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If you're the owner, manager, or supervisor, it's important to let your employees know when they've excelled at their job. A culture of 'thank you' will take a company much farther than one where employees harbor quiet resentment and distrust. If you're looking for genuine ways to thank your employees, consider these suggestions: 1. Give Them Something They Really Want Gifts don't have to be just for the holidays, and sometimes a thoughtful item can be more effective from a management standpoint than even a small bonus on a paycheck. Do you have a salesperson who is always excited about the office March Madness basketball pool? The next time he closes a deal, get him a pair of tickets to his team's next home game. Is everyone always raving about one employee's homemade lunches in the break room? Surprise your foodie employee with a gift card to that buzzed-about new restaurant. Gifts can be more than just a generic, obligatory thank you. Personalize your gratitude. Which brings us to tip two: 2. Get to Know Your Employees Years ago, on my second or third day of a new job, the company owner appeared at my desk and handed me two tickets to a new night club's grand opening. He said he'd be there and hoped I could come. Of course I made the effort, enjoying an open bar and free dinner, not to mention getting to know my new boss in a comfortable atmosphere. In the three years that I worked there, we also went fishing together and played golf. When the company took a downturn and a large chunk of the staff, including myself, had to be laid off, I knew it was an agonizing decision for him. Although we weren't 'friends' like I am with my college buddies, we understood each other and I knew he cared about helping me find a new job. It's important to know the people you work with. If you don't even know an employee's name, how can they believe it when you say 'thank you?' Learn the basics. Ask about their family and their hobbies. When a person knows you care about them, they'll work harder because they know you appreciate it. 3. Have Contests, but Don't Discriminate An employee of the month program can be a great motivator, but chances are, one or two 'teacher's pets' will end up always being the stand-outs. Have a 'once a year' policy for the winners if you go this route. For sales teams, goals and rewards are a great way to motivate. If your entire staff has a motivator beyond their usual commission to sell the most product in a period of time, you'll undoubtedly see higher sales figures than you would without the additional incentive. 4. Take Them Out On the Town
depending on your perspective -. Finally. 0 Comments » inShare BNET Column: Employee Engagement Vital to Retention. Set the Mood We can't get every employee a corner office with wall-to-wall windows.recruiting efforts will need to pick back up.3% in the second quarter. U. and the rewards will come back tenfold.Food is a universal currency. fluorescent-lit environments. but what is known is that eventually -. Did a new BBQ restaurant just open down the street? Surprise everyone on Friday with a catered lunch. Taking any sort of initiative to increase worker comfort shows that you're thinking about their best interest and grateful for their hard work. Let your staff know you're thankful for all they do. will companies dip into their historic profits to hire in a manner that will be meaningful in terms of making a dent in the high unemployment rate in early 2012? That's anyone's guess at this point. If a strong or even stronger fourth quarter follows. but a few small items can improve the aura of any workplace. click here.S. Did you have a particularly strong quarter? After-work happy hour (with the boss picking up the tab) is a huge morale booster. and a good business leader will recognize the value of happy employees. If space allows. The simple presence of our living green counterparts seems to sooth the soul. and it brings your staff closer together. 2011 by Mark Harbeke Did you catch this rare bit of good news about the economy this week? Reuters reportedthat based on increased consumer spending. October 28.5% annual rate in the third quarter. First on the priority list? Plants. create a break room with comfortable seating and space to congregate. It's amazing how a treat in the break room can change your employees' day. consider letting employees be casual in their dress. especially in otherwise sterile. . Donuts and muffins are the easy go-to items in the morning. Casual Friday is always a plus.as the recovery comes or continues to happen. If clients don't come by the office. Everyone wants to feel appreciated. letting them know it's okay to take their shoes off at their desk can add to comfort levels. but consider being a little more thoughtful. gross domestic product grew at a 2. 5. Recovery-Spurred Recruiting Friday. Related: To see these tips and others in use at an Ohio-based communications firm. up from a 1.
