In last month’s blog I discussed the importance of bringing JOY back into the workplace. It starts with your individual JOY as a manager or owner. Your joy really is the secret of the employee recruitment and retention game. It is what puts the excitement, challenge, and achievement back into the workplace for both you and your employees.
I also discussed the need for a Strategic Staffing Plan where you look at your current STRENGTHS, WEAKNESSES, FUTURE GROWTH OPPORTUNITIES, and POSSIBLE THREATS of your staff, as a whole and individually. These four areas will help you discover opportunities and growth for both your employees and your business.
To have a successful Strategic Staffing Plan you need to recruit, hire, and train more effectively than ever before. There are eight other fundamental aspects to developing your successful Staffing Plan. They are:
1. Employee Happiness
2. Knowing the Numbers
3. Recruiting Strategies
4. Interviewing & Hiring Techniques
5. Training
6. Retention
7. Motivation
8. A Superb Reputation
Notice that Employee Happiness is first. Why? Happiness in your place of business is absolutely the most important ingredient in attracting and keeping good employees. Remember what I said earlier about JOY? You need to plan on creating JOY … everyday.
So let’s get started with number one, Employee Happiness. How does one go about creating Joy or Happiness for both yourself and your employees? Notice, that I said yourself first and then your employees? If you are not happy, your employees are not happy. So it has to start with the boss getting it together first, before he or she can expect and teach their employees to be happy. Happiness in the workplace results in a triple win. The fact is, the happier you are, the happier your employees will be with their jobs. And the happier your employees are, the happier your customers will be with your business.
Make BEING HAPPY a game, first with yourself, then your employees. You can tap into the unlimited potential of your well being by realizing enjoyment is just a state of conscious and that it is intentional. Simply put, you create your own Happiness. You can realize the simplicity, power, and many benefits of Being Happy. But it is a choice and a state of mind. It can be learned, and then taught, easily and inexpensively in a short period of time (although, like anything, practice improves its effectiveness). Happiness is the essence and purpose of life. Deciding to Be Happy is a clear choice for Happiness. It involves both thinking what you enjoy and enjoying what you think. Within any circumstance or situation, being happy instantaneously re-establishes Joy (enjoying Life) as our highest priority in every aspect of our lives.
Metaphysics teaches us that thought is creative. By monitoring our thoughts and maintaining them in a state of joy, which is to say, by enjoying them, we assure that Happiness in all its many forms is generously manifest in our lives. All pain and suffering and conflict fade away. It all has to do with what we focus on in our daily lives. You have to first DECIDE that you are going to be happy.
The employee who enjoys his or her work is more productive, acts responsibly, offers creative input and feedback, remains healthier, has fewer absences, cooperates with others, identifies with your business goals, and in all ways makes an excellent addition to the group effort. In successful models of smoothly operating businesses, it is always apparent that the employees are having a good time. Think about your own experiences as a customer where you interacted with an employee who is angry, disgruntled, or complaining. Chances are it was not just that one employee that was disgruntled; it was all of them in the business. It really is the “bad apple” syndrome.
Pleasant, helpful employees are worth their weight in gold. This was made apparent in the book, The 100 Best Companies to Work For in America. In a decade marked by major competition and wrenching restructuring of American Businesses, keeping employees happy might seem to be the last thing on anyone’s mind. In the book, authors Robert Levering and Milton Moskowitz reach a conclusion that runs counter to conventional workplace wisdom. While most employers still offer “dreadful” work environments, many enlightened bosses are beginning to transcend their marketplace woes, increasing employee participation, improving sensitivity to family issues and adding more fun to the workday. Says Levering: “Companies are realizing that they can’t deliver on the bottom line if they can’t deliver a work force that feels happy and comfortable.”
So how do you get this feeling in your business and have happy employees? It starts with trust and recognition. Employees treasure the freedom to do their job as they think best, and great employers trust them. Will workers screw up? Yes! Is it worth it? Absolutely! That is how they learn. As for recognition, it’s probably the biggest area managers miss out on. Telling employees they’re doing a great job costs nothing but counts big. And it’s so easy to do. There’s more. Give them free bagels or doughnuts unexpectedly once in a while. Hand out free car wash coupons. Buy movie tickets on Friday. Brainstorm with your management team and get creative – never predictable. The cost is insignificant. These simple rewards cost little in the scheme of things, yet pay off immeasurably.
My brother Jeff owns a construction company. He tells me that his employees are more productive working four 10-hour days than the traditional five 8-hour days. It really is a WIN-WIN for everyone. His employees enjoy the three days off and are ready to come back to work on Monday. Besides, aren’t all the best hunting, fishing, and camping spots available on Fridays?
Winning in business really requires something more for your employees’ satisfaction. There has to be a sense of purpose for them. Employees get deep satisfaction, and become devoted to their employer, from feeling that what they do matters. Their work has to be good and right. The non-financial advantages may be greater.
The average American business lasts less than 20 years before it fails or gets bought out. The top 100 Best Companies to work for are an incredible 85 years old. It’s hard to believe isn’t it? Bottom line: Being a great place to work at … pays!
Here’s to your success in cranking up your Happiness and your employees’ Happiness in your place of business. In my next blog I will continue to explore the remaining seven fundamental aspects to developing your successful Staffing Plan.
