Archive for the ‘Leadership’ Category

Management Tip: Calmness Counts

Thursday, December 13th, 2018

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Over the years I’ve spoken with a small army of people who’ve told me essentially the same thing: They had a good job but they just couldn’t take the agitated, excitable, too-high-octane temperament of their boss.

Or to put it another, simpler way, as the old management saying goes, “People leave managers, not companies.”

It was a phenomenon I came upon repeatedly as I was researching my book The Type B Manager. Too much intensity can wear employees down. While calmness is something employees can rarely get too much  of. The more, the better.

This makes good sense when you realize that, at its core, management is all about accomplishing work through others. Following are three reasons why calmness is a substantive managerial asset.

It’s reassuring.  Calmness inspires confidence. It’s a leadership style people want to follow. In most jobs (less so in the remote working world of course), you spend a lot of time with your boss. It’s only natural to want to feel comfortable about that — rather than having your stomach perpetually tied in knots.

It creates a better environment to solve business problems.  It helps employees (and organizations) make good decisions. The best decisions are well-thought-out and analytical, calmly and rationally made. Impulsive decisions made in the heat of the moment (why do I keep thinking of a certain president here?) are generally not the best way for any management to operate.

It’s conducive to loyalty and productivity. Employees respond well to calmness. Over the long term it’s a pleasant, easy attribute to work with. Employees are apt to remain loyal to a calm, effective manager. And long-term loyalty breeds productivity.

Calmness isn’t one of those big marquee qualities we tend to hear a lot about when celebrating rock star executives. But it probably should be.

 

This article was written by Victor Lipman from Forbes and was legally licensed through the NewsCred publisher network. Please direct all licensing questions to legal@newscred.com.

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In his latest contribution to Forbes, Paul Koulogeorge, VP of Marketing, Advertising and Public Relations for Goddard Systems, Inc., explains how the company overhauled its corporate communications and offers insight and advice on how other leaders can benefit from improving the way they communicate.

CLICK HERE TO READ MORE>>>>

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Last week, I hopped on a video conference with a client, and the first thing he said to me was that I looked tired. As a career consultant, that’s never the first thing you want to hear from a client you’re supposed to be motivating and energizing. I actually was exhausted after a couple long nights with our 11-month old struggling to sleep with her cold.

However, it reminded me that when you’re the face of your business, there often isn’t room for you to look tired, even when you are. Your business’s survival and growth depends on your ability to show up at every single client engagement full of energy and enthusiasm so you can not only get the job done but also give your clients the confidence to know you can get the job done.

Being self-employed involves more than just building a business from scratch, bringing in clients, and delivering a useful service or product. It involves maintaining a positive mindset and firm belief that you absolutely will succeed so you can always bring your A-game to everything you do.

While running my own business has been incredibly rewarding, and I wouldn’t trade it for a stable full-time corporate job like the one I used to have, self-employment has also been the most challenging professional endeavor of my life. Building my own personal brand, managing all aspects of my business, and figuring so many things out on my own without any sort of roadmap to guide me can be exhausting, both physically and emotionally.

Unsurprisingly, the majority of small businesses don’t survive beyond the first few years, a statistic that always looms in the back of my mind. So here are two principles I’ve kept in mind that have helped me stay productive during the more challenging parts of my own journey when I felt like stepping off the gas.

Don’t Celebrate Too Soon

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Last year, I was invited to be a presentation skills trainer at the European headquarters of a large corporation. After a few discussions over the phone, I eventually traveled to meet the team in person, and after my initial pitch presentation, they seemed impressed. They even went on to ask me whether I could share a proposal to roll out my public speaking workshops to several more of their offices in Europe. They agreed to my fees, and we even booked tentative dates. Everything looked promising.

When I was confirming final details, I literally never heard from them again.

The workshops never happened. The opportunity fizzled out. Just like that. To this day, I still have no idea why. 

I can’t tell you how many times I’ve had a big opportunity come up, just to have it fall through later. Or to get excited about a new collaboration, only to later find out about some catch. Or to feel like I’ve finally found the perfect person or team to hire, only to later realize it wasn’t meant to be. 

These days, I make a point not to celebrate too soon. I, of course, remain committed and engaged through to the end, but I try to detach myself from an assumed outcome to avoid a bigger let down in case things don’t work out. This mentality also forces me to ensure I’m still working hard to earn business, create other content, or nurture other client relationships so I’m not dependent on any single engagement necessarily proceeding.

