It's August, and a little hard to concentrate. No worries, you're simply developing a new core competency: the ability to bring FUN into the workplace.

One of my personal core values is FUN. I place a high value on creating a warm and entertaining environment in the workplace. Think CEO- as in Chief Entertainment Officer.

Fun promotes learning, creativity, and innovation. It facilitates growth and reduces resistance to change.  It's high on the list of what motivates and retains employees.  Fun rocks!

So being a "Fan of Fun", I was delighted to see companies nationwide adopt this core value as part of their organizational culture. FUN is a strategic key to facilitating growth, change, and innovation in the workplace. Read more in this month's issue of Inc. Magazine. about the ways that corporate and small business leaders are creating "fun" in their companies.

The good news-The FUN model works well in smaller businesses. In an environment where everyone knows the CEO, employees sign on to a leader as much as to a company. If you're a small business owner it's much easier to infuse your values into the workplace and get everyone in the game. Small companies do fun better!

More and more, we find organizations and small businesses depending upon volunteers, committees, and even interns to carry out their vision by providing leadership and support in marketing, organizational development and change initiatives.
How do we recruit and retain stellar volunteers? What motivates volunteers?  In one word, it's: RECOGNITION.
If you want my loyalty, interests, and best efforts, remember that . . .

1. I need a sense of belonging.
2. I need to have a sense of sharing in planning our objectives.
3. I need to feel that goals and objectives are clear and obtainable.
4. I need to feel that what I am doing has real purpose and contributes to human welfare.
5. I need autonomy and collaboration in setting standards for performance.
6. I need to know what is expected of me (not a laundry list of "duties".)
7. I need to have challenging responsibilities within my range of interests and abilities.
8. I need feedback about my progress.
9. I need to be kept informed.
10. I need to have good rapport with and confidence in the leadership of the organization.
11. I need timely recognition.
    

Adapted from The Effective Management of Volunteer Programs, By Marlene Wilson

There are many ways to fulfill the needs of volunteer staff. High retention of volunteers starts with:

• a well-planned volunteer recruitment strategy in alignment with long-term organizational goals.
• very clear descriptions of the volunteer roles with expected outcomes.
• performance development plan and feedback system that promotes professional development.

How we as leaders provide recognition to professionals who volunteer is one of the topics I will be addressing this week in a  one-day workshop with over 35 Chamber Chapter Leaders from the California Hispanic Chamber of Commerce.

Greening Your Life™