Recognition
Workplace budgets remain tight, yet recession-weary employees are more in need of morale boosters than ever. Now’s the time to use a little creativity to reward workers. Here are a few ideas from Harvard Business School professor Rosabeth Moss Kanter, whose advice appears on a Harvard Business Review blog:
As the person closest to your work, you’re also the best one to identify ways to improve efficiency and reduce costs associated with your job—which is exactly what most C-suite executives and business owners focus on. Just because they don’t ask for your innovative ideas doesn’t mean they’re not interested. Get your creative juices flowing with these five questions:
According to a study by the International Association of Administrative Professionals and OfficeTeam, managers rank promotions and cash bonuses as the most effective ways of recognizing employee accomplishments. But administrative pros put two other appreciation tactics at the top of their list:
It sounds like a nearly impossible challenge: employee appreciation on a lean budget? Try making employees heroes: heroes in their own eyes, heroes in the eyes of their peers and heroes in the eyes of their families. Here’s how:
Benefits consultant Ken Stahlmann spells out three keys to creating crowd-pleasing employee-recognition awards:
If you’ve ever wanted to be the next Arianna Huffington, your dream has never been more within reach. “This is the perfect venue to share your expertise and elevate your visibility to a whole new level,” says Scott Ginsberg, author of Stick Yourself Out There. Follow these steps for blogging brilliance:
When Angie shares her opinions in meetings, she feels the group tunes her out. Sometimes, others make decisions about her workspace without even asking for her input … Jennifer Webb, a consultant, trainer and coach, offers this advice for making your voice heard.
New bosses are popping up lately, as more offices streamline staff. If that’s the case in your office, cast yourself in the best possible light—quickly. Follow this advice from executive recruiter Jay Gaines and executive coach Licia Hahn.
Employees everywhere are tapping their professional networks, as they look for new jobs or prepare for the possibility of a pink slip. The good news is that a number of strong associations already exist and can offer a string of networking benefits. Here are a few tips for
Straddling the line between “smart” and “smarty pants” can be tricky. How do you show off what you know—and become more visible around the office—without alienating people with a showy attitude? Here’s a strategy to employ at department meetings:
Take steps to ensure that you knock this year’s performance review out of the park. Normally, says workplace expert and former HR executive Liz Ryan, only a small percentage of employees invest time in preparing. “But in 2009, performance reviews will matter—a lot,” Ryan says.
When you’re ready to put a big idea on the table, you’ll need to be a defender, a supporter and a champion of the idea. Classic example: Spence Silver’s glue that wasn’t so good at sticking. He championed his pet project, and Post-it notes became an office mainstay.
Do you aspire to work in the C-suite? You can safely assume that top executives will require a prized package of office skills. But most high-level execs say they also want assistants who have the “X Factor.” Love it or hate it, high-ranking executives want employees who can read minds, anticipate needs and supply that indescribable “something” that propels an executive toward success.