Remember That Seeds Can Sprout At Any Time

 

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When I look out into the sea of independent business owners and solopreneurs, it’s hard not to notice those who have built a huge following or achieved enormous growth, especially because these exact people tend to be the ones featured in the popular press.

On the other hand, having run my own business now for five years, although it’s grown steadily, I’ve never felt like I’ve achieved a similar level of explosive growth. When I put out my first podcast episodes, I had hundreds of listeners, not thousands. When I posted my first career change videos and blog posts online, I got a handful of views, not millions. 

I sometimes wonder if my efforts will eventually bear some real fruit.

Sometimes they do, but sometimes, they don’t. So I just try to remind myself that you just never know when the seeds you plant will finally sprout.

I’ve had former colleagues whom I worked with over a decade ago become clients. I’ve had videos I posted online years ago lead to a big keynote speaking opportunity. I’ve had article pitches initially fall on deaf ears, but eventually get published months, even years later.

You just really never know when you will turn a corner. Keeping this in mind can help you keep going when you feel like throwing in the towel.

Maintaining A Positive Mindset Is Critical To Growth

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I’ve had plenty of times when I didn’t gain the traction I wanted to after a ton of work. Remembering that business ownership is indeed challenging and doing my best to be persistent during these inevitable moments of frustration has helped me stay on track and remain in the game through the tough times.

I certainly don’t have it all figured out, but five years in, my business continues to expand, my work remains incredibly fulfilling, and I can’t imagine walking away from this dynamic, rewarding ride as a self-employed business owner anytime soon.

 

This article was written by Joseph Liu from Forbes and was legally licensed through the NewsCred publisher network. Please direct all licensing questions to legal@newscred.com.

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Goddard Systems, Inc.’s (GSI), the franchisor of The Goddard School, annual franchisee convention was held in Nassau, Bahamas. Recipients of its yearly awards were announced to honor model franchisees who contribute to their communities through service-based projects and provide high-quality childcare with leading health and safety practices.

Goddard School franchisees attend the convention because they know it is essential to running a successful business.

“Ideas generated in workshops and time spent with fellow owners keep you up on latest trends and changes in the industry/business. Networking is paramount at these events and provides so much connection amongst GSI and Franchisees,” said Barbra Bryan from Mooresville, NC.

GSI is proud to present the 2018 convention award categories and winners:

Brand Ambassador Award

·         Vince and Nancy Radosta, Castle Rock, CO

Humanitarian Award

·         Leisa Byars, Hendersonville, TN

·         Anthony and Ada Vassallo, Norwood, NJ

Leadership Award

·         John Agaman, Sparks, NV

Philip Schumacher Award

·         Shauna and Jeff Barison, Redmond Ridge, WA

Rookie of the Year Award

·         Brooks Coatney, Fayetteville, AR

Circle of Excellence for Education Award

·         Dolly and Monty Kalsi, Bethlehem, PA

·         Mark and Wendy Reinhart, Anderson Township, OH

·         Mike and Janelle Glasser, Bare Hills, MD

·         Butch and Maria Aggen, Cedar Park, TX

·         Jim and Debbie Womack, Chesterfield, VA

·         Dina and Matt Speranza, Cranberry Township, PA

·         Amber and Dave O’Brien, Forest Hill, MD

·         Jim and Jill Worley, Gaithersburg, MD

·         Susan Hoy and Tim Hoy, Hillsborough, NJ

·         Michael Smithers, Ladera Ranch, CA

·         Kellie McDonald, Lake Orion, MI

·         Dipti Singh, Millersville, MD

·         Shauna and Jeff Barison, Redmond Ridge, WA

·         Ryan and Chelli Motherway, South Reno, NV

·         Denise Cross, Reno (Somersett), NV

·         Melanie and Bill Hyatt, Simpsonville, SC

·         Lissa Knox and Erin Goulet, Snohomish, WA

·         John, Jody and Kristen Agaman, Sparks, NV

·         Ted and Robin Ray, Sugar Hill, GA

·         David and Donna Raye, Third Lake, IL

·         Fran and Bryant Lubbs, Wayne, PA

Circle of Excellence for Operations Award

·         Olivia Teja and Kamal Desilva, Bellevue, WA

·         Angela Norman, Centerville, OH

·         Kate Joseph, Cincinnati, OH

·         Jim and Jill Worley, Gaithersburg, MD

·         Jyoti Verma, Henderson, NV

·         Kellie McDonald, Lake Orion, MI

·         Sheeba Mathew, Marriottsville, MD

·         Dipti Singh, Millersville, MD

·         Wendy Somers, Newtown, PA

·         Bob and Lori Santo, Peters Township, PA

·         Melanie and Bill Hyatt, Simpsonville, SC

·         Pete Joseph, South Lebanon, OH

·         John, Jody and Kristen Agaman, Sparks, NV

·         Ted and Robin Ray, Sugar Hill, GA

Circle of Excellence President’s Club Award

·         Jim and Jill Worley, Gaithersburg, MD

·         Kellie McDonald, Lake Orion, MI

·         Dipti Singh, Millersville, MD

·         Melanie and Bill Hyatt, Simpsonville, SC

·         John, Jodi and Kristen Agaman, Sparks, NV

·         Ted and Robin Ray, Sugar Hill, GA

Outstanding Market Award – Phoenix, AZ

·         Nicole and Matt Bigham and Beth and Vince Valentino, Buckeye (Verrado), AZ

·         Jake Thompson, Cave Creek, AZ

·         Todd and Christine Goldberg, Chandler, AZ

·         Van Phan, Gilbert (Higley), AZ

·         Penny Mekhanik, Gilbert (East Germann), AZ

·         Karen and Keith Latchaw, Gilbert (Warner), AZ

·         Natalia Elfimova, Scottsdale, AZ

·         JoEllen Johnson, Goodyear, AZ

Outstanding Customer Experience Award

·         Todd and Christine Goldberg, Chandler, AZ

Director of the Year Award

·         Stacey Molnar (director), Karyn Smykowski and Suzanne Hanf (owners), Toms River, NJ

Anthony A. Martino Scholarship Award

·         Sabreena Leach and Cindy Pyatt, Oakville, MO

 

“As proven by this year’s honorees, choosing to operate a School is more than just a good business decision,” said Joe Schumacher, CEO of GSI. “Our franchisees choose to make a profound impact on the lives of future generations.”

The Goddard School focuses on learning through play for children from six weeks to six years old. This year marks the system’s 30th anniversary in business. Learn more about franchising opportunities with The Goddard School at www.goddardschoolfranchise.com

The Top 4 Childcare Franchises of 2018/19

Friday, November 30th, 2018

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After interviewing thousands of franchisees across hundreds of brands, Franchise Business Review ranked The Goddard School among its ‘4 Best Childcare Franchise Opportunities’

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6 Lessons from Successful Entrepreneurs

Friday, November 30th, 2018

Goddard Systems, Inc. CEO Joe Schumacher is featured in the Fox Business article, ‘6 lessons from successful entrepreneurs,’ where he gives advice on how to learn and grow from failure.

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Ways Active Listening Can Improve Your Leadership

Wednesday, November 14th, 2018

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While it may seem like common sense to point out that listening skills are important in the workplace, many leaders do not make enough of an effort to use their active listening skills. According to some studies, the average manager only listens attentively for 35-40% of the time and even then only remembers half of what was said. This has the effect of creating serious disconnects in the workplace that can negatively impact employee engagement and leave leaders struggling to utilize influencing strategies effectively.

Communication in the Workplace

Communication is not a one-way transmission of information, but rather a two-way street that is affected by individual perceptions, personal styles, and culture. It can take place over a variety of channels (e.g., face-to-face, telephone, video, and email), some of which may be more appropriate for specific situations than others. Knowing which channel to use and how to tailor the message for the audience is an important starting point for any communication process. Many communication strategies go awry when one side fails to take into consideration that there are different perceptions of a situation or how style and culture can impact how messages are sent and received.

Listening is a vital aspect of any communication process. Since conversations involve a two-way exchange of messages and responses, failure to listen on either side can render even the most carefully crafted message completely ineffective. Active listening incorporates a blend of specific skills that help to demonstrate attentiveness and avoid misunderstandings.

