Answer You - Business

In the Spirit of Service
The ‘Spirit of Service’ Award is given to uniquely deserving teams and individuals who go way beyond the call of duty to serve, aid or comfort the heart of another human being.One worthy winner is an unnamed night nurse in the maternity ward of a nearby hospital.A new father wrote to me with this report:‘My experience at the hospital was very positive. I was staying over with my wife after the delivery. One night I had a headache (maybe from the lack of sleep and being a first-time parent). I asked one of the staff for a pain reliever. She gave me a neck rubdown for a few minutes instead! That really made me feel better, and no need for medication. I was impressed that the staff went out of her way to satisfy a “customer”, even when I wasn’t the baby or the mother. Is that good customer service or what?’You bet it is! Three key characteristics of an ‘UP Your Service Mindset’ are: abundant generosity, genuine compassion and seeing the world from your customer’s point of view. Whoever she is, t

n “Employee of the Month” special parking space. If you have weekly meetings, do this type of reward once a month. If you do not have staff meetings, consider implementing them as a way of communicating (see point #2).

For some employees, depending on the events that take place, the incentive of giving a bonus or even a promotion is a significant boost. People like to see their name in print, so put the employees’ significant contributions in the company newsletter with their name and their picture. This typically makes people feel really good about themselves. Over the years, it has been found that employees sometimes would prefer something different. Some employers have given gift cards to the grocery store, book store, or even for the employee to relax going out to a restaurant or to a movie.

Make sure all of your employees are valued and recognized for the contributions they make to your company. Remember, not all employees respond to the same incentives as others. Some companies have a company softball, baseball, or bowling team. These things boost morale for many employees. Having a consistent employee rewards program in place is a good way to retain employees. Your company’s reputation also does not hurt.

7. Care About

8 Tips To Help You Get That Raise
Nobody likes going in to ask the boss for a raise, but everyone likes getting one! Unfortunately, sometimes the only way to get the boss to hike your pay is to go in and ask. This can be a bit stressful and awkward, but here’s 8 tips you can use to make asking easier and better your chances of getting that well deserved pay increase.1. Be Prepared. You can’t just burst into your bosses office demanding a raise - you need a plan of action. List all the projects you‘ve completed since your last pay increase. Make note of how successful they have been and how they’ve increased productivity or saved the company money. If you’ve accrued any new job skills make a list of those too. Also write down any special skills or knowledge you bring to the job. Find out what the typical raise or salary is for someone in your position. Go in ready with the facts and it will be hard for your boss to argue with you!2. Always ask for more than you really want. It’s the bosses first instinct to negotiate and he or she

