Posts Tagged ‘Team Building’


Mondays with Mike: 8 Ways To Alienate Your Employees

I recently ran into a friend of mine who works for a Fortune 500 company. He’s absolutely miserable, and while he’s been looking for another job, he’s been doing the absolute minimum he can to keep his boss off his back. He’s just marking time, and while he was running down the list of things he hates about his company, it occurred to me there’s something we can learn from my friend’s misery. Here are the things we need to be on our guard against, the ways in which we destroy employee loyalty.

  1. Demand 24/7 access. Your company is your baby, and it makes sense for you to work around the clock to nurture it.  You can’t expect your staff to make the same commitment, though.  We need downtime to rest and recharge, and pushing your staff to be available all the time will push them away.
  2. Require your employees to do work they hate.  We all have unique skill sets, and if you’re forcing your staff to work outside their areas of expertise, not only are you not getting the most from them, but you’re also damaging company morale.  Take the time to sort your staff into jobs they enjoy.
  3. Call your staff “human resources.”  I just sat in on a meeting in which a guy lamented the fact that his company was “low on human inventory.”  He’s a real gem, that guy, and he is probably clueless about why the company can’t recruit and retain great staff.  I see that it’s because he treats people like numbers.  If you value your staff, treat them like human beings.
  4. Require your staff to make the company part of their social life.  Not only do you need to allow your staff to keep their private lives private, but you also should avoid the potential for inappropriate Facebook posts about your company.  Don’t tell your staff you want to see them promoting your business on their personal social media.
  5. Blame the rules.  You’re the boss.  That means it’s up to you to make and adjust the rules as necessary.  If you’re hiding behind rules you’ve made to explain your decisions, you’re missing an opportunity to earn staff loyalty by demonstrating your flexibility and changing rules to benefit both your staff and your business.
  6. Ask for feedback and ignore it.  If you ask for input from your staff, you owe it to them to consider their suggestions.  You needn’t implement everything an employee suggests, but you need to make it clear you value your staff’s input.
  7. Use money as the sole motivator.  It is important to compensate your staff fairly, but there are a host of other benefits that can matter even more than money to your employees.  If you focus on finding ways to challenge and reward your staff that have nothing to do with a dollar, you’ll learn just how effective fulfillment is when it comes to retaining good employees.
  8. Put your company ahead of your staff.  If your employees feel like you care more about the bottom line than anything else, you’re liable to lose them at their first opportunity to jump ship.  Make an effort to support your staff, and you’ll have ‘em for life.

Many times we push our staff away completely by accident.  We think we’re doing the right thing for our business, but we end up making decisions that are penny wise and pound foolish.  Take a step back and make sure you’re avoiding the common traps and strengthening your staff’s ties to your company.


What is Amazing Service? We’re Raising the Customer Service Standard

7-14 Amazing Service smallAt Nextiva, we believe that standard customer service isn't good enough. Any business can deliver a customer experience that leaves the customer satisfied but not “wowed”. We are raising the standard of what customer service should be by delivering Amazing Service. This principle is at the heart of everything we do. It drives every decision, product innovation and customer interaction at Nextiva.

So what does Amazing Service mean for the businesses that rely on us for their communication needs?

100% U.S.-based Support

Outsourcing, especially when it comes to our support team, is not part of Nextiva’s business model. Every member of our support team is located at our headquarters in Scottsdale, Arizona.

When a customer joins Nextiva, their Account Executive is sitting just a few feet away from the Onboarding team that will set up their phone system and the support team that will assist with any questions or issues that may arise during their time with Nextiva. This makes for efficient and effective internal communication so our customers can get the help they need as quickly as possible.

No Customer Service or Sales Scripts

We believe in letting each team members’ personality shine through. You don’t want to talk to a robot, you want to talk to a person you can connect with.

We focus on hiring team members who exhibit a positive attitude, are driven and passionate about helping others. Our team is our greatest asset, and they are what set Nextiva apart from other communications providers. We focus on fostering a fun and positive work environment because we feel this directly correlates to the service you receive as our customer.

Advocates for Your Business

Our customers are not just a number at Nextiva. They trust us to deliver reliable service and we take our job seriously. Account Executives, Technical Specialists, Account Managers, and everyone at Nextiva are here to help your business succeed. We don’t believe in saying “We can’t do that,” but instead not giving up until a solution is found and the issue is completely resolved. We're dedicated!

