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Added for You - What Does Your Staff REALLY Want? (Part 2)
You may be astonished to realize that retrenchment may occur more than once during the life of the modern day worker. In fact, career advisors report that we could expect to be made redundant up to three times during our working life.As common as retrenchment is, when it happens, no one likes it. Whatever range of emotions initially emerge - fear, anger, resentment, retaliation, humiliation, disappointment - we should recognise as being quite normal. How we respond and deal with the situation will influence our entire financial future and how quickly we move through these negative emotions.This article will assist those people who may wonder how to deal with retrenchment. These ten keys will help you mo
1. ultimate client service
2. beyond professionalism
3. communicating commandos
4. highest ethical standards
5. atmosphere of teamwork
6. culture of accountability
7. high tech
8. the hippest firm in town
Those are just a few thoughts; every firm will have its own ideas. The important point is to decide what type of culture your firm wishes to embody, and t
Last month I went out and bought a shiny, brand new car. The car’s nice, but I wanted to share my experience with the sales rep I worked with, and the dealership that ultimately took care of me by not really taking care of me. And it wasn’t so much that I was at the dealership for 4 hours, they had no snacks to eat or that I was shuttled between two competing sales reps, it was the way I was treated after the purchase.Once the paperwork was signed, the sales rep was far more interested in getting referrals from me that ensuring I was treated remarkably. In order to make sure that he was foremost on my mind when I left the dealership, the sales rep gave me a stack of his business cards that could have weig
The 2005 “Best Places to Work” program study showed that, contrary to popular opinion, employee satisfaction didn’t depend on salary. The most given answer as to what makes a company a great place to work is employee empowerment.
And what constitutes employee empowerment? I believe it comes down to a few basic principles, the second of which is the corporate culture.
In the book "Guts!: Companies That Blow the Doors Off Business As Usual," authors Kevin and Vickie Freiberg discuss businesses that replaced traditional corporate cultures with those where fun and creativity dominate. The book examines 15 successful companies and the leaders who not only operate their companies "in an unusual way," but who have also defined their businesses "in terms of a cause." What companies do they highlight? Southwest Airlines, SAS Institute, and Cisco Systems, Inc., to name a few.
"Most companies are built on a model of control," Freiberg explains. "But if you treat people like adults, they'll act like adults."
According to Freiberg, Herb Kelleher of Southwest Airlines encouraged his employees to convey an atmosphere of fun in the workplace and on each airplane. Kelleher encouraged input from all employees, be they pilots or baggage handlers. As a result of one suggestion, the company decided to issue its quarterly profit and loss statements in language more befitting a comic book than a dry, financial document. The only major protest to making this radical change came from the chief financial officer.
While some partners may say that what works for Southwest Airlines probably wouldn't work for them, Freiberg thinks most people aspire to that level. And when they hear him talk about real companies and real people, "far more often than not, people get jazzed," he says.
What’s the definition of a culture? Shared beliefs, values, and goals, all considered collectively.
• What’s the culture you want to create? It’s probable that most firms wouldn’t go for the “atmosphere of fun”; however, what about a firm embodying one of the following cultures:
1. ultimate client service
2. beyond professionalism
3. communicating commandos
4. highest ethical standards
5. atmosphere of teamwork
6. culture of accountability
7. high tech
8. the hippest firm in town
Those are just a few thoughts; every firm will have its own ideas. The important point is to decide what type of culture your firm wishes to embody, and t
If you're looking for a way to earn a living or just to make some extra money on the side, cleaning houses for a living is probably not the first thing that comes to mind.Cleaning houses? Doesn't that sound like a lot of unpleasant, grungy work?Yes, it does sound pretty unpleasant, and that is exactly why there is very good profit in it. Most people hate to clean. Add to that how busy everyone is, and you have a recipe for success.Maybe you're not so fond of doing your own housework. But having your own business cleaning houses could be surprisingly enjoyable, because there are many benefits to this work. Here are just a few:By learning how the professionals clean houses, you can do it much mo
"Most companies are built on a model of control," Freiberg explains. "But if you treat people like adults, they'll act like adults."
According to Freiberg, Herb Kelleher of Southwest Airlines encouraged his employees to convey an atmosphere of fun in the workplace and on each airplane. Kelleher encouraged input from all employees, be they pilots or baggage handlers. As a result of one suggestion, the company decided to issue its quarterly profit and loss statements in language more befitting a comic book than a dry, financial document. The only major protest to making this radical change came from the chief financial officer.
While some partners may say that what works for Southwest Airlines probably wouldn't work for them, Freiberg thinks most people aspire to that level. And when they hear him talk about real companies and real people, "far more often than not, people get jazzed," he says.
What’s the definition of a culture? Shared beliefs, values, and goals, all considered collectively.
