Employee Appreciation

Employee appreciation often brings to mind those tangible things that employers and managers give out as tokens of gratitude. Beyond rewards and recognition bestowed on employees, organizations show their employees that they value them through intangible means.

March 5, this coming Friday, is Employee Appreciation Day, and we talked about it this week on Thank God for Monday. We discussed the intangible ways that employers show employees they are, indeed, valued. No surprise, it starts with a positive culture, and leaders live that culture through their actions.

Our latest book, They Did What? is filled with tales of mischief and misbehavior. One of the lessons in that book is turning a negative situation into a positive one. The HR executive and her leadership team are quick to act on employee misdeeds, and they are committed to resolving issues, no matter how disruptive the situation. The mere fact that they waste no time and are visible to the employees sends a huge message about how much they value their employees. They recognize that good people want to work with other good people in a positive environment. Their actions also help avert even bigger problems from occurring. 

How leaders approach and solve issues also sends powerful messages regarding employee appreciation. HR leaders often confront situations where people just use bad judgment without meaning any harm. Nevertheless, there are repercussions that affect coworkers. Taking the time to get all the facts and listening to the employee rather than jumping to conclusions lets the employee know they are respected. It can also allow the employee to be a part of the solution. 

Not all misbehavior is deliberate, but it can be disruptive. These are often situations where there are underlying causes for the behavior, such as illness or personal issues. Exercising diplomacy and preserving the employee’s dignity is critical in these situations. There is a fine line between helping the employee and getting involved in their personal lives. Having an outside resource, such as an Employee Assistance Program with trained therapists, can be a lifeline for the employee and the organization. 

Addressing employee behavioral issues as soon as possible, getting an employee on the right path, and offering the right resource for an underlying issues are all powerful ways to let employees know they are valued, appreciated and respected for the individuals they are. Other team members take notice as well. They see support being provided to coworkers who need it.

When the behavior may be deliberate, workplace harassment for example, immediate action sends the message to everyone that the behavior is taken seriously, and the leadership is committed to a positive workplace environment. 

They Did What? Unbelievable Tales from the Workplace is filled with many examples of how HR Executives and organization leaders address a multitude of issues involving misbehavior at work all while preserving the employees’ dignity and respect.

Cornelia Gamlem

Positively Connected

We are definitely in unchartered territory. Work is only one of the challenges you and your employees are facing during this time of crisis. While getting work done may be top of mind for you as a manager, remember you probably have no idea what your employees are faced with each and every day. Here are some tips to keep your connections positive.

• Phone calls. Zoom and Skype meetings are keeping us connected, but they are exhausting. As a manager, you want to be as available as possible, so don’t overlook the significance of a personal phone call from time to time.  They give you a chance to hear one-on-one how your employees are doing.

• Be human. You should be as visible as possible, but don’t forget the human side. Have some fun. We have a colleague who is sending a fun JibJab video to her team every day. What a great way to put a smile on a face while showing a silly and very human side to your employees.

• Open-door policy. Sure, doors don’t exist in our virtual world, but bring meaning to policies that promote transparency and open communication. Make sure your employees know they can connect with you when they need you, but don’t forget to set some boundaries as to when it’s appropriate to call or text.  Let them know you’ll respond in a timely manner.  Being available during this time will make your staff more comfortable.

• Have fun. Our meetings may be virtual, but that doesn’t mean they have to be impersonal. Consider starting each meeting with an ice breaker.  Ask a question like “what’s the best meal you’ve cooked or eaten while quarantined or anything that gets people talking and laughing. This will make a huge difference to your team.

• Employee Assistance Program (EAP). This is a great time to remind your employees to take advantage of their helpful services available to employees and family members.  EAP’s offer counseling on a variety of topics including depression and anxiety, and most have financial experts as well.  These services can be lifelines for your staff at a time like this.

• Recognition programs. Praise your employees for the things they do above and beyond, and right now, that’s probably most if not all of your team. Celebrate as if you were physically together using online platforms and applications. 

Be kind to your employees and also to yourself and we’ll get through this.