The question asked by executives and managers – “How can I motivate my employees?” – is sometimes difficult to answer. Since each employee is motivated by a variety of difficult incentives, you need to find out what is of value for each person. Research shows that people often leave an employer because they haven't received the recognition they want, or feedback on how they are doing. With this in mind, designing a positive, employee-driven motivation program works with some of your employees, but then what do you do for the others?
Leaders continue to look for ways to boost morale. Many organizations feel that if you want innovative and unique ways to boost your employee’s morale, just ask them. Of course, employees may not want to tell employers face-to-face what they want and what they are thinking. So the employer can conduct an anonymous “morale audit,” giving employees a survey to fill out. This is only one method.
Since many employers don’t have the time to write the specific questions and survey their employees, don’t know what specific questions to ask, or don’t want to take the time to write, conduct, and evaluate a survey, here are seven ways I believe you can more easily boost your employees’ morale:
1. Get Your Employees Involved: Typically, your employees want to get involved in their jobs and be part of the success and progress of the company for which they work. Asking your employees to set their own job goals, as well as having them suggest more efficient ways to do their jobs, is an excellent way to find out how they can manage their own jobs.
With this in mind, you may want to consider forming an Employee Advisory Group within your organization. This group would include both employees and managers, and also someone from the executive staff to oversee and report back to the company executives. This is where employees can express their thoughts and feelings, and also talk about ideas of the work they do and how to better and more efficiently get things done. Through this group, employees can feel that they are making a contribution to the company decisions, especially when they see their suggestions implemented by the company.
2. Communication: Effective employee communication can have a positive impact with pride affecting the company’s productivity. Make sure your employees are included in all communications, especially in policy decisions and any changes taking place.
Also, any communication that takes place with your employees requires that you listen to them. If your employees feel that they are not being listened to, negative effects will result and will impact on productivity. Listening to your employees shows that you have an interest in them.
3. Job Satisfaction: According to The Wall Street Journal-Career Journal.com (July 13, 2005), nearly eight of 10 employees are satisfied with their jobs. Beyond achievements and getting recognition for accomplishments, three factors that contribute to employee longevity are (1) being challenged in the work they are given, (2) given increased responsibilities for the work they do, and (3) getting training in new skills to help them complete their tasks more efficiently and give them room for promotion.
Satisfaction on the job is just as important as getting the recognition for completing the tasks assigned. Otherwise, boredom sets in and your employees will do the minimal effort just to get by. Allow your employees to get creative in how they complete the work. You will find that this will also help on a company-wide basis.
4. Tools to Get the Job Done: In order to get work done, and done right, you as the leader need to give your employees the skills and tools for them to complete their tasks. This includes giving them the support and the training they need. Then your employees will stay motivated.
5. Independency/Empowerment: Sometimes knowing when to step back and let you employees do their work is what they need. Employees want to feel that they are trusted to get their work done. They do not need to be micromanaged in everything they do. As a leader, when you delegate or assign a task to your employees, tell them what your expectations are and them let them do the work. You will find that your employees will take pride in their work when they are allowed to make some decisions on their own. They feel that they own it, especially if the decision of how to best do their job is from them.
6. Rewards: Your employees need to be motivated to do a great job. For this to be consistent, give your employees praise and appreciation. This should be done in front of others. Whether you give a personalized written note, a positive compliment, or other type of incentive, you need to give these to all employees to keep their motivation going. At your company staff meetings, your employees can be given the chance through a company drawing for a prize such as gift certificates to a local store or even an “Employee of the Month” special parking space. If you have weekly meetings, do this type of reward once a month. If you do not have staff meetings, consider implementing them as a way of communicating (see point #2).
For some employees, depending on the events that take place, the incentive of giving a bonus or even a promotion is a significant boost. People like to see their name in print, so put the employees’ significant contributions in the company newsletter with their name and their picture. This typically makes people feel really good about themselves. Over the years, it has been found that employees sometimes would prefer something different. Some employers have given gift cards to the grocery store, book store, or even for the employee to relax going out to a restaurant or to a movie.
Make sure all of your employees are valued and recognized for the contributions they make to your company. Remember, not all employees respond to the same incentives as others. Some companies have a company softball, baseball, or bowling team. These things boost morale for many employees. Having a consistent employee rewards program in place is a good way to retain employees. Your company’s reputation also does not hurt.
7. Care About Y
You Have a Future in Sales