and speaker John Baldoni argues in hisnew column on BNET this week.And. is and has been doing more with less. 0 Comments » inShare Better PR for Math and Science to Help Companies Fill Skills Gap . and as a means of encouraging continued commitment and camaraderie to maintain a productive workplace culture. This discussion has merit. October 26. employees know that their options have expanded. in large part. as leadership educator. Next Step: Whether you are in a hiring mode now or waiting to do so based on how your sales forecast plays out and how the economy as a whole continues to perform. it may make an even bigger impact on your current workforce. He cites a new People Metrics report in making the case that employee engagement best practices matter because they enable workers to feel positive about their organization (the fact that their firm is still in business being a contributing factor in their engagement level). so the extent to which their employer's people practices make them feel integral to the team and chart a tangible path for their growth and development within the organization become "a critical factor in whether an employee stays or leaves. of course. lately has centered on whether or not the government (and ultimately taxpayers) should invest inhiring construction workers to fix our crumbling schools in many states.S.And Our Economy Wednesday. as hiring picks up in tandem with an improving economy. but maybe it is a big opportunity talk about not just what schools will look like after this kind of action. Baldoni notes that in this scenario. 2011 by Mark Harbeke Much of the high-level discussion about education in the U. this guest post on our blog provides great tips to motivate your workers. but how they will better .businesses would do well for their long-term prospects if they purposefully shared the rewards of recovery with their workers as both an acknowledgement of their taking the hard journey with leadership. executive coach. What's more." As Winning Workplaces advised in an editorial on our website in July 2009 -ironically at the same time that manyeconomists later said we were out of the "Great Recession" -. companies need to cope presently with a workforce that. including many that are cost effective.
I did a quick review of the small firms we have profiled that are in the high tech/software/systems sector (organizations which. 12 are currently hiring -. 14 are still operating independently. This. and one went out of business. Companies may be more confident overall to hire." provides a Vermont-focused peek at an increasing nationwide need for companies: qualified technical workers.serve students. for good. I'm thinking of how educators as well as parents. as a major study of an increasing number of industrialized countries shows every three years. and the media can all make it more hip for kids to learn and use math and science. companies. I think more non-media companies should get in the game of making these reminders front and center. The problem is that. Because it is to their benefit as well as society's. since 2003." anyone?). while there is talk that globalization and other factors have perhaps led some jobs away from the U. 2011 by Mark Harbeke Some of our past posts have stressed that it's a good idea for you to improve employee engagement and . several of which I tweeted about this week.S. U.now. October 21. Of the 19 firms in this sector for which we've shared their successful people practices. After all. students rank poorly in math and science as well as reading.S.many for at least one technical role. of course. The government and the media periodically remind us of the importance of encouraging kids to learn their ABCs and 123s ("The More You Know. But the opportunity is great: this new Seven Days article. and more Americans working means both more disposable income to spend in our economy and a reduced drain on federal and state unemployment benefit funds. Of the 14 independent operators. titled "Seeking Geeks. To the extent that companies can hire these workers among a pool of increasingly educated Americans. the jobs I mentioned above are here -and need filling -. everyone benefits. doesn't even take into account the large number of our small workplace award winners in othersectors that are currently hiring for tech and other roles. four have been acquired. Looking at the specific company need of technical workers. Specifically. Image credit: Learning Technologies 0 Comments » inShare A Winning Workplace-Reinforcing Social Media Policy Framework Friday. have won our award focused on the payoff of employee engagement and workplace team building).
enrich. Related: We recently shared this video by social media marketing expert Laura Roeder on our Facebook page. in which she argues that you will best engage existing and potential customers (and convert that engagement to sales) by turning to current employees. 0 Comments » inShare Three Steps to Building a Healthy Work Culture in Construction Thursday. Reasons for taking this step include enhancing your ability to engage both existing and potential customers as well as promoting better cross-generational communication among your workforce and avoiding employee litigation. October 20. But what does a comprehensive and effective social media policy look like? Dr. he works to promote construction management education in the hopes of improving industry standards of communication and organization. she shared 16 dimensions in a "lessons learned" context. of course. Eaton's social media policy framework is one example of this phenomenon in action. to the extent that companies can reinforce great-workplace characteristics in their policies and procedures. and empower their people. This approach. 2011 by Mark Harbeke The following is a guest post by Drake MacDonald. they tend to enjoy better business results as they inform. For instance: "Encourage honesty and transparency" and "Respect others" promote Trust. . including both for.other people practices in your organization by adding a formal social media policy. Drake's brief experience in construction introduced him to the field's many shortcomings. As an online writer and editor. hinges on having in place a useful social media policy. Based on her review of over 150 such policies for a wide range of firms.and not-for-profits. Sarah Elaine Eaton of Eaton International Consulting shed a lot of light on this last week in a post for Social Media Today. Respect and Fairness "Encourage a conversational tone" and "Seek permission and ask for help" promote Open Communications and Learning and Development "Discourage disputes" promotes Teamwork and Involvement "Time allocation" promotes Work/Life Balance As our research and that of others who study highly productive workplace cultures show. What I find especially noteworthy about a number of Eaton's policy considerations is how they align with thebuilding blocks of a Winning Workplace.
