This past Sunday I drove to my husband’s office with him and helped him decorate it in a theme of his choosing for his company’s Spirit Week – a time of the year in which the employees of his law firm have some team play time. 

We had fun removing a few extra chairs and creating a whole beach and picnic scene that garnered lots of response from his co-workers when they arrived Monday morning.  For example, one person said, “Wow!  Over the top, great!” and another said, “Cool.  Why didn’t I think of that?”  While a third said (eyeing the picnic basket), “I know where I’ll be spending my lunch hour!”

And all because my husband jumped in the game…despite being the only one in his office who did.  (There are two offices and some of the employees in the Irvine office did participate).  This was disappointing to Joe, but hasn’t deterred him from planning what he’ll wear for the other days where employees were asked to dress up in themed costumes.  Today was “The 80′s” and he looked classic in his courdouroy pants, white sports t-shirt with 3/4″ colored sleeves, boat shoes and Member’s Only jacket, when he left this morning.

When specific activities will boost morale and be fun to participate together in, why don’t employees do it?  Are they too embarrassed to show a personal side of themselves?  If it’s “too much hassle” I have to wonder what it’s like to work with the same people daily and how they show their appreciation of each other. 

Though exposing a ”real” side of yourself to others in a work environment can seem too personal, if you’re willing to stick your neck out and connect, others will follow suit.  By my husband continuing to stay in the spirit of the week, more folks joined in at both offices, figuring if he could show that playful side of themselves, so could they.  

Do you feel any resignation in your work and interaction with others and, if so, what can you do to change this?  Perhaps you can suggest a spirit week!

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This is due to not having the necessary infrasture in place, but it’s also due to having insufficient confidence in your employees or team members.  Technical skills are necessary, but not if you find yourself too often handling many details of your job, in which case you’ve  created yourself as indispensable to the project getting done.  This makes it pretty tough when you want to take a vacation or turn the project loose.  You’ve created yourself as the team and the team leader.  So, why should others rise to the occasion and be as enthusiastic or generative as you?

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If you’re a manager, you must surely be aware of the motivating factor of praise and encouragement.  Perhaps it’s been awhile since you’ve received it yourself and so you’ve neglected offering it to your employees.  If so, don’t blame yourself – put it back into your management strategy today. 

People work hard and need feedback.  Annual reviews, bonuses, vacations, are all nice – and needed, but there is nothing like a good ‘ole pat on the back and a specific comment about what you’re doing right.

Step 1 – find something specific you can acknowledge your employees about that recognizes what they’re already doing.  

Step 2 – look for how to give your employees the authority and motivation to use their initiative and seek opportunities to solve organizational problems.  They’ll feel appreciative you consider them up to the task and their accomplishments will give them the reward they’re being used and making a contribution to the department and organization. 

Step 3 – let them know they succeeded and find ways to reward those behaviors. 

Step 4 – challenge them to consistently exceed their own expectations and be innovative in their approach wherever possible. 

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