• What’s the culture you want to create? It’s probable that most firms wouldn’t go for the “atmosphere of fun”; however, what about a firm embodying one of the following cultures:
1. ultimate client service
2. beyond professionalism
3. communicating commandos
4. highest ethical standards
5. atmosphere of teamwork
6. culture of accountability
7. high tech
8. the hippest firm in town
Those are just a few thoughts; every firm will have its own ideas. The important point is to decide what type of culture your firm wishes to embody, and t
Most people I have met, who want to be successful, look for enlightenment through those who have already achieved their goals in life. The big question they ask themselves is how did this person make it? If they are lucky enough to meet a successful person, and happen to ask what they did to get there, that person usually does not want to share the intimate details, or give away their secrets. Someone with class will probably give you a few reassuring adjectives, ending the conversation with some encouraging words. That and ten cents might buy you a cup of coffee.Taking ownership of a having a successful future entails a few important elements. The first is getting to a point in your life where you have had enough
According to Freiberg, Herb Kelleher of Southwest Airlines encouraged his employees to convey an atmosphere of fun in the workplace and on each airplane. Kelleher encouraged input from all employees, be they pilots or baggage handlers. As a result of one suggestion, the company decided to issue its quarterly profit and loss statements in language more befitting a comic book than a dry, financial document. The only major protest to making this radical change came from the chief financial officer.
While some partners may say that what works for Southwest Airlines probably wouldn't work for them, Freiberg thinks most people aspire to that level. And when they hear him talk about real companies and real people, "far more often than not, people get jazzed," he says.
What’s the definition of a culture? Shared beliefs, values, and goals, all considered collectively.
• What’s the culture you want to create? It’s probable that most firms wouldn’t go for the “atmosphere of fun”; however, what about a firm embodying one of the following cultures:
1. ultimate client service
2. beyond professionalism
3. communicating commandos
4. highest ethical standards
5. atmosphere of teamwork
6. culture of accountability
7. high tech
8. the hippest firm in town
Those are just a few thoughts; every firm will have its own ideas. The important point is to decide what type of culture your firm wishes to embody, and t
Has your sales team just completed its third record-setting month in a row? Did your advertising team pull off a spectacular campaign under a tight deadline? Have you just closed the books on your most successful year ever? One of the best ways to motivate your employees to continue working hard is to reward work well done with fun.It's a simple enough concept, and one that is central to the concept of team building. People work harder when their hard work is noticed and appreciated. While a little extra swag in the pay cheque is always appreciated, there are other ways to show appreciation and recognition that can help cement the team spirit you've been working so hard to foster. One of the best of these is to of
While some partners may say that what works for Southwest Airlines probably wouldn't work for them, Freiberg thinks most people aspire to that level. And when they hear him talk about real companies and real people, "far more often than not, people get jazzed," he says.
What’s the definition of a culture? Shared beliefs, values, and goals, all considered collectively.
• What’s the culture you want to create? It’s probable that most firms wouldn’t go for the “atmosphere of fun”; however, what about a firm embodying one of the following cultures:
1. ultimate client service
2. beyond professionalism
3. communicating commandos
4. highest ethical standards
5. atmosphere of teamwork
6. culture of accountability
7. high tech
8. the hippest firm in town
Those are just a few thoughts; every firm will have its own ideas. The important point is to decide what type of culture your firm wishes to embody, and t
Use these 4 quick tips to instantly make your business more profitable:1. Cancel any services that aren’t working for you and invest in something better:Have you been paying monthly or yearly fees on services that just aren’t working that well for your business? Perhaps you’ve been holding on to a particular service because you’ve become familiar with it, and now it just sort of seems like a part of your business? Holding onto services that aren’t putting out their value are actually eating your profits.Evaluate your service. Is it living up to what the company promised? Most business owners use services to either help them save time, accomplish more or help them benefit is some profitable way. If yo
1. ultimate client service
2. beyond professionalism
3. communicating commandos
4. highest ethical standards
5. atmosphere of teamwork
6. culture of accountability
7. high tech
8. the hippest firm in town
Those are just a few thoughts; every firm will have its own ideas. The important point is to decide what type of culture your firm wishes to embody, and then focus on that goal.
• How to decide on a culture? First of all, it has to make sense. Would a probate practice want to have a high-tech, hip culture? They would probably be better off concentrating on client service or professionalism. The culture for your firm will probably be evident to you if you think about what the firm’s goal is for their overall image. As a matter of fact, if it isn’t obvious or doesn’t jump out when you think of the firm’s image, a business consultant is needed to help the firm bind their image and message together because there is a disconnect happening.
• Commit to the culture. Are all the partners in agreement on the cultural change or are some of them going into this idea kicking and screaming? If there’s more than 15% holdout, a big problem can develop. Before deciding on a big cultural shift, ensure buy-in from the major players in the firm. Once everyone sees they’re committed, change will be easier.
• Focus on the cultural goal. This does seem obvious, doesn’t it? However, it’s funny how little things can set everyone off track. An ‘ultimate client service’ culture can be betrayed easily if the firm decides to cut back on staff. Without staff, client service declines sharply. If that focusing on the cultural goal? Or let’s look at an ‘atmosphere of teamwork’. Attorneys are forced to do continuing education because of their state requirements. Is staff also involved in educational training? If not, that doesn’t put them on equal footing with the attorneys and they don’t feel as valued. Not exactly a great way to enhance an ‘atmosphere of teamwork’, is it?
• Make activities consistent with the culture. Consistency is the key to building a culture. If Southwest Airlines suddenly decided to dress all its flight attendants in black business suits and speak formally to the passengers, it wouldn’t make sense. They would be betraying the atmosphere of fun they’ve created and are known for all over the country. People know w
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