0 Comments » . The first step in creating a healthy work culture is for both employees and supervisors to be open to hearing and utilizing the ideas of any member of the construction team. However. it’s inevitable that issues will arise that interfere with the construction process. When construction management is focused on process. While this process sounds complicated. This can be facilitated by following through with all work orders and process standards. you can easily build a healthy and profitable workplace culture. Likewise. in order to create such an environment. When such an instance occurs. To ensure that all ideas are being heard. it is also important that supervisors and employees utilize a process approach to managing each construction site. how to inspire trust and leadership within the team. Thirdly. and how barriers that may inhibit productive transactions can be removed. each construction management company must consider what can be done to develop a supportive workplace. it is crucial for supervisors and employees to have a symbiotic relationship in order to build a healthy work culture. but efficient and productive at every level. construction owners can encourage workers and supervisors to submit their ideas formally to the construction office. although purpose is important to construction. Furthermore. click here. Ultimately if you incorporate collaborative behaviors. even with the most agreeable team. in actuality it is fairly easy to implement. Simply utilizing the following ideas will allow you to establish a work environment that is not only healthy. Secondly. However. Remember that construction teams can also focus on creating healthy work environments by utilizing economically green tools and materials that benefit the industry. Company owners should also encourage employees to share their ideas with their supervisors and other team members. open communication. This means that each team member needs to be accountable for their work and must treat other members of the team with respect.In the construction business. it is important that team members on the construction site have peer support and trust during the building process. Related: For even more employee engagement and team building strategies aimed at increasing job satisfaction and overall performance within the construction sector. you can be confident that your team is giving their best. it is crucial that the issue is addressed promptly with the entire team. Furthermore. and a process approach into your construction company. the process approach allows construction work to be completed with greater efficiency and quality. all members of the construction team should learn to cooperate and collaborate with each other on a day-to-day basis. workers. With such a culture. and clients. construction safety is inevitable. when you utilize these techniques. team members are much more likely to meet the expected standards and complete each stage of construction with success.
as well as a win for their workers because they become better physically able to tackle all their commitments outside of work. While the report focuses on health and wellness related people practices in midsize and larger companies -. employee . has the 2nd highest prevalence of heart attacks in the country and the 5th highest prevalence of diabetes -innovative solutions have become a business imperative. 2011 by Mark Harbeke Talk about fulfilling a need! Check out this from Newswise yesterday: In Kentucky -.and not the smaller firms that Winning Workplaces hones in on -. A new research report. "Creating Healthy Organizations: Promising Practices in Kentucky.2% in 2007.inShare Report Reaffirms Link Between Healthy Workplaces and Competitive Advantage Friday." released today by the University of Kentucky's Institute for Workplace Innovation (iwin). immediately made me think of our 2008 Top Small Workplace award winner The Paducah Bank & Trust Company. This report. When the bank won our award. Yet. I love that these types of intra-company. many of its competitors had lost 20-40% of their stock value due to the mortgage bubble beginning to burst. based in the Kentucky city of the same name. October 14. which includes the following components: Reduction in health club fees Financial incentive for visiting the gym Smoking cessation kits Flu shots On-site health screenings Although Kentucky and other states are facing moderate to severe health care crises among their populations. hopes to provide organizations in Kentucky and beyond with new ways to improve employee health and well-being while also improving the bottom line.its conclusion is the same as what we and others in the employee engagement research space have been saying: organizations provide a win for their bottom line by implementing these practices and achieving greater productivity while typically reducing their long-term health care costs. The bank achieved this competitive advantage in part through benefits such as its employee wellness/fitness program. and in 2008 earnings were up 24%.which ranks 49th among all states in Gallup's national index of well-being. Paducah Bank's stock value increased by 8. with its publisher and subject matter both based in Kentucky.
