This guest post is by Jill J. Morin, CEO of Kahler Slater, an interdisciplinary design and consulting company. She is author of “Better Make It Real: Creating Authenticity in an Increasingly Fake World.” You can contact her by e-mail.
Recently, the Great Place to Work Institute announced the winners of its seventh annual “Best Small-Business Workplaces” — the top 25 small companies (25 to 250 employees) to work for in the U.S. Our company has made the list every year since the award’s inception in 2004.
I am proud to be one of Kahler Slater’s “3EOs,” or three co-CEOs, along with George Meyer and Jim Rasche. And for fellow leaders everywhere, I offer these seven fast, easy tips — inspired by Kahler Slater’s seven core values and practiced throughout our firm — for “besting” your own workplace.
- Trusting relationships. Positive, trusting relationships are the most potent pathways to creating a winning workplace and realizing your organization’s vision and objectives. Fast tip: Start upfront and choose new hires through consensus decisions — team-driven choices made by the candidates’ potential co-workers, not just by the HR department.
- Respectful collaboration. Two heads are almost always better than one, yet successful collaboration requires respectful communication, from engaging people openly and civilly to looking for value in others’ ideas. Fast tip: As a culture, make an agreement to build on others’ ideas. How? Start by always responding with “Yes, and …” rather than “No, but …”
- Passion. True passion, not superficial whims, is a requisite for real and lasting business success. Fast tip: Make passion a manifesto for the business, and ask everyone the ultimate question, “What is your passion?” Also, be willing to make difficult, passion-driven decisions, including letting people go if their passions aren’t the best fit for the business.
- Creativity. Fun is serious business, and play ignites imaginations and sparks creativity and innovation. Fast tip: Have regular “Creativity Fire Drills”—“Quick! Pin up whatever you’re working on and discuss it with anyone in the office who’s interested.”
- Integrity. Honesty rocks — and rules. Fast tip: Commit to being truthful, even when it means having difficult conversations or dealing with sticky situations (No avoidance allowed, period).
- Openness. The more people know about the business, the better equipped they will be to contribute to its success. Fast tip: Be transparent in every way, from opening up office spaces to opening up the books and sharing financial information. (One exception: when you are planning a fun surprise or practical joke!)
- Community. It’s important to be a part of your local community and the world community, and to share your time, talent and treasure for the betterment of society. Fast tip: Host a Volunteer Day at least once a year. Assign employees to different teams and charitable causes, and bring everyone together at the end of the day to share and celebrate their contributions, successes and experiences.
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[...] This post was mentioned on Twitter by Ken Potalivo, GameChangers2010. GameChangers2010 said: Make your workplace one of the "Best” – This guest post is by Jill J. Morin, CEO of Kahler Slater, an interdisciplin… http://ow.ly/1agyvB [...]
Just a suggestion – how about employee appreciation! Why not send a real card telling your employees what a great job they're doing – throw in a $5 Starbucks gift card. SendOutcards makes is so easy.
Not just a note to the employee but maybe a little something to the spouse when the employee is away for a period of time.
This. My company has thanked my wife a couple of times for her letting them have me for the crazy hours outside a normal work week. They even sent a fruit basket in thanks. I would have been happy without either of these things, but my wife is now much happier about this company and sees it's completely different from the last company I worked at. Hours aren't much different, but the true care for the employee makes a world of difference!
You have to be joking right ? Do you think the workplace is a democracy ? Work should not be fun it should be work !! But seriously there are just way too many companies that don't get it and why should they when employees are stuck in a down economy
I must be reading the wrong blog: don't remember reading anything about a democracy or work being fun in this article or maybe it's implied. Anyway, the comment seems to be knuckleheaded.
I've been on both ends and as an "employee", if you feel you may have some say or may be at least heard by your employee, it immediately boosts your moral. You always feel better if you think you can help your own situation as well. If your employer is not at least willing to listen to employee ideas or suggestions then the employee feels why bother trying, no one listens anyway. We are all in the same boat these days so maybe we should all try rowing together! Maybe employers should take child rearing courses too, same rules apply.
Democracy is not the same as collaboration. I can be told what to do, even ordered what to do…..but if I am given the opportunity for my voice to be heard and to work as a team member, I will be far more productive.
No, work should not be work…..nor should it be fun and games. It should be something you accomplish every day, and hopefully you accomplish that with a sense of pride. Pride can be knowing you were the best cashier you could have been, and you helped the customers have a pleasant shopping experience…..or it can be pride in the sense that you successfully delivered a presentation to a group of CEOs…. Either way, you have an accomplishment.
