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Hub You - What Your Employees Want You to Know (But You Might Be Afraid to Ask)
New England area is experiencing some good economic rebounding finally. Those markets, which involve larger consumer items are finding life a little tough, smaller manufacturers are waiting for orders and everyone is waiting on cash flow in the New England rural areas and cities under 150,000 which is nearly every city in NH, VT and ME and that 85% of the cities (calling
For instance, here are some questions you might consider asking employees – but only if you are ready to deal with the answers in the whole culture (don’t kill the messenger).
Do employees…?
Give a full day
Have you wondered why it seems some people are so successful in their career and others are not? This is true, since most people who are unsuccessful in their career give up their hopes and dreams. These are the people who settle for something lower than their own capabilities would qualify them for. They did not do the things which people who are successful in their care
If you do, consider creating a Company Performance Review to find out what your company culture really is. Find out how employees feel about their environment and morale at your company. The Company Performance Review asks employees if they see certain behaviors occurring at your company – behaviors that could kill a company over time if left unchecked. It will help you determine if there are ethical issues you need to be concerned about in your company.
This review must be completed anonymously, or employees won’t be comfortable answering honestly. The object is to make all employees suddenly more aware that actions that are sometimes common in companies can do real and lasting damage. It takes effort to increase the recognition of ethical issues to make it easier to begin setting standards.
For instance, here are some questions you might consider asking employees – but only if you are ready to deal with the answers in the whole culture (don’t kill the messenger).
Do employees…?
Give a full days
If you run a nonprofit group that you know how important public relations is when soliciting for money or running a fundraiser event. Public-Relations doesn't just stop once the event is over. After a fundraising event it is important to thank all the people that made it possible both in letters and a formal thank you. And also public thank you, perhaps in a letter to the
If you do, consider creating a Company Performance Review to find out what your company culture really is. Find out how employees feel about their environment and morale at your company. The Company Performance Review asks employees if they see certain behaviors occurring at your company – behaviors that could kill a company over time if left unchecked. It will help you determine if there are ethical issues you need to be concerned about in your company.
This review must be completed anonymously, or employees won’t be comfortable answering honestly. The object is to make all employees suddenly more aware that actions that are sometimes common in companies can do real and lasting damage. It takes effort to increase the recognition of ethical issues to make it easier to begin setting standards.
For instance, here are some questions you might consider asking employees – but only if you are ready to deal with the answers in the whole culture (don’t kill the messenger).
Do employees…?
Give a full day
I recently read an article published in the June, 2005 issue of Fast Co. magazine. Linda Tischler wrote an essay entitled “Death to the Cubicle!” In it, she says ‘Collaboration is great, but sometimes I’d kill for a door.’With the advent of open offices and shared arenas for team communication, the issue of privacy and focus in an employee’s workspace has become mo
This review must be completed anonymously, or employees won’t be comfortable answering honestly. The object is to make all employees suddenly more aware that actions that are sometimes common in companies can do real and lasting damage. It takes effort to increase the recognition of ethical issues to make it easier to begin setting standards.
For instance, here are some questions you might consider asking employees – but only if you are ready to deal with the answers in the whole culture (don’t kill the messenger).
Do employees…?
Give a full day
Reward your Employees with Travel IncentivesMotivating employees, especially highly competitive employees like inside and outside salespersons and telemarketers, can be a challenge. Sure, everyone likes cash, but what if you could offer a incentive that was worth more than cash? That's what travel incentives are all about.What do you think would generate mor
For instance, here are some questions you might consider asking employees – but only if you are ready to deal with the answers in the whole culture (don’t kill the messenger).
Do employees…?
Give a full day
Have you been in this situation? One of your top managers left suddenly and you’re under the gun to replace her quickly. So you promoted her assistant. That was a disaster. You now need to replace him but want to do it right this time and avoid another costly mistake.This is an example of the hundreds of 'management staffing gone wrong' disasters that I’ve witne
For instance, here are some questions you might consider asking employees – but only if you are ready to deal with the answers in the whole culture (don’t kill the messenger).
Do employees…?
Give a full days work for a full days pay
Accept gifts or favors from suppliers
Falsify time sheets or other reports
Gossip about other employees
Do other work on company time or with company equipment
Do managers or supervisors…?
Discriminate by gender or race
Allow unsafe or unhealthy work conditions
Discourage criticism
Forget or fail to give promised performance reviews or salary increases
Have unfair work performance expectations
Does top management…?
Ignore long-term problems
Live up to our mission statement
Provide rewards such as promotions on a basis other than competence
Mismanage company funds
Really care about employees
When you get the answers tabulated consider these thoughts:
Are there ethical issues you uncovered with this survey that surprised and concerned you?
Are you setting the right example for employees?
Are you satisfied that the standards of behavior you have set are high enough?
Are there items that should be added to this list that are unique to your com
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