I'm writing this to spread the word about it so it gets a lot more.centered initiatives have the power to turn those trends around whilemaking American companies more competitive in the long run. as well as in employee leadership development initiatives pays for your business because often the cost of turnover is more than the cost of retention brought about by these and other people practices. especially small ones. The calculator looks like a tax return. Do the totals come close to what you've seen in practice? Related: Nick Churchill covered CLASP in an article on our website on the push for paid sick leave. 2011 by Mark Harbeke A new employee turnover cost calculator provided by the Center for Law and Social Policy (CLASP) and the Center for Economic and Policy Research (CEPR) currently has 28 "likes" on Facebook. October 13. I'd love to read your thoughts about the CLASP-CEPR turnover calculator in the comments. and it's pretty slick in terms of walking you through variables to plug in based on whether you want to determine turnover cost for salaried or hourly workers. Save in Long-term Health Care Costs 1 Comments » inShare New Employee Turnover Cost Calculator for Your Business Thursday. 1 Comments » . The introductory verbiage at the top of the form sets the stage for why you should take time out of your busy day to use this calculator to determine your costs (or to get a second opinion if you already track this internally): investing in your workplace in things like paid sick days (as CEPR mentions) among other benefits. as it looks to provide high value to many businesses. and I mentioned CEPR in this post on California's paid family leave program. Related Articles: On this blog: Nine Organizational Activities for Wellness Coordinators and Their ROI On our website: Wellness Initiatives Are a Hip Way to Engage Employees. The form tells you both the cost per employee. and the total cost.
Before a product may be sold to the public. Motivational communication is also critical in convincing coworkers and upper management to embrace an idea. it must first meet the needs of people within the organization. However. such as going toschool online and not talking aloud. patience. This encourages employees to feel a sense of ownership of the company and give extra effort if they are motivated through effective communication and incentives. and Sales. When the environment is tension-filled and people are afraid to communicate with upper management and . Articulation is instrumental in conveying complex ideas and producing innovative products. Communication in situations of conflict requires tact. Good managers can motivate employees to improve and perform well even during difficult times. These companies' products and services are profitable and make a difference in the lives of their customers. Motivate Employees. the success of a company may depend upon employees' ability to communicate productively. Conflict Resolution. then the product will probably not sell to the general public. Why is Good Communication Important? Idea Generation. Enjoy! Managers spend 75 to 80 percent of their jobs engaged in some form of written or oral communication. Product Development. Elaine Hirsch shares effective communications team building strategies and why they're both good for workers and help create a more productive workplace. or bankruptcy. reorganization. Here are some helpful tips to improve communication in your company. When conflict arises between coworkers. When the company is going through management changes. and the ability to negotiate possible solutions.inShare Promoting Good Communication in the Workplace Friday. and nearly 80 percent of companies assess writing skills prior to hiring an employee. September 30. Studies have shown collaborative environments with open communication are more successful than organizations where ideas aren't valued or communicated. but judging by the focus on communication. Perhaps it's because they lacked something in their education. Two thirds of all salaried employees have some type of writing responsibilities. many managers and CEOs don't utilize this tool effectively. If coworkers aren't convinced the product will be successful. managers can motivate employees by keeping them in the loop. active listening and communication become invaluable. 2011 by Mark Harbeke In the following guest post.
Keep the Conversation Brief. face-to-face communication is necessary. Make note of key points without interrupting the response. Employees who follow these tips will promote effective communication in their workplaces. written communication is best." A chart. Simple misunderstandings may erupt into full-blown arguments if communication isn't encouraged. the company becomes ineffective. If you suspect coworkers of unpleasant behavior. check out the latest survey write- . As the old adage goes: "A picture is worth a thousand words. Ask Rather than Blame. pie graph. Set a time limit on each response or rebuttal to give each side the opportunity to respond and make a point. listen to the other point of view. Incorporate those points in your reply to show that you acknowledge the other point of view. Which Communication Modality is Most Effective? Both written and oral communication skills are essential in any workplace for different circumstances. much to their own benefit as well as that of their coworkers. Related: For more people practices and insights. or other visual representation can greatly augment the effectiveness of a presentation or explanation. Focus on the Positive Rather than the Negative. Tips for Effective Communication Use Audio-Visual Aids. Written communication may be required when documentation is needed of the conversation. Always try to note a positive before addressing the negative. This will show others you value some aspects of their behavior in cases of criticism. Misunderstandings. The less an audience has to puzzle over your ideas. Good ideas that could potentially be lucrative are lost because of the lack of communication. bring it up with them and ask about the situation. Many people allow issues to fester rather than tactfully addressing them with the other person. An employee may have an idea and only a few minutes to pitch it to a senior manager in the elevator. In some situations. Employees must be prepared to communicate effectively regardless of the modality. The company may also hold a conference to communicate ideas in person rather than through written correspondence. Actively Listen Before a Response. Printed materials may be preferable when visuals are needed to convey your point. Polite directness will diffuse the misunderstanding and help both parties work towards a solution. After a confrontation. Present the evidence that led you to believe they may be involved in the behavior and listen to their response. If there's any concern the recipient may misplace or forget what you need to convey. the more readily they can understand their value. Communication is essential to any environment.other employees.
