
1. Determine the temperaments of your employees: once you know how they process information you can more effectively match their work assignments.
2. Discover the strengths of your employees: build on these strengths and find ways to work around their weaknesses. This will result in better results for all.
3. Greet them every day: not as obvious as you might think. It matters.
4. Ask them what will keep them working for you: discover what turns them on about working for you.
5. Ask them what would prompt them to leave: don’t wait for the exit interview to find out what you could have done to retain good employees.
6. Read The Radical Leap, by Steve Farber: it defines leadership as cultivating love in order to generate boundless energy and inspire courageous audacity.
7. Learn how to delegate: no, it is not dumping, and you do have to follow up. It is great for both parties and the business.
8. Re-read the One Minute Manager: the simplest management book and still one of the best.
9. Determine your temperament: oh yeah, you should know how you process information and communicate, too.
10. Evaluate the makeup of your workforce for diversity: the most successful companies draw on the talents of a diverse workforce.
11. Review your Employee Handbook: does it reflect the company’s personality? Toss out anything that doesn’t sound like you (except the legal stuff). Do you really need that long list of ways to get fired?
12. Have every employee write their job description: does it match what you think they are doing? What they should be doing?
OK, that’s it. Let me know what you think. What I think is that in 12 months you will have a happier and more productive workforce made up of employees who love what they do. Happy New Year!
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