Each Business is Unique – Treat Them That Way

We don’t believe in the one-size-fits-all mentality. We want to provide the communication solution that best fits our customers’ business needs. We tailor our plans and feature offerings to fit each customer’s business needs and pain points. Personalization is key and each team member takes this approach when interacting with the businesses we serve, from the first call with an Account Executive to the last support interaction.

What does Amazing Service mean to you? 


20 Quotes to Inspire Entrepreneurs

As an entrepreneur, you are most likely a glass-half-full kind of person. Without a positive attitude, it is nearly impossible to maintain the edge that you need to keep moving forward. But, no one can be happy and confident at all times. Here are some thoughts from entrepreneurs, athletes and innovators, including one from me, that can help you look at issues with a different viewpoint — and fill your goblet to the rim.

Persistence, Success and Failure

“Whether you think you can or think you can’t, you’re right.” -Henry Ford

“Fail often so you can succeed sooner.” -Tom Kelley

“I’ve missed more than 9,000 shots in my career. I’ve lost almost 300 games. Twenty-six times, I’ve been trusted to take the game winning shot and missed. I’ve failed over and over and over again in my life. And that is why I succeed.” -Michael Jordan

“Flaming enthusiasm, backed up by horse sense and persistence, is the quality that most frequently makes for success.” -Dale Carnegie

“Success is a lousy teacher. It seduces smart people into thinking they can’t lose.” -Bill Gates

“You miss 100% of the shots you don’t take” -Wayne Gretzky

Ambition and Focus

“Ambition is a dream with a V8 engine.” -Elvis Presley

“Jet pilots don’t use rear view mirrors.” -Joel H. Weldon

“Throughout the centuries there were men who took first steps, down new roads, armed with nothing but their own vision.” -Ayn Rand

“Perfection is not attainable, but if we chase perfection we can catch excellence.” -Vince Lombardi

“Entrepreneurs too often make choices based on ROE– Return on Ego– vs. ROI– Return on Investment.  A particular opportunity may make you feel great, but if that opportunity is not supporting your goal, or isn’t the best way to achieve your goal quickly and efficiently, then pursue the opportunity that will.” –Carol Roth

Leadership

“A good leader takes a little more than his share of the blame, a little less than his share of the credit.” -Arnold H. Glasgow

“If your actions inspire others to dream more, learn more, do more and become more, you are a leader.” -John Quincy Adams

“Management is doing things right; leadership is doing the right things.” -Peter Drucker

Competition and Motivation

“Your work is going to fill a large part of your life, and the only way to be truly satisfied is to do what you believe is great work. And the only way to do great work is to love what you do. If you haven’t found it yet, keep looking. Don’t settle. As with all matters of the heart, you’ll know when you find it. And, like any great relationship, it just gets better and better as the years roll on. So keep looking until you find it. Don’t settle.” -Steve Jobs

“And while the law of competition may be sometimes hard for the individual, it is best for the race, because it ensures the survival of the fittest in every department.” -Andrew Carnegie

“I gave it my body and mind, but I have kept my soul.” -Phil Jackson

“Far and away the best prize that life offers is the chance to work hard at work worth doing.” -Theodore Roosevelt

Problem Solving

“We cannot solve our problems with the same thinking we used when we created them.” -Albert Einstein

“The most serious mistakes are not being made as a result of wrong answers. The truly dangerous thing is asking the wrong questions.” -Peter Drucker


Mondays with Mike: 7 Tips For Improving Office Morale

3-16 Employee Hapiness smallEvery office goes through cycles – from motivated, focused productivity, to the doldrums of boredom and complaints.  When you see the need for a collective boost in spirits, try out these tips, guaranteed to get your staff back on track.

