Real-life advice from a real-life recruiter

In our non-stop, 24-7 world, it’s all too easy to place immediate focus on your next task at hand and forget to stop and reflect on what’s been achieved. When your team experiences a success, what do you do? Do you brush over these wins, automatically working toward the next goal without an acknowledgement of what has been achieved? Do you share a quick “congratulations” or “good job” and then head back into your office?

Today’s Blog will be about “Celebrating the Wins with your team”

If you ignore the wins of your team, you miss a vital opportunity not only to inspire your team on to even greater successes, but to strengthen your own leadership personal brand in the process.-“Brenda Bence”

Your leadership personal brand – defined as the way others perceive, think, and feel

about you as a leader – can make or break your success. It impacts your image, your reputation, your relationships, and your performance. As a result, it will also impact your overall career and your finances. So, if you gloss over your team’s successes without recognition, what does that say about you as a leader? How do you think employees perceive, think, and feel about a leader when their efforts go unappreciated? Those perceptions also reflect on the company as a whole, and that kind of downward spiral can mean losing some of your best team members.

Top 5 reasons why celebrating wins is important for you, your team, and your company

  • Forces you and your team to concentrate on the positive rather than the negative. Even if your company has taken some hits recently or struggled in a down economy, there are still wins you can celebrate. Give your team a boost by celebrating and reminding them that good things are still happening for the company.
  • Unifies the team around a positive outcome. If there are members of your team who are struggling to get along, reminding them that they have achieved a common goal helps bring them together.
  • Motivates your team to continue delivering good work. Employees who feel appreciated and know their efforts have been noticed become even more productive with the next round of projects.
  • Reminds you that a good, focused, goal-setting process works. You set the goal, create strategies to achieve it, and reach the outcomes you want. This not only delivers the desired results, but it inspires your team to set goals in all areas of their work as well.
  • Allows you to connect with colleagues and coworkers in a way that is not just work-related. It helps you build a more personal connection with your team – another great way to boost your leadership personal brand.

How can I celebrate wins with my team?

Easy! By making them smile.  Here are a few tips from Paul Spiegelman-founder and CEO of Beryl, a call-center company in Bedford, Texas, that has built a unique, people-centric culture, which he chronicled in the book, Why is Everyone Smiling?

Give People a Voice 2. Pay Workers Fairly

3. Recognize and Reward

4. Create a Career Path

5. Create Playful Titles

6. Make Room for Fun

7. Walk the Talk

8. Send Hand-Written Notes

9. Create Traditions

10. Manage From The Heart

Paul Spiegelman, the founder and CEO of Beryl, a call-center company in Bedford, Texas, has built a unique, people-centric culture, which he chronicled in the book, Why is Everyone Smiling? His next book, co-authored with Beryl employees, is titled Smile Guide: Employee Perspectives on Culture, Loyalty and Profit. Here, Spiegelman shares tips on how to keep your workers happy.

“Listen to what your employees say and don’t just listen – implement the ideas that they have, and give them credit for those ideas. As entrepreneurs, we might in our gut know the right answers to certain questions, but it is often better to let workers tell you what the answers are and give them credit.”

Create Traditions 10. Manage From The Heart

Paul Spiegelman, the founder and CEO of Beryl, a call-center company in Bedford, Texas, has built a unique, people-centric culture, which he chronicled in the book, Why is Everyone Smiling? His next book, co-authored with Beryl employees, is titled Smile Guide: Employee Perspectives on Culture, Loyalty and Profit. Here, Spiegelman shares tips on how to keep your workers happy.

“Listen to what your employees say,” says Spiegelman. “And don’t just listen – implement the ideas that they have, and give them credit for those ideas. As entrepreneurs, we might in our gut know the right answers to certain questions, but it is often better to let workers tell you what the answers are and give them credit.”

“You must have the basics of compensation and benefits in place or else all your efforts to build a great culture will be looked at as disingenuous,” Spiegelman says.

Do you point out and celebrate your employees’ good work? This is an easy way to make people smile. “Making your employees happy doesn’t have to cost a lot of money,” Spiegelman says. “People want to feel valued.”