The four primary active listening skills are:

  1. Paraphrasing: A summary of what someone has said in the listener’s own words, paraphrasing focuses on the content of the message and is useful when verifying or clarifying meaning. It shows that the listener understands what’s being said, even if they don’t necessarily agree with it. Paraphrasing forces the listener to consider what was said and understand the other person’s point of view rather than simply preparing a rebuttal.
  2. Empathizing: Although similar to paraphrasing, empathizing is more focused on demonstrating an understanding of how the other person feels about something than what they think about it. Empathizing is valuable when someone expresses concerns or is in an emotional state. Spotting nonverbal cues and identifying when those cues are inconsistent with the verbal message is a key aspect of this skill. Patience and lack of judgement are essential because empathizing is less about offering solutions than giving people the opportunity to be heard.
  3. Questioning: While paraphrasing and empathizing are effective skills for letting someone know they’ve been heard and understood, questioning focuses on providing more context and information for the listener. By asking open-ended questions to draw out specific details, the listener can engage the other person in a two-way conversation. Questioning also helps to guide the conversation in a collaborative fashion that allows the speaker to contribute to working toward a solution.
  4. Balanced Response: Once key issues have been identified, effective leaders can use a balanced response to provide constructive feedback about a proposal or performance without being confrontational or diminishing anyone’s self-esteem. This can be especially effective when leaders need to overcome concerns or modify potential ideas. A balanced response emphasizes the strengths of an idea or proposal and highlights points of agreement without letting its weaknesses or concerns undermine problem solving.

Benefits of Active Listening

Active listening skills provide an excellent foundation for the effective use of most other leadership skills. As an information gathering strategy, it helps leaders to better understand their teams and creates opportunities to involve team members in developing solutions collaboratively. Although active listening may seem like a very “basic” skill, it has a very high impact on leader effectiveness. With more and more organizations making use of virtual teams, learning to communicate effectively with people who are not co-located is especially critical.

Practicing active listening is essential for leaders who want to build trust and inspire their teams. When people feel like their feelings and concerns are understood and that they are able to participate in solving problems through two-way conversations, they are more likely to be engaged and committed to their work. Since low levels of engagement generally lead to diminished productivity and employee retention, learning to listen effectively should be a vital competency for any leadership position.

Active listening is also a crucial component of emotional intelligence, so working on these skills can help improve a trait that is strongly linked to job performance. Emotional intelligence emphasizes using observation, reflection, and proactive communication to help people understand their own emotions and those of others.

Trust is the bedrock of any effective workplace. Team members need to know that they can count on others to complete their tasks and provide assistance when needed to help the team accomplish its goals. While there are a variety of methods for building trust, few of them will get very far without effective communication. Active listening can help leaders connect with team members and demonstrate that they understand their value, which makes it easier for people to trust that they’ll be treated fairly and valued for who they are, not just for what they do.

This article originally appeared in 21st Century Leadership Insights.

 

This article was written by Rick Lepsinger from Business2Community and was legally licensed through the NewsCred publisher network. Please direct all licensing questions to legal@newscred.com.

If you’re reading this article, congratulations! You must have an awesome team. Managing them must be easy, right?

In fact, contrary to popular belief, managing high-performers doesn’t mean you don’t have to do anything. While you could just let them fly solo for a long time, even the best employees will need support from their managers to continue thriving at work. While high performers do show a stronger tendency than other employees to direct their own learning, a Harvard Business Review article says they expect their managers to help them grow, too.

And the help you provide must be differentiated from how you might support a lower performer because their challenges, needs, and aspirations are also different.

Here are a few quick tips that should stop them from quitting:

 

1. Show Them They’re Valued (in the Way They Prefer)

Some people like getting feedback privately, others publicly. Some prefer it via email, others in-person. And some care little about words and more about actions of thanks: bonuses, bigger projects, or leadership opportunities.

In a study on what high-performing employees value at work, compensation, bonuses, and recognition from higher-ups all fall in the top 10.

If your employee’s doing great work, make sure they know their work is valued and appreciated. And if you don’t know how they like to receive positive feedback, ask.

 

2. Let Them Lean Into What They’re Good At

Too often, we insist employees check every single rung on the skills ladder. We wrongly believe that the only way for them to advance in their career is to be good at everything all the time.

But the truth is, just as you rarely find a candidate that matches 100% of your hiring criteria, it’s rare to find an employee that truly excels in every facet of the job. And yet we focus on their deficiencies—the checkboxes left unchecked—rather than sharpening their strongest assets.