  1. Daily Huddle.  Try conducting brief, daily meetings designed to keep your team collectively focused.  Identify challenges and goals, then get right back to work.  I like to conduct these meetings with the entire team standing, so there’s no temptation to get too comfortable.
  2. Schedule change-up.  In nearly all cases, there’s really no reason to require every single member of your staff to work the same set hours.  If it makes sense for some folks to work unique schedules and manage their personal lives better, you’ll discover they’re more focused and ready to be productive when they’re on the clock.
  3. Focus on the Why, rather than the What.  Remembering why you started your business – and reminding your staff of your purpose – can help employees redirect their energy toward accomplishing big picture goals.  Look at the benefits you provide your community if you need inspiration to keep going.
  4. Say thank you.  It doesn’t cost you a cent to express your appreciation.  Make sure your staff knows how much you appreciate them, and they’re more likely to go the extra mile for you and your customers.
  5. Listen.  Just like dealing with an irate customer, you need to provide a private way for dissatisfied employees to air their grievances.  Getting the problem out in the open lets you manage office problems, and it keeps your employee from spreading dissatisfaction to the rest of the staff.  If your staff thinks you don’t care about their concerns, their productivity and morale will inevitably suffer.
  6. Take the bullet.  While you don’t want to fall into the trap of being the number one troubleshooter for your company, sometimes the very best thing you can do is swoop in to save the day.  Letting your staff know you’re prepared to roll up your sleeves and do the hard work will inspire them to greater heights.  If they know you have their backs, they’re more willing to be creative and innovative.
  7. Provide a change of scenery.  Monotony is the slayer of creativity.  When your staff tires of staring at their cubicle walls, take a field trip!  Whether you reward your employees with a day at the baseball park, or you band together for a community service day, sometimes giving your staff a change of scenery is all you need to reinvigorate them.

Most of us are operating on a budget and have more work to do than we have hours in a day, but you’ll be surprised at how effective an investment in your staff’s collective happiness can be for your company.  Keep ‘em focused.  Keep ‘em on track, and you’ll reap the benefits. 


The Importance Of New-Employee Orientation – And How To Do It Right

3-6 employee orientation smallDo you know—for certain—what the first day of work is like for your employees? Is there a chance you’re frittering away orientation–a key part of building your corporate culture–on inconsequential details? (‘‘This is the break room. We clean the employee fridge out each Friday.’’)

Each day, all around the world, careless orientations like this one are creating lasting negative expectations among employees. And executives and managers typically have no idea it’s happening. Be sure your precious first moments with an employee aren’t squandered (or worse). Institute a careful, effective orientation process.

Use Orientation to Instill New Values, Attitudes, and Beliefs

Employees are especially impressionable during their first days—and especially their very first day—on the job. This is because beginning any new job is disorienting, and psychologists have shown that during periods of disorientation, people are particularly susceptible to adopting new roles, goals, and values. Those new values and beliefs might turn out to be destructive ones, or constructive ones like you want to seed. It depends largely on your orientation program.

With this in mind, I recommend that you focus your orientation process not on instilling practical know-how, but rather on instilling the most useful attitudes, beliefs, and goals possible. Keep the focus on what is most crucial for your business: core customer service principles, your company values, and why and how your employee is an essential part of the company’s overall mission.

Involve the highest leadership level possible, ideally the CEO, to personally provide the orientation on values, beliefs, and purpose. Sound impractical, even impossible? Consider this: The CEO of The Ritz-Carlton Hotel Company conducts, personally, every single Day One event at every hotel and resort Ritz-Carlton opens, no matter where it is in the world.

So, figure out a way. You only get one Day One.


7 Creative Team Building Exercises

Soccer players celebrating a goalPerforming at a high level of productivity demands breaks from the daily routine. Take 30 minutes or less to try one of these seven team building exercises at your next company or department meeting to improve a certain skill.

Improving Communication

1. Two Truths and a Lie. Time required: 20 minutes.
This popular college game can be adapted for business when certain boundaries are used. Divide the group into teams and have each person introduce themselves and states two truths and one lie. Within the team, have a quick 30 second discussion to come to a consensus about which one is the lie. Award points to each team when they guess the lie correctly.

2. Classification Game. Time required: 10 minutes.

Split the room into teams of four. Instruct the participants to spend a couple minutes introducing themselves and quickly discuss some of their likes and dislikes. Then reveal to them that they have 60 seconds to classify themselves into two or three subgroups. Examples of subgroups can include night owls, morning people, or sushi lovers. Teams present more of their likes and dislikes in these subgroups to the entire room.