How often have you heard this one (or said it?): “I don’t like sales, and besides… I’m no good at it.” Most of us have said it, no matter what our industry or profession, steering clear if possible of anything that smacks of sales. We prefer, instead the sweet smell of nearly anything else-- marketing, operations, management, engineering, accounting… anything else! “Just don’t ask me to go out and SELL something. No sir, no way, no thank you, ma’am. That’s just not me.”Well, hold on a minute and take another look, bubba: it darn well BETTER be you! In this Age of Fleeting ‘Permanent’ Employment, none of us can ever again settle back and forget about our need to sell ourselves. Like it or not, we’re bound to be out of our present job sooner or later, no matter how great we’re doing at it. So we’ve got to keep our selling skills sharp and rarin’ to go. This includes utilizing such skills in the midst of our employment circumstances as well.Selling ourselves goes on all day, every day, in the modern work worl
our Employees Involved: Typically, your employees want to get involved in their jobs and be part of the success and progress of the company for which they work. Asking your employees to set their own job goals, as well as having them suggest more efficient ways to do their jobs, is an excellent way to find out how they can manage their own jobs.
With this in mind, you may want to consider forming an Employee Advisory Group within your organization. This group would include both employees and managers, and also someone from the executive staff to oversee and report back to the company executives. This is where employees can express their thoughts and feelings, and also talk about ideas of the work they do and how to better and more efficiently get things done. Through this group, employees can feel that they are making a contribution to the company decisions, especially when they see their suggestions implemented by the company.
2. Communication: Effective employee communication can have a positive impact with pride affecting the company’s productivity. Make sure your employees are included in all communications, especially in policy decisions and any changes taking place.
Also, any communication that takes place with your employees requires that you listen to them. If your employees feel that they are not being listened to, negative effects will result and will impact on productivity. Listening to your employees shows that you have an interest in them.
3. Job Satisfaction: According to The Wall Street Journal-Career Journal.com (July 13, 2005), nearly eight of 10 employees are satisfied with their jobs. Beyond achievements and getting recognition for accomplishments, three factors that contribute to employee longevity are (1) being challenged in the work they are given, (2) given increased responsibilities for the work they do, and (3) getting training in new skills to help them complete their tasks more efficiently and give them room for promotion.
Satisfaction on the job is just as important as getting the recognition for completing the tasks assigned. Otherwise, boredom sets in and your employees will do the minimal effort just to get by. Allow your employees to get creative in how they complete the work. You will find that this will also help on a company-wide basis.
4. Tools to Get the Job Done: In order to get work done, and done right, you as the leader need to give your employees the skills and tools for them to complete their tasks. This includes giving them the support and the training they need. Then your employees will stay motivated.
5. Independency/Empowerment: Sometimes knowing when to step back and let you employees do their work is what they need. Employees want to feel that they are trusted to get their work done. They do not need to be micromanaged in everything they do. As a leader, when you delegate or assign a task to your employees, tell them what your expectations are and them let them do the work. You will find that your employees will take pride in their work when they are allowed to make some decisions on their own. They feel that they own it, especially if the decision of how to best do their job is from them.
6. Rewards: Your employees need to be motivated to do a great job. For this to be consistent, give your employees praise and appreciation. This should be done in front of others. Whether you give a personalized written note, a positive compliment, or other type of incentive, you need to give these to all employees to keep their motivation going. At your company staff meetings, your employees can be given the chance through a company drawing for a prize such as gift certificates to a local store or even an “Employee of the Month” special parking space. If you have weekly meetings, do this type of reward once a month. If you do not have staff meetings, consider implementing them as a way of communicating (see point #2).
For some employees, depending on the events that take place, the incentive of giving a bonus or even a promotion is a significant boost. People like to see their name in print, so put the employees’ significant contributions in the company newsletter with their name and their picture. This typically makes people feel really good about themselves. Over the years, it has been found that employees sometimes would prefer something different. Some employers have given gift cards to the grocery store, book store, or even for the employee to relax going out to a restaurant or to a movie.
Make sure all of your employees are valued and recognized for the contributions they make to your company. Remember, not all employees respond to the same incentives as others. Some companies have a company softball, baseball, or bowling team. These things boost morale for many employees. Having a consistent employee rewards program in place is a good way to retain employees. Your company’s reputation also does not hurt.
7. Care About
Payroll North Carolina, Unique Aspects of North Carolina Payroll Law and Practice