So, give your highest performers a chance to continue to excel at their strengths, and the tools they need to become an expert in their field. If they find themselves getting bored, then you can work with them to find other skills they’d like to improve upon.

 

3. Encourage Them to Be Teachers

When you have amazing employees, one of the best things you can do to keep them engaged is encourage them to teach others. Teaching helps them hone their skills even further, and validates their expertise.

There are many ways to “teach,” whether it’s in the form of an employee mentorship program, a presentation to the team, or even authoring a publication. Encourage them to share their knowledge and flex their expertise, and leave the format to them to decide.

 

4. Actively Solicit Feedback

No manager is perfect. Regularly ask for feedback on what you can do better to support their career, and be prepared to take action as a result. As their manager, you may be able to unblock them, elevate them, and support them in ways no other person in the company can.

As the saying goes, employees don’t leave companies, they leave managers. So do everything in your power to make sure they are supported, and ask for feedback to ensure you are on the right track in your efforts.

Some questions include:

  • What can I do to make working with me easier?
  • What can I do to better support you?
  • What’s one thing I should start, stop, or continue doing for you?

If you have a high performer on your team, get ready to do the hard work of keeping them engaged. Don’t let them be the one in five who report being likely to leave their company in the next six months. Sure, it’ll take more effort on your end—but think how much effort it’ll take to replace them.

 

This article was written by Ximena Vengoechea from The Daily Muse and was legally licensed through the NewsCred publisher network. Please direct all licensing questions to legal@newscred.com.

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Leadership can be defined in many ways. Regardless how you define it, a true leader will be the difference maker between success and failure of a business. In this post, we’ll take a look at seven qualities all great business leaders have in common. That way, you’ll know what separates the good leaders from the bad ones.

They take initiative

Great business leaders are self starters. They don’t wait around for others to get the job done. Especially if the task means creating value for themselves or the organization they belong to.

Just because you hold a high ranking position doesn’t mean you’re above trivial tasks. For example, the co-founders of Lyft uphold a tradition where they drive passengers as if they were one of the thousands of Lyft drivers supporting the business they built. They do this because they want to constantly improve the experience for both riders and drivers.

Could they have asked members of their internal team to drive and gather feedback? Of course they could have, but instead they took the initiative to take care of it themselves. This shows great leadership at the highest level of business.

They have vision

In business there will be tough days. There will be months where the company is barely getting by. During these tough times your team needs to dig deep and truly understand the bigger picture. As a leader it’s up to you to help them see that vision.

The vision needs to be big enough so you can inspire others, but also broad so your team can feel personally included. This way everyone in your organization knows the importance of their own role and the effect it has on bringing that grand vision to a reality.

They are resilient

Building a company is probably the least straightforward path you can pursue in life. Ask any successful entrepreneur about their journey. The majority of them will tell you about the countless times they’ve failed before they found that one success. The reason they finally made it? Resilience.

The workplace is full of challenges and unexpected changes. The individuals who have resilience have the ability to take good risks and are welcome to change.

They have a high emotional intelligence (EQ)

Emotional intelligence is the ability to identify and manage your own emotions and the emotions of others. If you’re able to understand, manage, and navigate not only your own emotions but those of others, you have the makings of a great leader.

Let’s take sports for example. Think about the coaches and managers of world-class professional sports teams. With a team full of star-studded athletes how much coaching of the game do you think they need? Aside from basic strategy and tactics it really comes down to managing and navigating your teams’ emotions. More specifically their egos. If you took a group of the best coaches and managers of all time, I can almost guarantee they all have a high emotional intelligence.

As a leader in business it’s extremely important to develop and improve your emotional intelligence. You need to make an effort to understand reasons behind an employee’s behavior. Let’s say their productivity has been slowing down. Are they losing interest in the job? Do they feel like they aren’t being challenged? Are they angry at the company or another member of the team? The more you can understand them on an emotional level the easier it’ll be to engage with them and resolve the issue.

They are confident in their decision-making

If you don’t like being the decision maker then you don’t belong in a leadership role. That may sound harsh but it’s the truth. Leaders make countless decisions throughout the day. Some hold little weight, and others may decide the fate of their entire company.

The ability to make a decision and stand behind it, is a quality that is shared amongst all great business leaders. And by stand behind it, I mean take responsibility for the decision they made regardless of the outcome.