Problem Solving
3. Zoom. Time required: 30 minutes.
This activity requires the wordless picture book entitled “Zoom” by Istvan Banyai. Hand out one picture to each participant, making sure a continuous sequence is being used. Give participants time to privately study their own picture. The participants must then place the pictures in sequential order by discussing what is featured in their picture and how it fits the overall pattern.

4. Sneak a Peek Game. Time required: 15 minutes.
Build a small structure out of Legos and hide it from the group. Divide participants into teams of four. Hand out building materials to each team, being sure to include enough to recreate the structure you made. Place the structure at the front of the room (but still hidden). One member from each team can come up at the same time and look it for ten seconds. They then have one minute to instruct their teams how to build a replica. Repeat with a new member and continue until one of the teams successfully duplicates the original structure.

Planning

5. The Paper Tower. Time Required: 10 minutes.

A quicker version of the Marshmallow Challenge, each person is given a single sheet of paper and told to construct the tallest free-standing structure in just five minutes using no other materials. Review the structures and discuss what worked well and what didn’t.

6. Lost at Sea. Time Required: 30 minutes.

Divide room into groups of four. Read each team the lost at sea scenario in which a boat catches fire, leaving you with only 15 items to survive. The group’s chances of survival depend on their ability to rank the salvaged items in relative order of importance. After the teams rank the items, reveal the rank of the items according to expert coastguards and determine the winning group.

Developing Trust

7. Eye contact. Time required: 5 minutes.
This exercise requires no special equipment, just an even number of participants. Instruct participants to find a partner. Have them sit or stand 2-3 feet away and face each other. Tell them to stare into their partner’s eyes and start the timer for 60 seconds. Repeat 2-3 times. There will be giggles and some will feel awkward at first, but this exercise will help co-workers become more trusting of each other.

Do you have others you want to suggest? Which one will you try?


Nextiva Tuesday Tip: Do Your Employees Have Emotional Intelligence?

Business Team Chatting at Their OfficeIn my recent post 5 Things to Look for When Hiring Customer Service Reps, I mentioned the concept of “emotional intelligence.” Since emotional intelligence is a very desirable quality in a customer service employee, I wanted to explore this topic a little further.

In the workplace, emotional intelligence (sometimes called EI or EQ for “emotional quotient”) means being able to identify, understand, manage and use emotions—your own, and others’—in positive ways to build teams, lessen stress and communicate more effectively.

There are four aspects of emotional intelligence:

  1. Self-awareness: Understanding one’s own emotions is the first step in EI. By paying attention to their own emotional reactions, employees can learn to recognize the physical, mental and emotional signs of emotions such as stress, anger or sadness that can hinder good customer service.
  2. Self-management: Self-aware employees are in a better position to manage their own emotions. For an example, an employee who recognizes that a stomachache is a sign of stress can take steps to ease the stress before it becomes overwhelming. When they realize that emotions are interfering with their job, employees can make positive choices to defuse these emotions.
  3. Social awareness: The third part of emotional intelligence is being able to understand what others are feeling, empathize with them and react appropriately. For instance, if a customer is sighing heavily during a customer service call, an employee with social awareness will recognize this might indicate growing frustration, and “check in” on the customer’s emotional temperature.
  4. Managing relationships: Employees who possess the three other aspects of EI will be more successful at managing their interactions with other people. By being aware of their own emotions, managing them in a positive fashion, and responding appropriately to others’ emotions, these customer service employees can defuse conflicts, improve customers’ moods and build customer loyalty.

Want to assess and improve your employees (or your own) EI? Here are some emotional intelligence exercises and an emotional intelligence toolkit to assess and improve EI. 


Can You Beat the Marshmallow Challenge?

1-30 marshmallow challenge smallHow can twenty sticks of spaghetti, a yard of tape, a yard of string, and one marshmallow help build a stronger team?

The Marshmallow Challenge has become a popular exercise in which small groups are asked to build the “tallest free-standing structure” out of the materials provided. The teams have eighteen minutes to complete this task including the entire marshmallow on top. It’s a fun and instructive exercise that allows teams to experience simple lessons in collaboration, innovation and creativity.

