Presentation on theme: "Morale Busters & Boosters Building Office Morale."— Presentation transcript:
Morale Busters & Boosters Building Office Morale
“Finish each day and be done with it. You have done what you could. Some blunders and absurdities have crept in; forget them as soon as you can. Tomorrow is a new day. You shall begin it serenely and with too high a spirit to be encumbered with your old nonsense.” -Emerson
What is morale? In the workplace, morale is more of an individual thing than something measured by departments. Events play a large part in morale, such as heavy layoffs, the cancellation of overtime, canceling benefits programs, and the influence of unions. Other events can also influence workplace morale, such as sick building syndrome, low wages, and employees being mistreated
Employees Mirror the Behaviors of the Leaders (positively and negatively) What do I see in my team? What is my leadership style?
Assistant Director Director Support Staff Professional Staff
EVERYONE CONNECTS LEADER PROF. STAFF OFFICE SUPPORT
What is a Leader? the capacity to establish direction and to influence and align others toward a common goal, motivating and committing them to action and making them responsible for their performance.
LEADERSHIP IS INFLUENCE Do you shape your life and career? Do you affect the quality of others’ experiences? Do you inspire or influence others? Do you work to achieve specific goals by working or coordinating the efforts of others?
How would you evaluate yourself as an Employee or a Leader? What are you weaknesses? What are your strengths?
Innovation Create something new Student Services Changes: Allow employees to choose their own paint color for their office. Allow soft presentable music Institute a comfortable work environment.
Collaboration Allow employees to discuss their ideas, issues or changes in the workplace. Don’t be afraid to establish and “open door” policy. Feel free to discuss your vision for the office and receive feedback of your vision.
Evaluation Time The After Action Review (AAR) is a structured review or de-brief process for analyzing what happened, why it happened, and how it can be done better, by the participants and those responsible for the project or event. After-action reviews in the formal sense were originally developed by the U.S. Army although less structured de- briefs after events have existed since time immemorial. Formal “AAR’s” are used by all US military services and by many other non-US organizations. Their use has extended to business as a knowledge management tool and a way to build a culture of accountability (www.wikipedia.com).U.S. Army knowledge management The AAR occurs within a cycle of establishing the leader's intent, planning, preparation, action and review (www.wikipedia.com).
AAR (After Action Review) Instructions: A task/goal/project is presented by the supervisor/trainer along with an expiration of completion. Before the expired time approaches, a meeting is scheduled (this can be discussed at the individual monthly meetings). The AAR is comprised of two components: 1) list three things that went well with the task/goal/project and 2) list three things that need improvement (if any) The Director/supervisor or trainer reviews the task that was originally set. The employee/trainee began to assess and discuss their goal/task/project and the two components of the Action Review. Finally, the director/supervisor/trainer will elaborate on the employee’s accomplishment as well as improvements needed (if any). The AAR incorporates the value of COLLABORATION.
EXAMPLE After Action Review Form Name and Position: ____________________________________________________ Department _________________________________________________________ Date: _____________________________ Tasks/Projects (attach email or write): List three things that went well: 1. 2.. 3. List three things that need improvement (if any) 1. 2. 3. Task/Goals: Increase Professional Development List three things that went well: 1. 2. 3. List three things that need improvement (if any) 1. 2. 3.
Admission & Recruitment: AAR Example Form Name: Kristy Peterson Date: October 7, 2008 Admissions Tasks/Projects (attach email or write): List three things that went well: 1. 2. 3. List three things that need improvement (if any) 1. 2. 3. Increase Professional Development Task/Goals: List three things that went well: 1. 2. 3. List three things that need improvement (if any) 1. 2. 3.
“Use the position to develop your leadership/ administrative Skills” Ronald D. Franks, M.D Rush University
Accountability When part of a team, everyone should be responsible for their actions. Don’t be afraid to admit your frailties but make every intent to correct them. Accountability is like a relay race…when one member does not perform well it effects the whole rhythm of the team which causes it’s members to fall short in performance.
Respect “ How one communicates determines how one responds.” Give and take relationship “It is your attitude, not your aptitude, that determines your altitude.” Zig Ziglar
Morale Pointers “It’s all in the mind…” Build a great foundation. Know what you’re office is lacking Procrastination can hinder growth Recognize strengths and use them Challenge Create, maintain and embrace a positive atmosphere
Know your team Their characteristics? Their Goals What are their interest? What is their work style?
What about you? What are your employee morale problems? A major change in company structure? Employees being laid off? Lack of communication? A negative attitude? Joylessness? Low energy? Co-workers don’t get along? A gloomy atmosphere? Stress? Or…perhaps your morale isn’t all that bad, but you want your employees to have more enthusiasm, more excitement, and more smiles
Morale Boosters Monthly lunch Gift Cards Recognizing Birthdays Compliments, acknowledgements Employee of the Month Award Secretary Week/Professionals Week Do something different each day Grab bag for Christmas Potluck Luncheon
“Be the change you wish to see in the world….” Gandhi