Barry Williams likes to mix a lot of humor into his workplaces. As the former manager of Barney’s Motel in Brandon, Manitoba, he created a fly bounty to get people laughing over flies in the motel rooms, added hilarious slogans …
If employee retention is an issue in your workplace then chances are you are spending time and money conducting exit interviews. Okay…I suppose exit interviews are important, IF they are done right. The challenge is that often employees don’t open up about the real reasons they are leaving your company, for fear of retribution or for a number of other reasons. The bigger issue, of course, is that exit interviews are akin to closing the barn door after the horse has left the barn. What any successful company needs to do is to build the kind of inspiring culture that turns long term employees into truly loyal employees (there’s a world of difference between the two) and nurture the kind of workplace culture that doesn’t just keep your top talent, but that keeps top performers happy and inspired.
Most companies get it wrong when it comes to employee motivation. Rather than worrying about what it takes to motivate employees, they need to STOP demotivating them! Most people, after all, are naturally motivated to do their best at work and contribute their ideas and passion. But far too often, employees lose that natural desire to be engaged because of the soul-sucking, spirit-crushing things leaders and organizations do, such as:
– By Kelly Batke, Director of Marketing, Jostle Corporation, www.jostle.me
You can fake a lot of things in this era, but strong workplace culture is not one of them.
Sadly there are a lot of companies out there ‘faking’ happy work environments. They loudly claim to have the best places to work but secretly the employees are unhappy and writing negative comments to employer review websites.
This level of desperation isn’t really much of a surprise considering how much emphasis has been put on culture these days. We read stories about companies like Zappos and we can’t help but to aspire to that, as we should. But it isn’t going to happen overnight, and it isn’t something that can be faked.
This infographic created by Salesforce does a fabulous job at summarizing some of the key factors that influence employee motivation. It’s a great reminder of everything we talk about here at Humor at Work: that money, for the most part, is only a great motivator when it comes to people searching for work or coming into work week after week. In other words, money puts warm bums in the seats. But to get employees truly involved, engaged and inspired, it takes much more than just a good pay check.
22 Fun Ways to Celebrate Those Fun, Wacky Holidays and Theme Days into Your Workplace: No Pants? No Problem!
I recently had someone ask me about the “appropriateness” of celebrating some of the offbeat theme days I refer to from time to time in an office setting.
A friend of mine, a small business owner who does a fabulous job at constantly recognizing his contractors and often surprising them with bonus gifts, complained to me recently that an employee never thanked him after receiving a surprise bonus from him. Not even a quick “Cool, thanks!” e-mail from him. Nothing. Zippo! Nada!
I recently contributed to a piece in Forbes, 12 Tips on Overcoming Fear of Change. Dealing with change, managing change, helping employees cope with change…these topics have been around for years. And for good reason.
A growing body of research suggests that the concept of “small wins” in the workplace is one of the key ingredients for successful employee motivation and one of the most effective ways to begin the process of changing your workplace culture. Small wins can have a disproportionate amount of power and influence beyond the achievement they represent.
This may be a bit too out there for some of you, but the folks at Zappos have an interesting way of encouraging employees to recognize their coworkers’ efforts at work (definitely a worthwhile goal).