| Workplace Success Myths & Tips |
August 2011
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Dear [FirstName],
Summer 2011's sweltering heat seems to be going on and on. An occasional movie in the afternoon is a nice escape from the sweaty outdoors. While watching Jerry Maguire (1996) I realize once again the power of the phrase "Help me, help you." Though often used in sales pitches, this phrase could be very useful in supervisor and employee relationships!
Effective relationships are based on a simple premise -- understand the needs and interests of each party; recognize the common ground and work together to meet as many as you can. So the phrase "Help me, help you" is powerful--when used with sincerity! It requires an understanding of the needs and interests of the other person and builds on common ground.
So...while the heat of the summer can remind us of the heat contentious supervisor-employee relationships bring to the workplace--keep it cool with a sincere simple phrase: "Help me, help you". |
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Workplace Myth #10
"Employees are all the same."
This is a myth! Employees are human and therefore have their own interests, needs, and strengths.
Some organizations, in the spirit of fairness and equality, teach supervisors to treat every employee the same. It's one of those situations where guidance when put into practice makes little sense. Each employee is an individual. Every person has different interests, needs, and concerns. We believe the best approach to fairness (and making employees more engaged at the same time) is recognizing the individuality of each employee.
Effective supervisors have frequent interactions with employees to understand their interests, concerns, and goals. Additionally, they are able to articulate how the employees' work is connected to the success of the organization. This interaction is one-on-one; not something supervisors can accomplish in a weekly staff meeting.
By the same token, when supervisors must act to remedy behavior at work they should address it with the specific offender. Addressing infractions with the whole group as a gentle reminder is treating all employees as the offender. Although it may seem like a scary proposition, it's your duty as a supervisor to discuss workplace infractions directly with the person who "broke the rule."
Whether they were right or wrong in their actions, employees appreciate the personal touch of one-on-one relationship-building. |
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Today's Workplace Trend:
According to Gallup's Q12 survey conducted each year employees need twelve things to be engaged on the job.
- Do I know what is expected of me at work?
- Do I have the materials and equipment I need to do my work right?
- At work, do I have the opportunity to do what I do best every day?
- In the last seven days, have I received recognition or praise for doing good work?
- Does my supervisor, or someone at work, seem to care about me as a person?
- Is there someone at work who encourages my development?
- At work, do my opinions seem to count?
- Does the mission or purpose of my company make me feel my job is important?
- Are my co-workers committed to doing quality work?
- Do I have a best friend at work?
- In the last six months, has someone at work talked to me about my progress?
- This last year, have I had opportunities at work to learn and grow?
Do any of these questions surprise you? Do any of them prompt you to do something differently at work next week? There is always more to learn about making your workplace more successful!
Relationship-building is one of the keys to employee engagement. Engagement is still a major trend in creating successful workplaces, so we decided to provide a little more information on this important subject.
Productive, profitable, and customer focused workplaces have engaged employees. We have reported on the cost of disengaged employees in the past, and here is more data to support our position that engaged employees are more productive and more valuable to an organization. |
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Learn More:
Do you want to learn more about becoming more essential (and competitive) in the workplace - or would you like to help others become more essential? Be sure to confirm your email subscription at the top of this newsletter to continue to receive information about today's workplace and how to succeed in it.
Please forward this to the graduates, employees, supervisors, or educators in your life. They will appreciate your thoughtfulness (and our tips)!
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Recommended Resources
The first book in the series is available!
"The Essential Employee: The Adventures of Carmen Senz."
Check out this engaging, easy-to-read story based on research in organizations across the USA. The story is about Carmen Senz's first six months at work and the lessons she learns about being an essential employee. It's a fun way to learn important lessons that will make you more essential in the workplace.
"I have read the first few chapters of The Essential Employee and found it difficult to put down. The story line teaches a lesson while remaining engaging for the reader. I would recommend this to other educators." - Carissa Monatukwa, Teacher
"Essential Employee Facilitation Guide"
The perfect resource for teachers and trainers to implement "The Essential Employee" in a learning environment. Includes suggestions for learning activities both in and away from the classroom.
"I highly recommend this book to training professionals, employers and most importantly to employees who want to discover what it takes to build their skills and be successful." - Karen Holcomb, Executive Director
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About Us
Judy Free and Traci Maddox are friends, colleagues, and co-authors of "The Essential Employee." They met in 1999 and worked together for several years as organization consultants-helping large and small organizations implement change. During their work together, they discovered a mutual passion for helping individuals succeed! And so they embarked on the journey to help employees become more successful in the workplace. Most books are written for leaders and managers-but Traci and Judy thought employees could benefit from their own book. Thus, Carmen (our heroine) was born to teach all of us how to be more essential.
Traci and Judy conduct speaking engagements and workshops all over the country-helping others understand and use the REACH framework outlined in their book. In addition, they both own thriving consulting practices and work on a wide variety of projects like strategic planning, change management, teambuilding, facilitation, and training. Their desire is to help individuals and organizations REACH their Peaks.
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Use Our News As A Resource
Would you like to reprint something you have read here? If so, you MUST include our bio and link. Please use the following information (changes only if we have reviewed and approved them):
Judy Free and Traci Maddox are authors, organization consultants, and coaches whose passion is to help individuals and organizations REACH their peaks. They help people across the USA become more effective, more focused, and more successful. Receive their free news updates and workplace tips at www.essentialemployee.com
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Thank you for your time and interest! Visit us at www.essentialemployee.com for events, workshops, surveys, products, and more information.
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