morale busters & boosters
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DESCRIPTIONMorale Busters & Boosters. Building Office Morale. - PowerPoint PPT Presentation
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?
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 INFLUENCEDo 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?
What kind of Leader are you?
Delegate (free rein)
ICAREMISSION VISION AND VALUESInnovationCollaborationAccountabilityRespectExcellence
InnovationCreate something newStudent Services Changes:
Allow employees to choose their own paint color for their office.Allow soft presentable musicInstitute a comfortable work environment.
CollaborationAllow employees to discuss their ideas, issues or changes in the workplace. Dont be afraid to establish and open door policy.Feel free to discuss your vision for the office and receive feedback of your vision.
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 AARs 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).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 employees accomplishment as well as improvements needed (if any). The AAR incorporates the value of COLLABORATION.
EXAMPLE After Action Review FormName and Position: ____________________________________________________
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 PetersonDate: October 7, 2008
AdmissionsTasks/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 DevelopmentTask/Goals:List three things that went well:1. 2. 3.
List three things that need improvement (if any)1.2.3.
Use theposition todevelop yourleadership/administrativeSkills
Ronald D. Franks, M.DRush University
AccountabilityWhen part of a team, everyone should be responsible for their actions.Dont be afraid to admit your frailties but make every intent to correct them.Accountability is like a relay racewhen one member does not perform well it effects the whole rhythm of the team which causes its members to fall short in performance.
How one communicates determines how one responds.
Give and take relationship
It is your attitude, not your aptitude, that determines your altitude. Zig Ziglar
Promoting Excellence Define the Mission Solicit Input Specify Roles Acknowledge Success Foster Advancement
Michael D. Prislin M.D.University of California, IrvineEvaluating Staff Performance
Its all in the mindBuild a great foundation.Know what youre office is lackingProcrastination can hinder growth
Recognize strengths and use themChallenge Create, maintain and embrace a positive atmosphere
Know your teamTheir characteristics?Their GoalsWhat 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 dont get along? A gloomy atmosphere? Stress? Orperhaps your morale isnt all that bad, but you want your employees to have more enthusiasm, more excitement, and more smiles
Morale BoostersMonthly lunchGift CardsRecognizing Birthdays Compliments, acknowledgementsEmployee of the Month AwardSecretary Week/Professionals WeekDo something different each dayGrab bag for ChristmasPotluckLuncheon
Be the change you wish to see in the world.Gandhi
THANK YOU FOR YOUR PARTICIPATION
If you would like to contact me.
Kristy Goodwin-Peterson, M.Ed.email@example.com