Why Gratitude Is So Revolutionary At Work

by blogadmin 20. November 2018 04:11

 PIA Team Team Building Edition | November 20, 2018

The practice of gratitude--and its close sibling, appreciation has started to infiltrate work places, from new software start-ups to older institutions like Campbell Soup, whose CEO wrote 30,000 thank you notes to his employees. Though research on gratitude has exploded over the past 2 decades, studies of gratitude at work are still somewhat limited; results so far link it to:

-positive emotions

-less stress 

-fewer health complaints

-a greater sense that we can achieve goals

-fewer sick days

-higher satisfaction with our jobs and coworkers

While expressing thanks to colleagues might feel awkward or even at odds with some workplace cultures, many organizations have been developing innovative ways to overcome those barriers. 

Gratitude is a "gateway drug" for Southwest Airlines where appreciation is a cornerstone of their culture. Southwest seems to understand what research has shown: that gratitude tends to emperge in workplaces with more "perceived organizational support". Employees believe that the company values their contributions and cares about their well-being. One way the company pays attention to their employees is to recognize the special events in their personal lives--from kids' graduations to marriages to family illnesses--and recognizing those with small gestures like flowers and cards. They genuinely want the best for their people.

Studies show grateful employees are more concerned about social responsibility. They perform more "organizational citizenship" behaviors: kind acts that aren't part of their job description, like welcoming new employees and filling in for coworkers. A warning, however, companies must be consistent, sincere and careful not to leave some employees out. Time is always a factor, too.

Gratitude Ideas:

-compile differing gratitude practices as not everyone wants to be appreciated the same way 

-start off meetings with expressing gratitude around the table

-put time weekly on your calendar to stop by an employee's desk to thank them 

-add appreciation celebrations to employee training days or retreats 

-recognize and/or celebrate birthdays and other special occasions

Personal Challenge:

Pick one of the ideas above or one of your own. Enlist others to help. Begin putting it in place by the end of 2018. Make 2019 a company year of gratitude and thanksgiving! 

HAPPY THANKSGIVING TO YOU AND YOUR FAMILIES!!!

All The Best,

The PIA Team 

Resilience. How To Come Back Stronger Than Ever.

by blogadmin 22. October 2018 01:49

  

Carol Helsel | HR & Recruiting Edition | October 22, 2018

Resilient Leader:  A person who sees failures as temporary setbacks they can recover from quickly. They maintain a positive attitude and a strong sense of opportunity during periods of turbulence. They find ways to move forward and avoid getting stuck.

Resiliency can make or break a company during challenging times, making it a critical attribute to have. The question then becomes, do you have it or if not, can you develop it?

Addressing the loss of her husband, Facebook COO Sheryl Sandberg teamed up with Adam Grant, a Wharton professor of psychology. Here are 5 findings they teach us in their book, "Option B: Facing Adversity, Building Resistance and Finding Joy":

1.  STUNTING RECOVERY. Studies show that people recover quickly when they realize that hardships aren't entirely their fault, don't affect every aspect of their lives, and won't follow them forever. Think this way in terms of business leadership.

2. KICK THE ELEPHANT OUT OF THE ROOM. Sandberg did not speak of her husband's death when she returned to work, nor did her colleagues. During times of crisis, leaders can become silent to shield employees from what's going on. This can have a detrimental effect to how the team reacts and moves forward. It's critical to be open, hones, and transparent. Communicate what is happening. Employees need to know and should hear it from the most senior leader.

3. SELF-CONFIDENCE & SELF-COMPASSION. Whenever Sandberg finds herself overwhelmed, she takes it one step at a time. "I didn't have to aim for perfection. I didn't have to believe in myself all the time. I just had to believe I could contribute a little bit more. She regularly gives this advice to colleagues who doubt themselves. 

4. CONTRIBUTE. To help Sandberg rebuild her self-confidence, Grant suggested she write down three things she did well every day. Instead, she counted the contributions she made every day. This boosted her confidence, because gratitude is passive: it makes us feel thankful for what we receive. Contributions are active: they build our confidence by reminding us that we can make a difference.

5. PAY ATTENTION TO JOY. Rather than waiting until we're having a good day to enjoy life, whe should go and do the small things that make us happy. When you seize more and more moments of happiness, you find that they give you strength. And strength is what you need to get through the tough times. Getting through the tough times is what resiliency is all about.

Personal Challenge:

-Where do you tend to hold back when communicating to your employees? Why? 

-In what type of situtations do you tend to get overwhelmed? What is one way you can contribute just a little bit more?

-What small moments in life make you joyful? How can you incorporate those into each work day? Is it something where you could include your employees?

 Find ways that help you move forward when you get stuck. It's the tenacity to simply continue to move forward. Resiliency makes a company lasting and strong.

All The Best,

Carol 

 

Do Your Employees Tell Friends and Family They LOVE Where They Work?

by blogadmin 27. September 2018 01:35

  

 HR & Recruiting Edition | September 27, 2018

"Customers will never love a company until the employees love it first." -Simon Sinek

Employees spend half their lives at work. It should at least be a pleasant experience. Whether employees are treated unfairly or believe to be treated unfairly, morale is the first to go. What then soon follows? Teamwork and productivity. After this, dissatified employees begin to share their negative experiences at work with family, friends, and their social media netwwork thus turning away potential customers and job candidates.

In order for employees to love their work place, these 3 things matter:

1.  Taking interest in the well-being and success of employees

2.  Providing support, mentoring, and tools for employees to grow

3.  Keeping up the physical environment in which they work in daily

In order for employees to love their work place, use these 3 approaches:

1. Engage and ask your employees what they love and what you could do differently to reduce frustrations

2. Involve your employees in decisions and let them know their voices are being heard

3. Be authentic and sincere by refining your communication style, systems, and practices to honor employees and build trust

It's good to view your employees as internal customers. This means that each employee must be considered a valued client who can always be treated with patience, dignity and respect. Then, you can count on your employees sharing why your company is a great place to work and patronize. 

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