They are truly enthusiastic about their business

True and authentic enthusiasm for a business, it’s products, and overall mission is not something that can be easily faked. Especially for the amount of time it typically takes for a business to be built. Your employees will be able to instantly recognize whether or not you’re truly passionate and enthusiastic about what you’re trying to build.

Let’s take our real-life Tony Stark for example. Who might that be? You guessed it – Elon Musk. Think about his track record. Disrupting the payments landscape with PayPal. Reducing our dependencies on fossil fuels through clean energy and transportation with Solar City and Tesla . Then he decided to go shoot rockets into space with SpaceX.

The greatest trait about Musk is that he’s truly enthusiastic about what he’s building. He’s so sincere, that he’s even willing to put the vast majority of his own money behind his companies. With all that said, you can only imagine the effect that has on those who work with him.

They have great communication skills

As a leader you need to be able to motivate, discipline, and instruct the people you are in charge of. If you lack communication skills you won’t be able to accomplish any of those things.

Communication has many pieces to it. For example, did you know that listening is an integral part of communication? How can you effectively respond to others if you don’t take the time to listen? As a leader you need to listen to the members of your organization at every level. You need to be able to communicate whether it’s a one-on-one conversation or a company-wide keynote to your 10,000 employees. If you can’t develop these skills, you’ll have difficulties inspiring others to follow.

Great leadership qualities aren’t developed overnight. In fact, many of the great business leaders still make mistakes all the time. That said they’re still humble, still learning, and continuing to build their empire.

This article originally appeared in Calendar.

 

This article was written by Angela Ruth from Business2Community and was legally licensed through the NewsCred publisher network. Please direct all licensing questions to legal@newscred.com.

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As a business owner or manager, you probably have many goals. You want to attract and retain customers, increase output, and grow sales and revenue. But here’s another objective it pays to focus on: establishing a positive company culture that keeps employees happy.

Company culture is so important these days that it’s actually the No. 1 reason why millennials quit their jobs. And given the cost of onboarding and training, it often makes financial sense to encourage workers to stay where they are rather than continuously have to invest in new employees.

So what can you do, as a business owner or manager, to create a company culture that’s appealing to candidates and keeps established workers on board? Here are a few key steps to take.

1. Be open to flexible work arrangements

These days, workers of all ages crave flexibility, whether it’s the option to set their own hours, compress their workweeks, or telecommute. Not only can flexible work arrangements contribute to a positive company culture but they can also lead to an uptick in productivity. And when that happens, everyone wins.

Keep in mind that if you’re used to your employees working a set schedule, you can ease into those flexible arrangements slowly. Start by giving your most established players a little leeway, and work your way up as you evaluate its impact. The key is to be open to the idea so that your employees feel valued and respected.

2. Foster teamwork and collaboration

Encouraging employees to work together is a great way to establish a positive company culture. Therefore, make a point of rewarding team efforts as opposed to focusing only on individual contributions. In other words, don’t just give raises to your top performers, as this creates an atmosphere of competitiveness. Rather, incentivize employees to work together so they can benefit jointly.

3. Encourage workers to take vacation

It’s an unfortunate statistic that 19% of workers today don’t take vacation because their companies pressure them not to. Part of building a positive company culture is recognizing your employees’ need to take time away from the office and making it possible for them to do just that. In fact, some companies go so far as to mandate that workers take all of their vacation time, which isn’t a bad idea. If you’re going to go that route, be sure to implement a backup system so that workers who take time off don’t feel unduly stressed about it.

4. Be generous with public praise

Though any sort of acknowledgment for a job well done is something your workers will appreciate, a good way to establish a positive company culture is to dish out that praise publicly. This will encourage others to give out praise rather than withhold it, thus adding to the collaborative environment we talked about earlier.

5. Hold companywide town halls

If your business has a lot of distinct moving parts, it helps to get everyone synced up every so often. And that’s where companywide meetings come in. These town halls give different players a chance to meet, interact, and see how their various efforts contribute to the success of the business. It’s a great way to motivate employees to work together while helping them learn more about ways to develop their careers.

It’s in your best interest to establish a company culture that draws employees in and encourages them to stay put. Not only will you increase your chances of retaining top talent, but you’ll develop a solid reputation that works wonders for your business on multiple levels.

 

This article was written by Maurie Backman from The Motley Fool and was legally licensed through the NewsCred publisher network. Please direct all licensing questions to legal@newscred.com.