) Every year that we have run this competition. Many of the practices these progressive small firms employ have gotten more media attention in recent years -. as long as these altered schedules do not impact their ability to deliver to clients or to support their coworkers. getting time off for community service. As part of a blog fest around this month-long event. September 26.things like flexible shift start and end times. 2011 by Mark Harbeke Did you know that National Work and Family Month. and their average employee tenure is 43% greater. (It used to be called Best Bosses. Just as noteworthy. is fast approaching? October has been that month since 2003 – more information on it and what it's about is available here. Employees. our latest award cycle earlier this year -which generated close to 350 applications from across North America -. and better bottom-line results. perhaps. Small business leaders. the nonprofit I work for. and now it's known as Top Small Company Workplaces. 1. . especially. job sharing. at all levels. summer hours and. can use this as a springboard to better balance keeping their workers happy. Winning Workplaces was pleased to be asked to contribute an article on staff engagement activities that businesses can use to help their people strike a better balance between work and home life to The Huffington Post. has sponsored an award honoring small businesses whose innovative employee practices drive business growth. as designated by Congress. 2 Comments » inShare 10 Nontraditional Practices in Celebration of National Work and Family Month Monday. For example. as WFC Resources' Susan Seitel recently addressed as part of National Work and Family Month. energized and most productive with managing costs.revealed that companies that use one or more flexible work arrangements had 25% lower average turnover in 2010 compared to those that don't use any. Winning Workplaces.up and archived summaries in theOpen Communications area of the Research Studies section of our website. Here's what I shared: Since 2003. manage their own schedules and work hours to be most conducive to their personal lives. telework. is the following list of less traditional flex work practices our award-based research uncovered this year. we have seen a link between using practices designed to help employees balance their work and personal lives.
all holidays are "floating. As I've shared in past posts on this survey sample: They do a wide array of things ranging from leadership and supervision. you can also follow all the insights and related events in October by searching the hash tag#NWFM. My reaction to Lowrey's article is that I think it's important to separate internal innovation involving team building and other people practices from the kinds of external. The bulk of small businesses being created. getting a patent. marketplace-driven innovation she addresses. Related: Dig even deeper into the possibilities for your people practices – and the payoff of employee engagement – by reading these additional articles on The Huffington Post that also help elevate and celebrate National Work and Family Month: 12 Tips for Making Your Telework Arrangement Succeed Confessions of an Undercover Working Mom The ABCs of Workplace Flexibility If you're on Twitter. or otherwise trademarking a new idea." meaning that employees can shift or consolidate "traditional" days off such as Memorial Day or Labor Day." In it. . With advance notice. to performance management and employee development. based on new research by the University of Chicago. September 22. Most simply help provide already-crowded markets with familiar goods such as legal work or gas or nearby groceries. in short. are not particularly innovative ones. to compensation and benefits to maximize staff retention. As we know from our latest employee engagement research – the nearly 350 applications received during our 2011 Top Small Company Workplaces competition – the diverse cross section of small firms we surveyed are most definitely innovative when it comes to how they engage their people for best financial results. 2011 by Mark Harbeke Slate has a new article on its website this week by Annie Lowrey entitled "Why Small Busiensses Aren't Innovative. she argues. 0 Comments » inShare Separating Employee from Marketplace Innovation in Slate Article Thursday. Read the rest of our article here.2. Nor are they growing businesses either. Few spend any money on research or development.
