5WORKPLACE TRENDS

GREAT PLACETO WORK

that are creating a

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What would you guess is one of the most used

by managers to explain a poor workplace environment?

EXCUSES

In their book “No Excuses: How You Can Turn Any Workplace Into a Great One”, Jennifer Robin and Michael Burchell say that it’s...

TIME.

CLICK HERE to see their Wall Street Journal article that this SlideShare is based on.

You have to worry about your own workload plus the additional workload of managing your team(s).

Sure, as a manager you are busy.

NOT HAVING ENOUGH TIME TO COMPLETE TASKS JUST ISN’T AN EXCUSE.

But, the truth is that for the best managers out there,

THERE ARE MORE IMPORTANT CORE RELATIONSHIPS THAT SHOULD COME FIRST.

These managers understand that while it’s important to do things, like set up initiatives, finish projects and make decisions,

TRUST, PRIDE AND CAMARADERIE.

THESE INCLUDE

TRUSTThe relationship between the employee and the manager.

PRIDEThe relationship between the employee, their specific job, and the company overall.

CAMARADERIEThe relationship between the employee and their co-workers or peers. ha ha

HA

Managers that invest in these three relationships are just as busy as any other manager.

BUT BY INVESTING SOME TIME HERE, THEY SEE SEVERAL POSITIVE OUTCOMES.

FIRSTemployees are more receptive to change.

new policycheck email for

SECONDemployees are more likely to look past small managerial mistakes that inevitably will occur in the workplace.

due today

THIRDemployees are more willing to go the extra mile in completing a task.

MAKE YOUR OFFICE A GREAT PLACE TO WORK?

So, what are five actions that you can initiate in your workplace that focus on these relationships and ultimately

Remove the words

1from your managerial vocabulary. “I DON’T HAVE TIME”

Don’t use this as the excuse. Instead, recognize that there are managers out there, all of whom are just as busy as you, that have successfully created great workplace environments while balancing all of their other responsibilities.

IF THEY CAN DO IT, SO CAN YOU.

PLANNER

Write a

2note to a team member.THOUGHTFUL

Each team member is different. When someone experiences success, recognize and highlight how their unique talents led to that success.

HELP THEM SEE HOW THEIR SUCCESS BENEFITS OTHER TEAM MEMBERS, CLIENTS, AND THE COMMUNITY.

CLICK HERE to see additional employee recognition ideas.

thank you!

Practice thorough

3ONBOARDING.

Make sure you reach out and connect to your new hires before they even start. Send them a welcome card, signed by the whole team. Connect them with a mentor to help them through their critical first year. Pause and celebrate key milestones at the 30, 60, and 90 day mark—highlighting their early successes.

IMPRESSIONS MADE ON DAY ONE OR BEFORE ARE EVERLASTING.

CLICK HERE and see no. 3 of this article for more on talent.

Invite internal guests

4TO STAFF MEETINGS.

You should show them how it matters in the real world, but first, you should show them how the work they do helps other departments in the company. Invite a guest from a different department within the company to talk about their job, and how the work your team does makes their work day a whole lot easier.

YOUR TEAM MEMBERS NEED TO UNDERSTAND THAT THE WORK THEY DO MATTERS.

Show your team members

5impact of their work.

THE REAL WORLD

After you’ve helped your employees understand the impact of their work internally, show them how their efforts make a difference outside of the office. Get feedback firsthand from your clients: what resonates and works? What could be improved upon?

THIS WILL REINFORCE YOUR COMMITMENT TO YOUR CLIENTS AND SHOW YOUR TEAM HOW THEIR WORK MATTERS.

TRY THESE FIVE SUGGESTIONS OUT AND SEE WHAT HAPPENS.

The real key is that you always think about new ways to continually improve trust, pride, and camaraderie.

you will join the ranks of those managers who have figured out that the “I don’t have time” excuse really does nothing more than keep them and their team members from enjoying the great workplace that could be theirs.

ULTIMATELY,

And it’s something that keeps them from going from being a manager to a

GREAT LEADER.

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