The workplace has changed greatly since the days when employees were told exactly what to do and how to do it. Today's knowledge workers are much more involved and have more say in how business is done, which for me, as the owner of a creative business, is great! I will readily admit that just because I'm the "boss" doesn't mean that I have all the answers. The more my employees understand about our business, the more they are invested in it, the more they can contribute to its success. And yes, while it's not a democracy, it's most certainly a collaborative effort. And if you have to spend 8 to 12 hours a day doing something, why not be passionate about it, and from time to time, have some fun?
[...] Make your workplace one of the “Best” [...]
These are thoughtful, valuable suggestions…a set of values any workplace would be wise to adopt! One observation: the creativity fast tip doesn't sound like much "fun" – although it may lead to increased collaboration. Perhaps allowing workers to pin up what they would rather be working on would invite more playful responses and lead to more creative discoveries. Thank you for this post!
In a "small" business as the article pertains these idease may be beneficial. However in a corporate environment I don't beleive there to be many upper level managers or execs that realy care about the employee, the actual workers.
Thank you, Fran! Don't forget the incredible importance of employee recognition. Just letting employees know that their efforts are noticed and appreciated — and giving them the power of doing so for their colleagues as well — will positively and proactively change the company culture – something we write about in our new book: Winning with a Culture of Recognition <a href="http://www.recognitionculture.com” target=”_blank”>www.recognitionculture.com
Companies like Kahler Slater and those listed by the Great Place to Work Institute, understand how to be effective in the information era. We should never treat employees like cogs in a machine, yet how many proliferate this thinking from the Industrial era? Many companies claim to foster a great workplace, but their actions speak otherwise. As I once wrote: " We say, 'people are our most important asset'. We reflect, 'people are less important than everything I have going on.'" These 7 tips, as core values, will ensure companies avoid falling into that trap.
As information and creativity become increasingly more important, more companies will understand the role of their leaders is to serve their employees.
An excellent post. Thank you for sharing, Jill, and for introducing me to Smart Brief and Kahler Slater through this great content.
Interesting points and some useful ideas. While I agree with the benefits of 'Respectful collaboration', at some point a poorly thought out idea, bad idea, or a whim needs a firm 'No'. We live in a world where little thought is put into an idea before it is put out there. Should all ideas be given equal weight no matter how good or boad? Giving every idea the same "Yes, and … " gives too much time to the superficial whims and wastes a lot of time that could be devoted to truly good and productive ideas. This point could be better presented as two distinct parts – a brainstorming session first then a collaborative session.
Yes, and… can be followed by "you need to flesh out the proposed idea so that we can take action on it." If people understand the rules that the ideas will be judged by, they can develop ideas that benefit the company.
"Yes, and…" is as much a mindset as it is a way of generating new ideas, or adding on to existing ones. It's a way of ensuring that people keep an open mind before they shoot things down, in order to increase creativity and breakthrough thinking. Loads of innovative products and services started out as ideas that some would call stupid, nonstarters, or just plain crazy. In our annual strategic planning process, anyone can submit a plan for a new idea, service or product. There are specific criteria for submittal and approval of these ideas — we don't invest in everything. Just the ideas which we believe have the most potential.
I've noticed that most fo the Companies who are able to do thiese things are in corporate type settings. We are a small distribution company with cut-off times for ordes to be placed by the customers so we can get deliveries out the next day. It is impossible to have everyone stop and give theri ideas. We run a business that encourages "team", respect, honesty and input, but companies who still work "in the trenches" can't do some of these kinds of excercises. Remember that there are many kinds of business out there.
We're a small company with client deadlines that simply must be met. When we complete a project, we do take time to conduct an "after-action review," which is simply a quick meeting to determine what worked and what didn't. This helps us avoid making the same mistakes twice, and allows us to leverage and replicate what did work, all of which saves us time, and money, in the long run.
I loved what you wrote. My past work experience confirms what you say. But I just wish the "not-for-profit education" organization I work for and its union teacher -mentality management would read these things. They don't have an idea of what you are talking about. At my organization my manager says "do this because top management says so" even when by doing so we are doing the incorrect thing. How do you deal with a corporate culture so ostracizing?
It can be frustrating when you're asked to do things that don't seem to make much sense to you. My advice would be to show how doing the "right" things will bring value to the organization and its customers — by taking your approach, can you save the company money or time? Bring higher value to your clients? Create a new revenue stream or increase profitability? Enhance the organization's brand and/or image in the marketplace? Most managers I know would be interested in supporting employees who can bring this kind of value. It's the language they speak. And if you want to be heard, try saying it in the way they can best hear and understand it.
I like these values. What I like even more is there is a practical suggestion tied to each one. A company can have these values plastered on the wall, but if they're are not lived out in tangible (observable, measurable) ways, what good are they. Thanks for including them in your post.
The 8th and MOST important way "To inspire employees to deliver their best" involves the MOST overlook strategy. What is it? Incorporating a program of teaching management and employees BASIC EMPLOYEE RIGHTS!