Employees value a sense of progress. “Virtually everybody in an organization wants to feel like they have room to grow, whether your organization or team has two people or 2,000,” Spiegelman says.

“Titles are cheap,” Spiegelman says. “Our receptionist is Director of First Impressions. We have somebody devoted, full-time, to our culture. Her title is Queen of Fun and Laughter. That’s her actual title.”

Spiegelman is an advocate of wacky team-building exercises. He once staged a murder mystery on the call-center floor and gave teams eight weeks to solve it. “Do little things that make people step out and enjoy what they do,” he says. “I don’t care what the setting is.”

As a leader, you have to play by the same rules as everyone else, even when it is inconvenient. “It’s important for us as leaders to bring ourselves to the same levels as everyone else, because we are at the same level. We are no different,” Spiegelman says.

“Every employee on the anniversary date of their employment at Beryl gets a note from me sent to their home. I get a spreadsheet from HR that tells me how many years they’ve been with us, and also tells me something personal about them. It might say that their son won the Little League championship. So I’ll say ‘Hey, congratulations on five years with Beryl, and I heard about Joey, isn’t it wonderful that he won the championship this summer?’ Don’t forget the personal touch.”

“You have to create traditions, says Spiegelman. “For example, Beryl has an annual talent show with judges and this past August was the sixth year it was held. People look forward to it in a big way, to participate in these traditions.”

Manage From The Heart Paul Spiegelman, the founder and CEO of Beryl, a call-center company in Bedford, Texas, has built a unique, people-centric culture, which he chronicled in the book, Why is Everyone Smiling? His next book, co-authored with Beryl employees, is titled Smile Guide: Employee Perspectives on Culture, Loyalty and Profit. Here, Spiegelman shares tips on how to keep your workers happy.

“Listen to what your employees say,” says Spiegelman. “And don’t just listen – implement the ideas that they have, and give them credit for those ideas. As entrepreneurs, we might in our gut know the right answers to certain questions, but it is often better to let workers tell you what the answers are and give them credit.”

“You must have the basics of compensation and benefits in place or else all your efforts to build a great culture will be looked at as disingenuous,” Spiegelman says.

Do you point out and celebrate your employees’ good work? This is an easy way to make people smile. “Making your employees happy doesn’t have to cost a lot of money,” Spiegelman says. “People want to feel valued.”

Employees value a sense of progress. “Virtually everybody in an organization wants to feel like they have room to grow, whether your organization or team has two people or 2,000,” Spiegelman says.

“Titles are cheap,” Spiegelman says. “Our receptionist is Director of First Impressions. We have somebody devoted, full-time, to our culture. Her title is Queen of Fun and Laughter. That’s her actual title.”

Spiegelman is an advocate of wacky team-building exercises. He once staged a murder mystery on the call-center floor and gave teams eight weeks to solve it. “Do little things that make people step out and enjoy what they do,” he says. “I don’t care what the setting is.”

As a leader, you have to play by the same rules as everyone else, even when it is inconvenient. “It’s important for us as leaders to bring ourselves to the same levels as everyone else, because we are at the same level. We are no different,” Spiegelman says.

“Every employee on the anniversary date of their employment at Beryl gets a note from me sent to their home. I get a spreadsheet from HR that tells me how many years they’ve been with us, and also tells me something personal about them. It might say that their son won the Little League championship. So I’ll say ‘Hey, congratulations on five years with Beryl, and I heard about Joey, isn’t it wonderful that he won the championship this summer?’ Don’t forget the personal touch.”

“You have to create traditions, says Spiegelman. “For example, Beryl has an annual talent show with judges and this past August was the sixth year it was held. People look forward to it in a big way, to participate in these traditions.”

Ultimately, your culture is a reflection of your personal values, Spiegelman believes. “Make people understand your compassion and your empathy for their lives as a whole.”

Remember, as a leader, it’s your job to keep your team motivated toward their own growth as well as toward the common goal of growing and building the company. Celebrating wins is a great way to do both and has the positive side effect of boosting your own leadership personal brand at the same time.

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