The North Carolina State Agency that oversees the collection and reporting of State income taxes deducted from payroll checks is:Department of Revenue P.O. Box 25000 Raleigh, NC 27640-0640 (919) 733-3991http://www.dor.state.nc.us/North Carolina requires that you use North Carolina form "NC-4, Employee's Withholding Allowance Certificate" instead of a Federal W-4 Form for North Carolina State Income Tax Withholding.Not all states allow salary reductions made under Section 125 cafeteria plans or 401(k) to be treated in the same manner as the IRS code allows. In North Carolina cafeteria plans are not taxable for income tax calculation; not taxable for unemployment insurance purposes. 401(k) plan deferrals are not taxable for income taxes; taxable for unemployment purposes.In North Carolina supplemental wages are taxed at a 6% flat rate.You must file your North Carolina state W-2s by magnetic media if you are have at least 250 employees and are required to file your fe
ur employees requires that you listen to them. If your employees feel that they are not being listened to, negative effects will result and will impact on productivity. Listening to your employees shows that you have an interest in them.
3. Job Satisfaction: According to The Wall Street Journal-Career Journal.com (July 13, 2005), nearly eight of 10 employees are satisfied with their jobs. Beyond achievements and getting recognition for accomplishments, three factors that contribute to employee longevity are (1) being challenged in the work they are given, (2) given increased responsibilities for the work they do, and (3) getting training in new skills to help them complete their tasks more efficiently and give them room for promotion.
Satisfaction on the job is just as important as getting the recognition for completing the tasks assigned. Otherwise, boredom sets in and your employees will do the minimal effort just to get by. Allow your employees to get creative in how they complete the work. You will find that this will also help on a company-wide basis.
4. Tools to Get the Job Done: In order to get work done, and done right, you as the leader need to give your employees the skills and tools for them to complete their tasks. This includes giving them the support and the training they need. Then your employees will stay motivated.
5. Independency/Empowerment: Sometimes knowing when to step back and let you employees do their work is what they need. Employees want to feel that they are trusted to get their work done. They do not need to be micromanaged in everything they do. As a leader, when you delegate or assign a task to your employees, tell them what your expectations are and them let them do the work. You will find that your employees will take pride in their work when they are allowed to make some decisions on their own. They feel that they own it, especially if the decision of how to best do their job is from them.
6. Rewards: Your employees need to be motivated to do a great job. For this to be consistent, give your employees praise and appreciation. This should be done in front of others. Whether you give a personalized written note, a positive compliment, or other type of incentive, you need to give these to all employees to keep their motivation going. At your company staff meetings, your employees can be given the chance through a company drawing for a prize such as gift certificates to a local store or even an “Employee of the Month” special parking space. If you have weekly meetings, do this type of reward once a month. If you do not have staff meetings, consider implementing them as a way of communicating (see point #2).
For some employees, depending on the events that take place, the incentive of giving a bonus or even a promotion is a significant boost. People like to see their name in print, so put the employees’ significant contributions in the company newsletter with their name and their picture. This typically makes people feel really good about themselves. Over the years, it has been found that employees sometimes would prefer something different. Some employers have given gift cards to the grocery store, book store, or even for the employee to relax going out to a restaurant or to a movie.
Make sure all of your employees are valued and recognized for the contributions they make to your company. Remember, not all employees respond to the same incentives as others. Some companies have a company softball, baseball, or bowling team. These things boost morale for many employees. Having a consistent employee rewards program in place is a good way to retain employees. Your company’s reputation also does not hurt.
7. Care About
Selecting the Right Business Coaching Course and Business Coach
Business coaching can be very helpful in streamlining business processes, harnessing business potential, and increasing profitability. However, these can only be achieved by using the right kind of business coaching that is cost effective and does not hinder the day-to-day functioning of the business. Before selecting a business-coaching course, it is important that you spare some time for learning about the coaching facilitators, their experience, their areas of expertise, their educational qualifications and the type of coaching they are willing to provide.Although organizations such as the International Coaching Federation (ICF) do accredit commercial coaching companies, the fact is that most of these large associations are guided by their own private business agendas that concentrate on adding more and more members to their database for commercial purposes. As such, depending on just accreditation for selecting a particular business-coaching company or firm may not be the right thing to do. If you research pr
mplete their tasks. This includes giving them the support and the training they need. Then your employees will stay motivated.
5. Independency/Empowerment: Sometimes knowing when to step back and let you employees do their work is what they need. Employees want to feel that they are trusted to get their work done. They do not need to be micromanaged in everything they do. As a leader, when you delegate or assign a task to your employees, tell them what your expectations are and them let them do the work. You will find that your employees will take pride in their work when they are allowed to make some decisions on their own. They feel that they own it, especially if the decision of how to best do their job is from them.
