We’re rather fond of costumes here at TribeHR. And we typically don’t wait for Halloween to show up as, for example, a unicorn or a circus performer. Having said that, we’re totally onside with dedicating a specific day to appear as our favorite anthropomorphized cuddly animal, superhero, pirate or whatever else floats our boats. Especially if there’s candy involved—and a little competition!
Unicorn by Bart Everson, Wikimedia Commons
This year, our workplace Halloween party will include contests for both costumes and pumpkin carving. Carving contest-worthy jack-o-lanterns is not easy, so employees will work in pairs to outdo each other in the pumpkin carving competition. Offering two contests also allows anyone who’s uncomfortable with disguise to focus on the squash.
We’re excited about the extraordinary (as yet undisclosed) prizes, which will be awarded in the following categories for each contest:
most creative; and
best technical execution (required for the engineers among us!).
Rewards come in all shapes and sizes: It’s hard to know what makes people love the work they do and the company they work for. You can never replace the fundamentals of fair compensation and meaningful work with costume parties and candy, but you can certainly use them to sweeten the deal. When determining rewards, remember that close work friendships boost employee satisfaction by 50% and people with a best friend at work are seven times more likely to engage fully in their work. It just makes sense to incorporate workplace social activities into your overall rewards strategy and to foster an environment of fun and camaraderie.
Employees will optimize: If Halloween trick-or-treating was part of your childhood experience, you know that half the fun was mapping the route that would get you the most (and the best) candy. There were always a few houses in the neighborhood that everyone went to first (and again!). These neighbors were exceptionally generous, offering the best treats and sometimes spooking their guests with amazing special effects. Enterprising trick-or-treaters flock to these houses every year and these select few homeowners always enjoy the best possible Halloween parade. As an employer, your objective is to attract exceptional, enterprising talent. Whatever reward program you choose to put in place, make it outstanding and know that employees will study it and figure out how to make the most of it—that’s how you know it’s working!
It’s not always about the payoff: As much as everyone appreciates a payoff, sometimes the intention or the journey matters more. To paraphrase something American entrepreneur, Jim Rohn once said: The goal, however lofty, is not the important part. What’s important is what you have to learn along the way and the person you become in the process of achieving the goal. Between creating a costume, planning the route, walking for miles, and sometimes being required to tell a scary story before receiving the promised reward, Halloween traditionally required a lot of children. And while treats were the obvious payoff, many children derived more enjoyment from the planning, creativity, social interaction and play-acting of the day. Employees are also differently motivated. Knowing what matters to your people is more important than the specific perks you provide. Missing the mark, on the other hand, is like offering only Reese’s Peanut Butter Cups on Halloween and sending the children with nut allergies away disappointed and empty-handed.
For us, Halloween is an opportunity to build social bonds at work, get a little silly, indulge in some friendly competition and sweeten up the work day. We haven’t provided any specific Halloween “rules of engagement” or costume guidelines, because we trust each other to participate in the spirit of appropriate workplace fun. If that goes sideways, we’ll learn from the experience, make the necessary changes for next year and move on. Happy Halloween!
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The trend toward telecommuting shows no signs of slowing down. Between 2005 and 2013, the number of remote workers grew by nearly 80%. The numbers show that 50 million workers in the U.S alone could (and want to) work remotely. As this data demonstrates, people who work remotely are often involved in the decision to do so. In fact, many remote workers specifically seek out roles that allowed them the flexibility to work outside the office. When asked, 79% of U.S. workers say they would like to work from home at least part of the time.
Working in Isolation
In spite of this
Wikimedia Commons, Public Domain
Many organizations place exceptional customer service at the heart of their mission. Sometimes, this focus on service is the primary element of their brand that sets them apart from the competition. For these companies, customer service is “mission critical.”
But who, exactly, is the customer?
Typically, a customer is thought of as the client, buyer, or purchaser of an organization’s products or services. For companies who identify customer service as a key differentiator in the marketplace, however, this perspective leaves too much to chance. Every employee who deals directly with these external
TribeHR prepares for ALS ice bucket challenge!
Things are pretty exciting here at NetSuite TribeHR. We’re working on next generation HCM software that is truly awesome. On a daily basis we engage with fascinating businesses around the globe. We’re regularly hiring interesting and talented new people. Soon we’ll be too big for our current space, so a move to bigger and better digs is also in the cards.
I’d have to say that there is a definite positive energy happening. Work is a lot of fun these days. Not that it wasn
Employee engagement has to be the #1 HR buzz phrase for this decade. How do we get employees to plug in and turn on at work? How do we foster the level of emotional and mental connection with the company and the job that allows them to put forward their best efforts, and love doing it?
In their efforts to compete and achieve sustainable growth, employers offer everything from foosball to catered lunches and unlimited vacation to keep employees happy. Sometimes it works and people shine and companies win awards for being great places to work. But sometimes it doesn&rsquo
Employee Engagement is Intrinsically Social
We know that employee engagement is both important and also woefully low in most organizations. Despite all the resources put into traditional engagement initiatives, the needle still isn’t moving. Why?
The problem with traditional engagement efforts is that it is viewed as the domain of managers. Meaning, let’s give data and leadership training to front-line managers, and they’ll do a better job of engaging their workers.
That’s a good start, but it doesn’t tap into the most powerful force for engagement: the workers themselves.
Wikimedia Commons, Public domain
Absenteeism occurs when an employee misses work intentionally, creating a habit of taking unscheduled time-off for a variety of reasons, legitimate and otherwise.
Common Causes of Absenteeism
Bullying and harassment – Employees who are bullied or harassed by coworkers and/or bosses are more likely to call in sick to avoid the situation.
Burnout, stress and low morale – Heavy workloads, stressful meetings/presentations and feelings of being unappreciated can cause employees to avoid going into work. Personal stress (outside of work) can lead to absenteeism.
Childcare and eldercare – Employees may be forced to miss
Last week, someone shared a very powerful quote with me. It was attributed to Maya Angelou, American author and poet.
“I've learned that people will forget what you said, people will forget what you did, but people will never forget how you made them feel.”
I’ve been thinking about it ever since. Although deceptively simple, Angelou’s words have the ring of truth about them. As a quick test, think about these questions: What do you find when you flip through your mental scrapbook of memories? Who and what do you remember in your
The time for year-end holiday celebrations has arrived.
Having heard of (and witnessed) a number of employee flameouts at past festivities, I thought this would be a good time to restate the fundamentals of office party etiquette.
The company holiday party is a time to celebrate, but it’s also a business function and it pays to keep that in mind. Here are a few tips for making sure that this year’s holiday party brings only good things your way.
Drink alcohol in moderation (or not at all if you’re driving).
In the United States, Thanksgiving is not just another day off. For many, it’s their most anticipated holiday; the time of year they head home to connect with family and friends, wherever home may be.
Time Off and Peak Travel
Historically, many companies have given employees a “four day weekend” for Thanksgiving, with both the Thursday and Friday being paid days off. This practice is generally reflected in the public and institutional sectors as well. Some employees further extend this extra-long weekend with vacation entitlements (and the occasional convenient sick day).
Apparently, most employees use this