The challenge has been conducted with business school graduates, CEOs, architects, engineers, and even kindergarteners. There have been surprising findings for which groups perform most successfully. Surprisingly, recent business school graduates are among the worst performers and kindergarteners often excel at this challenge. The children don’t spend time fighting to be the leader of the group. Instead, they just start playing and in the process begin prototyping. Business school grads spend most of the time talking, planning and building, which means they don’t have much time to change the design when it finally comes time to put the marshmallow on top which is usually too heavy for the structure that was built.

The teambuilding lessons from this challenge include:

Always test assumptions through prototyping: Participants think that marshmallows are light and will be easily supported, but when teams start building the structure, it suddenly tips it over. Only through realizing that every idea has value and then prototyping various solutions can the teams find out what works.

Don’t focus on being the tallest. When the instruction is given that the tallest will win, teams assume that height will win the contest. As a result, they wrongly focus on how high they can build the structure instead of the stability its base. Many times, companies try to grow too fast before they have a solid business.

Use what is available. Development of every product has limitations and teams can only use what they have and not get resources they want to build something better. In business, there is never unlimited resources or the perfect environment to grow.

Use only what is needed. There are some things that are given in the exercise that do not need to be used like the string. Teams have to figure out what is useful and what needs to be discarded in developing any solutions.

Give up perfection. Teams start out dreaming about building an elegant structure like the Eiffel Tower. They have to give up this idea of perfection and build something (even if it is ugly) that works that can be “good enough” to win.

If you’re looking for a fun way to kick start a meeting or get a team into a creative frame of mind, try running a marshmallow challenge of your own. Is your team up to it?


The New Leaderboard: How Gamification Can Motivate Your Team

12-19 leaderboard smallIn traditional sales environments, managers would often keep leaderboards as a visual representation of employee performance. Achieving the top spot on the leaderboard gives employees something to aspire to, igniting the spirit of competition among team members.

As the business world has become increasingly mobile, however, it’s less common to have all employees in the same physical location. This eliminates the possibility of a traditional leaderboard, but the benefits of such a visual tool still remain. For businesses with multiple workers, an automated leaderboard is a great way to motivate employees and achieve better results. For that reason, gamification is growing in popularity among sales teams across the country. There are a variety of uses for gamification in an organization. Here are three ways this tool can be put to use in your small business.

Time and Attendance

Showing up for work every day should be a given, but as many business owners know, reliability can be a real problem for some employees. Perhaps taking a lesson from schools that issue certificates for consistent attendance, some software providers are incorporating gamification into their HR efforts. Kronos’s Workforce Central 7 has a points-based rewards system that provides positive reinforcement for activities like perfect attendance, timely approval of timecards, bonuses for overtime, and more.

Customer Support

Many companies are finding ways to improve customer support processes. However, healthcare company OmniCare learned through experience that gamification should be customized to the type of employees. After unsuccessfully deploying a leaderboard with cash rewards for its helpdesk, the company realized that its technology-oriented workers felt overly watched instead of motivated. After adjusting the program to one that more adequately motivated its helpdesk employees—one that issued challenges and gave non-cash rewards—OmniCare saw a dramatic improvement in its helpdesk performance.

Sales

Gamification is perhaps most popular in sales departments, since companies so often rely on sales teams to bring in revenue. Sales tools like Hoopla, Ambition.com, FantasySalesTeam.com, and Salesforce’s Work.com offer incentives to employees through performance rewards, leaderboards, and countdown clocks. Like Work.com, Ambition.com, and FantasySalesTeam.com, Hoopla can be incorporated into Salesforce and handled along with a manager’s other responsibilities. Rewards aren’t simply badges and virtual awards, either. Businesses can build in real rewards like gift cards to make hosting contests easier for managers.

Before choosing a gamification program, however, it’s important that businesses understand which incentives appeal to the team members in question. In 2012, Gartner documented this issue, predicting that by 2014, 80 percent of all gamification programs would fail due to poor design. This hasn’t happened, however, due in part to the evolution of Big Data. Businesses are interested in measuring performance and improving operations and gamification is a way to incentivize employees to do things differently.

How can gamification be used in your organization? Only you know. But there are many tools available to help you reach out to your employees and make them excited to come to work each day. One of the best things about gamification is that it challenges employees and makes work fun, which tends to get better results than repeated staff meetings to remind workers of their objectives.




 
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