January 24th, 2011
We’re trying to lighten things up at my work and my boss did something really cool and brought in a dvd player for the lounge and dvds, and created a book trading and magazine trading library. Are there any other things we can do?
Loads of stuff you can do…..and good for you for asking. First, I’d start by polling your employees as to what type of activities they’d like to incorporate. You might be surprised with how creative they are. One ‘no cost’ idea I use is to allow them to wear causal clothes at least once a week…….unless they have direct access to the public who cares what they wear? You can also get some great books on motivating staff….just go on line and you’ll get a host of books to chose from.
Till then, keep up the good work!
Pressley Carson
January 21st, 2011
We started a suggestion jar and it turned into a gripe jar – it got so full of bad stuff that it was taken away and that left the good people with little to work with – so, because of some negative stuff, we all get screwed. How can I give a suggestion without the jar?
We should all have jar rights! Maybe the jar was not the best approach? But your issue is how can you give suggestions without it? Well, I think you have many ways to do this, but here are my top 3 fav’s….try these on for size.
Make an appointment with your management team to discuss your ideas.
Send management an email outlining your suggestions.
Visit with your HR Department and see if they’d approach management on your behalf?
Keep the faith and always try to effectively communicate proactive solutions / suggestions.
Pressley Carson
October 30th, 2009
I’d like to find a way to reward any of my staff who telecommute – give them additional perks – maybe additional time for things. What do you suggest?
While I support your quest to reward……why reward those who telecommute? Isn’t that the reward? Is there output greater than others? Now, if you’re rewarding because of performance….then I’m with you!
I need more info before a more robust opinion can be rendered. Please clarify….
Pressley Carson
September 10th, 2009
My managers keep trying to find people doing really good things so they can make a big deal out of it and “keep us motivated.” But, they’ve run out of things to catch and now are basically recognizing people for just doing their job – nothing special, but like, for showing up on time. What’s their problem?
A Bizpain unknown! Is it their problem or yours? During these trying economic times I think people are reaching out and trying just about anything to change the mood. What do you care if they acknowledge little things like being on time? To someone else this could be significant. Seems to me that you can use a ‘nice’ pill and go find something of substance to complain about!
Pressley Carson
July 15th, 2009
Where can I get better employees and workers? The ones I have are horrible. I keep them up to date on our circumstances in the business, but I don’t see any effort to focus more, try harder, be more efficient. I’m pretty frustrated.
I’d ask, where they can get a better manager! Hey, you need to take responsibility here…..who’s the boss? You need to identify the issue(s) and develop a solid plan that should be clearly communicated and executed. Remember, those who can not execute, get executed!
Pressley Carson
June 18th, 2009
We have no say in the direction of the business or with our customers - we basically have to do exactly what we’re asked and the bosses are making some bad mistakes. How can we get more say in the business?
Now that’s a loaded question……you speak as if your part owner or have a right to dictate as to the direction the company takes? Do you, if so you need to get more aggressive and get in there and speak your mind! If not, they why would you believe you have a voice this matter?
Have you approached your management team with documented proposals or proactively discussed recommendations as to what steps you think can be implemented to help the company? Or are you just a cornice complainer? Here’s my advice- ‘stop’ the bitching and do something about it!
Pressley Carson
June 3rd, 2009
Scheduled time for one on ones and honest feedback isn’t working for us. Everyone at all levels are suspicious and second guessing their own work and everyone else’s. How do we continue to do good things and take great steps during these difficult times.?
HOUSTON, there’s a problem! You’ve got more issues going on here…..honest feedback is one of the primary sources to successes. I’d recommend you establish a team to go find out what the true issues are so you can develop proactive solutions. There’s lots more to this story.
Once you find out the specifics, let’s discuss. I’d be interested in your findings.
Pressley Carson
May 7th, 2009
My employees are in denial. It disturbs me that in a super bad economy teetering on a depression, I have employees who actually think they should deserve a huge raise or promotion. It boggles my mind that they are not even aware of what the country is going through. Is this a sign of denial or a sign of arrogance and immaturity?
It’s a sign of BIZPAIN entitlement…..I’m with you, I don’t get it! I myself happen to have a number of employees that truly feel entitled to greater company perks, pay, etc. WAZ-Up with these fools? While the jerk in me would like to send out a mass email saying; “Get ready lay-offs are coming” just to make them crap their pants, I don’t think that fear is the right answer? Although, you’d have to admit it would be fun to see their faces when they read the email……
So how do we deal with this……? A BIZPAIN dilemma! Well, looks like more effective communications on your part may be needed. Hold staff meetings; discuss the company financials, company direction, and what you expect to be their individual roles in helping the company reach its targets. Clearly set the standards! Oh, and I’d be frank and let them know that some of the employees feel a sense of entitlement and that kind of environment won’t be tolerated!
Now, if all that fails…….pick a sacrificial lamb and fire one of them! Trust me; that will get their attention!
Pressley Carson
May 6th, 2009
My manager sends these terrible messages in email to the staff to motivate us these phrases like #@#@###, then tries to send thank you’s for doing a good job. We pass them around and wonder if his medication needs to be updated. He’s a good guy, but pretty frantic. What can we do about it?
Deal with it! If this is the worst you’ve got to complain about, then thank your lucky stars! Hell I can keep you up for the next 24hrs with real complaints…….
Just deal with the fact that this is your mangers attempt to motivate….and they are at the very least saying thank you! I can name a few companies that wouldn’t even know your name.
Pressley Carson
April 17th, 2009
I need to get some staff to reduce their pay, or reduce their work days, but keep up their productivity. Everyone is tired and morale is tough to keep at a high level. How do I start the discussions?
A BIZPAIN pay-check hair cut! Yep, this one is not easy; therefore, you must be 100% honest and just come forth with the desired outcome. These days I think those who still have jobs are grateful they have one. A pay cut or reduced work hours is far better then no job at all. Now, if you’re looking to maintain the same productivity levels; then I’d recommend a pay cut. Maintaining or increasing productivity with reduced workforce hours will be next to impossible.
Just remember, you’re only the messenger and you didn’t create this mess. Find the positive and be honest, direct, and get to the point. Don’t try bullshitting them.
Pressley Carson