states and territories. including progressive strategies designed to build a more productive . and other stakeholders see day to day. Have 4 to 443 employees – 73% have 100 or fewer employees. and even CEOs. promoting the payoff of employee engagement.S. including HR professionals. OD consultants. I used the word "diverse" above when describing this sample of small businesses purposely. and thus are more productive and less prone to leaving). what's going on "under the hood" also drives an enterprise's ability to be a game changer. Notably. I'm embedding the interview below. the media. they also embrace flexible work arrangements andrecognition programs in a big way.000 to $404 million – though 96% of them had revenue under $100 million. September 19. vendors. They're also small when it comes to annual revenue: in 2010 they ranged from $200. Represent more than 27 industries. Here are some statistics on them. they rank ahead of 14% of the world's richest countries in paid annual leave (with the big benefits to companies being workers who are far less likely to be burned out. Your thoughts? 0 Comments » inShare Payoff of Employee Engagement More Visible Thanks to The Colbert Report Monday. which suggest the vast majority of them are those Lowrey points to in her article and in her quote I pulled out above: From 42 U. I just think that some in small business circles. Range in age from 3 to 99 years old – 50% are 10 years old or younger. think of innovation not strictly in terms of what customers. 2011 by Mark Harbeke How did I miss this? Last week the University of North Carolina Kenan-Flagler Business School blog linked to an interview of Zappos CEO Tony Hsieh that aired on The Colbert Report at the start of August. This point I think is especially important when considering Lowrey's claim that the bulk of small businesses aren't growing: our 2011 award applicants increased headcounts 22% from 2009 to 2010.To both retain as well as attract top quality talent. VCs. as it's short and worth a view: (Click here if you can't see the video in your RSS feed) As I'm sure many of our readers are aware. going from 74 to 90 employees on average. In other words. I'd like to close by saying that it's not that I don't like Lowrey's article – she's mostly just extrapolating on U of C's research.
has become an incubator in its home . can be an uphill battle.workplace to drive better bottom line results." What I like most about this video is how Hsieh. a new article on Inc. academic institutions. pivots from Stephen Colbert's questions about how the company "delivers Wow" and profits on the customer side. Or. helping to increase innovation and expand job opportunities. Related Posts: An Innovative. there is a prevailing view. to what the company does as part of its internal people practices to make "Wow" possible. in hiring. 2011 by Mark Harbeke Incubation – the practice of companies. So even though Hsieh got a big opportunity to talk to a lot of existing and potential customers. This week. including what is still taught in many MBA programs. September 13. in characteristic fashion. Magazine is our media partner for our Top Small Company Workplaces award) tells the story about how our 2010 award-winning firm.com (Inc. and other groups working to spawn viable new enterprises – is highly important in the current economic climate.000 times on The Colbert Report's website. I think the big winner in this is staff engagement activities as a revenue generator. and even leveraging their expertise when it comes to whom to hire for best cultural fit. For all the emerging research which points to better engaged and satisfied employees as a means for long-term competitive advantage. NBIA. says that close to 90% of its graduates are still in business 3 years after completing their program. The Daily Show with Jon Stewart. Tasty Catering. Highlighting the importance of business incubators is this contrast: while theSBA reports that over half of small businesses fail in the first 5 years. The Colbert Report and its primetime lead-in.000 and 1 million viewers. in which many organizations are waiting for more stability in their markets before they invest in new product development or expansion. And the video has been viewed more than 20. of "profits before people. the business incubators trade association. So the extent to which small businesses can be involved in the incubation process is a net gain for the economy. Cost-Effective Advertising Strategy (Bonus: It Builds Goodwill) There's Strength in (Offbeat) Numbers 0 Comments » inShare Incubation is a Progressive Small Business Focus Tuesday. This includes core values such as empowering employees at all levels to make key decisions. nightly draw an average of between 600.
Last week. the first level supervisory role in their organization. based in California. Team Leaders participate in a "Management Incubator" program which utilizes competency-based leadership assessments. week-long athletic training mentorships to learn best practices in running athletic education courses. that they submitted in answer to our question on employee leadership development training for new and existing managers and supervisors. to use people practices to improve organizational performance. I also found a noteworthy account from one of our applicants. based in Louisiana.state of Illinois on several fronts. As a result of this investment TRX's Education business has thrived. Related: Like Tasty Catering. especially internationally. WorldatWork shared new research which finds an outcome of companies . 2011 by Mark Harbeke Last October I cited employee engagement research by Randstad which found that a majority of working adults believe that when companies hire for attitude and fit. This program appears to have had a big impact on Starmount's success post Katrina and Rita: their relocation-related initial turnover quickly stabilized. and development planning. Here are two more examples: 1. shared with us in their award application that. September 9. leadership coaching. TRX (health industry. Not only are they typically new to a leadership role. 176 employees). it's better for business because the workplace culture is more productive. another of our 2010 award-winning small workplaces that encourages employees to spur viable new businesses is Pennsylvania-based MAYA Design. they sent their Director of Education to several. 0 Comments » inShare Further Evidence That Hiring for Cultural Fit is Good Business Friday. Starmount Life Insurance Company(insurance industry. Learn more about them here. earlier this year. but they may encounter challenges shifting from a peer to supervisory relationship. management and team development. Starmount says a key priority is at their Team Leader level. and in 2010 they launched two new major product lines. One of our 50 winners. experiential learning. 2. At these workshops she gained a better understanding of running an incubated business. This made me curious about how companies who applied for our most recent Top Small Company Workplaces award. have made incubation a focus – and particularly how workplace team building and employee engagement drive it. and industry standard benchmarks. in 2009 they broke ground on a new headquarters in Baton Rouge. 132 employees).