6. Rewards: Your employees need to be motivated to do a great job. For this to be consistent, give your employees praise and appreciation. This should be done in front of others. Whether you give a personalized written note, a positive compliment, or other type of incentive, you need to give these to all employees to keep their motivation going. At your company staff meetings, your employees can be given the chance through a company drawing for a prize such as gift certificates to a local store or even an “Employee of the Month” special parking space. If you have weekly meetings, do this type of reward once a month. If you do not have staff meetings, consider implementing them as a way of communicating (see point #2).
For some employees, depending on the events that take place, the incentive of giving a bonus or even a promotion is a significant boost. People like to see their name in print, so put the employees’ significant contributions in the company newsletter with their name and their picture. This typically makes people feel really good about themselves. Over the years, it has been found that employees sometimes would prefer something different. Some employers have given gift cards to the grocery store, book store, or even for the employee to relax going out to a restaurant or to a movie.
Make sure all of your employees are valued and recognized for the contributions they make to your company. Remember, not all employees respond to the same incentives as others. Some companies have a company softball, baseball, or bowling team. These things boost morale for many employees. Having a consistent employee rewards program in place is a good way to retain employees. Your company’s reputation also does not hurt.
7. Care About
Pre Employment Screening
When you are an employer hiring an employee you want to eliminate any uncertainties regarding the prospective employees background. This includes information about education, driving history, social security verification and criminal history. Pre-employment screening allows an employer the chance to decide if a person applying for a position is trustworthy and capable of handing the position he or she is applying for.In order to do a pre-employment screening the employer needs to get permission from the prospective employee to go ahead with the research necessary to do a background check. This should be in the form of a signed document that the employer keeps for future reference. Whether your business is large or small pre-employment screening can help you avoid lawsuits and hiring mistakes. These days, security concerns, corporate scandals, and workplace violence have made pre-employment screening almost mandatory. Through a process of testing, background checks and drug tests, employers can determine the backg
n “Employee of the Month” special parking space. If you have weekly meetings, do this type of reward once a month. If you do not have staff meetings, consider implementing them as a way of communicating (see point #2).
For some employees, depending on the events that take place, the incentive of giving a bonus or even a promotion is a significant boost. People like to see their name in print, so put the employees’ significant contributions in the company newsletter with their name and their picture. This typically makes people feel really good about themselves. Over the years, it has been found that employees sometimes would prefer something different. Some employers have given gift cards to the grocery store, book store, or even for the employee to relax going out to a restaurant or to a movie.
Make sure all of your employees are valued and recognized for the contributions they make to your company. Remember, not all employees respond to the same incentives as others. Some companies have a company softball, baseball, or bowling team. These things boost morale for many employees. Having a consistent employee rewards program in place is a good way to retain employees. Your company’s reputation also does not hurt.
7. Care About Your People: Beyond the point of assigning work tasks and providing the tools needed to complete the tasks, leaders need to look at further educating and training their talented employees. If your employees believe that their boss does not care about either the task or them, then they will not care either. The company then suffers for that.
There are some companies who have built their reputations as companies where people want to work. This is translated into “employers of choice.” Leaders knowing about motivation are able to be more effective in meeting their organizational goals through delegating and knowing that the work will get done by their employees. High employee morale increases productivity, as well as reduces employee turnover rates, decreases employee complaints, and improves job satisfaction. Company leaders need to provide the leadership to create and maintain the morale of your organization. Your impact as an executive or manager is immeasurable when it comes to motivating your employees.
In implementing these specific keys to your company’s benefits, you will find a significant positive impact throughout your organization. These benefits to the organization include a more creative work environment for productivity to increase, which will result in higher employee performance, and an increase in employee retention. On top of this, you will find that for your employees to be satisfied in their work, they will have better internal and external relationships with customers, as well as company profits would increase all at the same time. The more of these keys you implement, the greater the organizational reward because you will find motivational incentives for a greater number of employees.
Building morale in your organization is not as hard as you might think. The key to motivating your employees is having them feel valued and appreciated by their boss and within the company.

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Answer You - Boosting Employee Morale Increases Productivity

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