As an employee rights educator, mediator, coach and advocate I'm constantly amazed at how businesses and organizations ignore this critical element for ensuring stability and success. Managers and employees bring all types of biases and other issues to the workplace.
Note the following scenario, SuzyQ is hired in a "customer service 1" position. After the "honeymoon" of 3 months is over she discovers the workplace is a minefield on harassment, bullying and discrimination aimed right at her. Now what? That shoots down "Trusting relationships" and "Respectful collaboration".
When she complains to HR about her supervisors unwanted advances and comments, What I call "workplace conspiracy" kicks in. What is that, you ask? Collusion between managers and/or employees to take unjust adverse action against a co-worker. The HR person who is a very good "buddy" of the manager works with the manager to "setup" the female employee for retaliation, constructive discharge or outright termination.
OOPS! Out the window goes "Integrity" and "Openness" . Now management and employees are working in an environment of intimidation, exploitation and low morale. When employers understand that training Basic Employee Rights to management and staff everyone wins by the letter of the law if not the spirit.
Employees have the confidence of knowing their workplace rights and how to apply and protect them. Managers will be mindful of staying away from areas that CAN and WILL land the company into a quagmire of employment lawsuits! When both sides are provided this advantage this creates an environment where everyone will truly be "inspired to deliver their best".
You're right! It comes down to all of these things in order to have the "best" workplace. Trusting relationships, respectful collaboration (I like that one a lot), and openness are must-haves for a successful work environment. Creativity is also needed! Albert Einstein said "Imagination is more important than knowledge." I think he got it right, too. No matter HOW much you know, if you don't have an imagination (think "innovation"), how can you move forward?
Great post!
Kirk Baumann
Director of Career Connections
SIFE USA – <a href="http://www.sife.org” target=”_blank”>www.sife.org
Blog: <a href="http://www.campus-to-career.com” target=”_blank”>www.campus-to-career.com
Are these tips practical for the small non corporate restaurants where the employees are more transient?
Admittedly, our turn-over rate is quite low by industry standards. And I'd have to say that restaurants, or any kind of businesses that actually adhere to these values will most likely find that employee retention increases. The bottom line is, it starts at the top. If owners demonstrate these core values on a daily basis, especially when it's really difficult to do so, employees will notice, and begin to act accordingly. On a practical level, sharing these values and ideas with new employees should be a regular part of an orientation program.
…..conected to the previous one….
I would like to add my Fast Tip:
It is always a mix of many aspects and points, and the most important of all are:
Prevailing TIME, Community and Cultural environments, biz practice whichever is nature of biz involved.
1.TIME (Your decisions and its implementation)
2.Periodical Plans – Daily, weekly, monthly and yearly. In line with your budget
3.Actions (To suite with emerging opportunity and historical market practice. Remember Past (History), Present (Actual) and Future (Prospects) to align your proceedings.
4.Penetration, execution, motion all fields of motivations (Sales strategy & Marketing campaign Calendar activity)
5.Reporting (Record keeping)
6.Contracts
7.Analyzing
8.Monitoring
As mentioned above addressing each individual of organization from CEO to the lowest level employee.
All what is posted and explanations of 7 core values reflects an individual writer experience (Appreciated)……except, it is difficult to read or understand "Fun" how to fit and where to fit….the word "Fun" itself in biz environments’ doesn’t fit….perhaps author Jill J Morin can explain it better…..also please explain as I found myself lost…..3EO's what it means….(I am proud to be one of Kahler Slater’s “3EOs,” or three co-CEOs,)
Many years ago, we had a very conservative and traditional member of our Advisory Board who told us that we needed to actively plan for fun in the workplace, or it simply wouldn't happen. Furthermore, he said, if you're not having fun, your ability to be creative and innovative will diminish, and the lifeblood of your organization will run dry.
And so, we took his advice, and assigned the task of planning for "fun" in the workplace to one of the 3EOs. So, what's a 3EO? Instead of a single CEO, there are three of us who share the role. If you want more details on how that works, you can check out my article on BNET, "Dictatorships Are So Yesterday — Why My Company Has Three CEOs."
From what I see, the "Fun" is in finding what the employee has a passion for and figuring out how to work it into the company. If their core passion doesn't fit the company's needs, and no new direction can be found from that individual's passion, then they are not a good fit for the company. Once that is out of the way, and every employee in the company has a passion that matches the general direction of the company, the work itself will be fun.
I know this to be true because I work for a company that follows this mentality, and crazy thing: a 55+ hour work week I had last week was actually a lot of fun!
[...] Great Places to Work Institute does just that. Consultant Jill Moran recently penned a guest post about it on the SmartBlog on [...]
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