to investing money elsewhere that their competitors are now spending.000 employees in 20 industries surveyed cited this – and in fact other common challenges like emerging competitors and access to credit ranked far lower. because they made the commitment and investment on the front end to hire not only for skills.) Could they have done this – and in the process tackled in part the number-one business challenge cited in the new HireRight survey. Here's a very different picture to share with you: As we outlined in this article on our website based on an annual economic survey we do of our award-winning small businesses. 7 out of every 28 average job openings per company (25%) were filled from within." They are doing this. businesses' biggest challenge is finding and retaining quality talent. 2011 by Mark Harbeke . as of Q4 2010 the top action they reported taking out of a list of 10 common options we presented was "Invest in training and staff development to ensure we're ready for growth. This tells me that despite a historically large population that is either unemployed or underemployed right now – many of whom would be qualified to come on board and fill these critical roles – this major organizational concern has not been alleviated. (We did not ask this question in our most recent/2011 award application. talent management. from retaining their knowledge base. This is borne out by the fact that among the applicants for Winning Workplaces' 2010 Top Small Company Workplace award.not taking this approach: HireRight's 2011 Employment Screening Benchmarking Report finds that second only to cost cutting. What do you think? 0 Comments » inShare Winning Workplaces Provide Assistance After Hurricane Irene Thursday. September 1. or poised to spend soon. respectively. but for attitude and fit so that their overall workforce effectiveness and camaraderie could be improved. and other professionals from companies with up to 25. and are in a position to do so. Forty-nine percent of the nearly 1. to keeping client relations and customer service strong. on new hiring and training. at 16% and 8%. cost cutting – if they didn't have this intense a focus on employee leadership development for the long term? My ultimate takeaway is that small firms that have done this work are now benefitting in myriad ways in a poor economy.800 HR.
700 fans. of course. addressed this in detail related to the historic flood that hit its headquarters city – Cedar Rapids. Dealer. and their northeastern U. True to form. here). which devastated many East Coast states this past weekend. a comprehensive marketing solutions provider. They then shared this on their Facebook page. Our recentSuccess Story on Van Meter Industrial. Firespring (2011 Top Small Company Workplace) Following Hurricane Katrina in 2005. Iowa – in 2008. Offered to help each employee financially with power outage issues. franchise partners tell them that their schedules are packed. Paying for one employee's monthly rent increase while they move into a new neighborhood 2. Dyn Inc. Yet. Here's a snapshot of what they're doing: 1-800-GOT-JUNK? (2005 Best Boss .com (2010 Top Small Company Workplace) This Burlington. and have seen in practice among the great small firms we've studied and recognized. Luckily. IT staff is helping people get their computers back up and running 3.200 fans) that much of Southern and Central Vermont has been hit hard and is in desperate need of help. and supports them during crises. They also shared a link to a blog that's been set up to help Vermonters assist their fellow citizens. by their own admission. so it takes some stress out of the process of mopping up after such a destructive storm. they work directly with insurance companies. Firespring. a 2010 winner of our Top Small Company Workplace award. (2011 Top Small Company Workplace) Tom Daly. Vermont-based firm shared on their Facebook page (which as over 2.S. many of the small businesses we've honored with both of our awards are offering assistance to individuals and businesses that were affected by it. but it also relates to the extent that an organization acts as a means to empower its employees to improve the communities in which they live. Their call center and website have been slammed. which has over 4. President and CTO of this Infrastructure as a Service (IaaS) company. Bersin & Associates (2011 Top Small Company Workplace) Since many of their employees work remotely from the East Coast – they're based in California – they've helped them out in several ways: 1. they failed to recognize that many clients were .A key building block of a Winning Workplace is people practices supporting a focus on Teamwork & Involvement (more about the other 5 building blocks we believe in.Brian Scudamore) As their business is based on junk removal. We've just weathered an even larger-scale natural disaster – Hurricane Irene. they're doing what they do best and clearing out flooded basements and storm debris. provided a checklist on their blog to help ensure that company data centers are prepared for major weather events. This involves team building strategies. instituted a policy allowing any client to essentially "freeze" their account and suspend payments until they were able to get back to business as usual.
August 31. They have also activated their ListServ capabilities for their board members. ranging from free texting for 30 days free weather alerts until November 1. organizations who coordinate relief for the affected areas can get free call credits added to their accounts to help with their work. Northeast Delta Dental (2005 Best Boss . it affected hundreds of their clients. When Hurricane Irene hit last week. Their support staff is also reaching out to clients to see if there is anything else they can do to help them. One Call Now (2011 Top Small Company Workplace) This Ohio-based enterprise.Jeffrey Hollender) The marketer of environmentally responsible household products is donating some of them to make 1200 green cleaning kits for hurricane victims. They've partnered with the Vermont Foodbank to build and deliver the kits to communities most in need. has emailed their customers in the states affected by the hurricane. And they shared news of this on their Facebook page. They were prepared this time. through these efforts? 0 Comments » inShare Videos . They offered them free upgrades to their existing service.000 fans. which has over 260. they have been closely analyzing data to ensure that all of them are still able to access their files and are actively engaged using their other web tools. Next Step: Review the above examples – is there anything you can do or adapt from them to provide better value to your employees. which delivers automated phone messages to improve communication between and among organizations. resulting in an exchange of offers to help one another within the tri-states. or improved. In addition. Seventh Generation (2006 Best Boss .utilizing their online file transfer and job submission utilities that automatically purged old data.Contrasts Between a Bad and a Great Workplace in the Carwash Industry Wednesday.Tom Raffio) This dental insurance provider has invited employees and their families without electricity to use their facilities. which has proven immeasurable for their colleagues in Vermont who experienced extremely high flood waters and washed out roadways eliminating access to even basic services. or local communities/states? (Or get set to do for a future disaster affecting your area?) And how can employee engagement be a catalyst. 2011 by Mark Harbeke . they lost valuable data when Firespring's system did its job. For the past several days. when hurricane season is over. Since many of their clients went without power for several months. and they are prepared to initiate fundraisers through their Helping Hands program as they learn about employees whose homes were damaged. customers.
while Jerry doesn't mention this in the interview. here's the "bad" example. So doesn't it make sense that those who run these operations would want to adequately pay and fairly treat their workers to in turn deliver the best service. Executive VP of Mike's Carwash. and none of them were (or are today) getting below the minimum wage.000 per year or less. their on-boarding includes 40 hours of job training Grooming leaders from within. or less Now here's what a workplace looks like in the same industry with the polar opposite approach to employee engagement. This is our interview with Jerry Dahm. and new research released this month shows it's a rare one that. I think it's noteworthy to point out the further contrast involving wages. per year. which includes over 200 full-time employees at more than 30 locations: When new hires emerge from their rigorous hiring process. over the next 5 years. Substandard – even inexcusable – people practices mentioned include: Beatings Sexual harassment Manager threats Pay at half the minimum wage. .The two videos below provide about as stark a contrast as you could imagine between what constitutes a poor workplace culture in the carwash industry. while they invest $3. since they also have profit sharing Also. Warning: at times the video is graphic in its depictions of how workers are treated. is actually set to experience healthy growth of about 19%. Here's what Jerry mentions as features of how they treat their workforce. Mike's is a 2009 winner of our Top Small Workplace award. on tuition reimbursement. they see a great ROI since about 50% of job openings are filled from within Open book management with financial literacy training to help workers see how their efforts influence the bottom line – and improve their pay.500 per person. only 8% of employees were earning $20. I found this in a Huffington Post article published this week highlighting extreme practices in play in a number of car washes in the Los Angeles area. Based in Indianapolis. I find it not only sad that some carwash owners and leaders are fostering such poor workplaces. to earn the biggest piece of that pie? Related: Read our Success Story on Mike's Carwash to learn even more about how the company creates a competitive culture of ownership which translates to better business results. When Mike's Carwash filled out their application for our award in 2008. Thinking about the "bad" example above. First. and one that relies on the Winning Workplaces-approved notions of strong team building and investing in your workplace to boost customers and their satisfaction for a healthier bottom line. but counterproductive to their financial best interests! The Huffington Postarticle notes that the car washing services industry today is a $23 billion enterprise.
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