Category Archives: Guest Blog

“Am I Management Material?”

Leadership-TraitsYou’ve been in the same position for years… not that it bothers you since you love the organization you work for, but you are beginning to naturally yearn for more challenge and responsibility. As you begin to look up the career ladder to plan out your next vertical promotion, you must first ask yourself: Am I management material?

This should not be an easy question to answer immediately; however Aaron Hurst, CEO of Imperative and author of The Purpose Economy, offers these questions to consider when trying to determine if you’re ready to make the leap into management: How does my boss define management, and how could promoting YOU better serve the organization’s needs?

Some bosses won’t explicitly list the traits he or she is looking for in a future manager, some haven’t even thought about it…so what can you do? First, you should determine your boss’s working definition of “management material” by observing what your organization looks for in a manager based off its hiring history and company climate. Hurst offers these questions to start your search:

·      Who have they promoted in the past and who has been passed over?

·      How do they seem to make decisions about promotions relative to other managers in the organization?

·      Do they promote, as they should, to balance their skills and capacity? What do they perceive as their skills and capacity gaps?

·      What threatens them and their security in their role? What would threaten them and make them biased in a promotion decision?

·      How can your promotion help them get promoted? What do they need to do to get promoted and how could you be part of that solution?

·      What parts of their job do they dislike that you could do? How could your promotion increase their job satisfaction?

·      What are you doing now that your boss values and might be afraid they would lose if you moved into management? How could you backfill your work?

The next step? Be honest with yourself.  Are you the right person for the situation? You could fit the definition of “management material” to a T, but might not ideal for the particular organizational challenges. Also ask yourself: Would I make effective leader in this position?  There’s a big difference between managers and leaders.

By incorporating this logical assessment of yourself and your organization, you can get a better idea if management could be the next step in your career path. Just ask yourself the right questions!

self-assessmentAdapted from “Am I Management Material?”

New Year, New You as a Boss

Welcome to 2013! As a leader in your company, you’ve most likely been busy during the past few weeks thinking about what your team or department can do in 2013 to take business to new heights in terms of production, customer service and innovation. But with a new year comes new opportunities for you to develop and grow as a leader and boss.

Here are just a few ideas for you to put into action in 2013 to be the best leader you can be for your organization.

Get Social Media Savvy

If you haven’t already come to the realization that social media is changing the way business is conducted, you’ll need to this year. According to VerticalResponse, a small business marketing company, nearly 90 percent of small businesses are on Facebook, while nearly 70 percent have a presence on Twitter. Those businesses are participating in networks with more than one billion and 140 million people respectively. People are no longer just talking about their experience with a business to a close circle of friends; they’re letting their entire social network know what happened. And if your business is great at customer service, engaging consumers online could lead to some great brand advocates for your company. However, customer loyalty can easily go in the other direction as well. As a leader, it’s your responsibility to research and find out where and how your company can be active in the growing social media space.

Read, Read and Read Some More

If you are not reading one book a month, whether it’s on business, leadership or your industry, you’re going to be left behind and possibly put your career or business at risk. Don’t let a lack of time be an excuse for you to miss out on the knowledge and opportunities that reading can provide. The leaders of some of the most successful companies today are avid readers. The late Steve Jobs of Apple had a collection that included Shakespeare and Plato, Phil Knight of Nike had a library of books behind his office and Microsoft’s Bill Gates lists Catcher in the Rye as one of his favorite books.

It’s quite simple: the better the leader, the more they typically read. Take advantage of a new year and new start by setting an achievable goal of reading a few books each quarter in 2013. No matter what format you prefer to read on, you can really read anywhere you go.

Be a Mentor, Get a Mentor

Think back to how you came into the leadership role you are in today. Who inspired, taught, counseled and listened to you? Now think about a person in your business or personal life that you could offer those same skills to. Not only will being a mentor to someone allow you to pass on your knowledge and advice to another generation of leaders, you will be challenged to learn more and grow more so you can offer more to your mentee.

The best leaders also know that having a mentor leads to more success and increased fulfillment in their work. A study by the American Society of Training and Development showed that 75 percent  of executives believed mentoring played a key role in their careers,  and companies reported that managerial productivity increased by 88 percent when mentoring was happening. Take some time and think about who’s around you that could be the person you learn and gain insight from.

2013 is full of opportunities and possibilities for you, including being proactive in becoming the best boss you can be. Take advantage of this fresh start and see what new business trends, good books and new learning relationships can offer you.

For More Information Contact:
Tim Tucker
(812) 333-6210

Are Millennials a Drawback or an Advantage?

Businesses are continually adapting to new technology. So, why not adapt to new generations of workers?

However, before I go into further deliberation on this question, I’ll provide brief descriptions on the generational workers one may find in the workplace today.

Millennials: Adults under 30 in the year 2011. Notable characteristics include goal oriented and proficient at multi-tasking.

Generation X: Age 30 to 50. They’re distinguished by their self-reliance and their concern for workplace rights and work skills.

Baby Boomers:  Age 51to 68. This age group is predominantly characterized in the workplace as workaholics and they view that employment is for life.

As I continue with my college education, my professors frequently express that finding a job following graduation will be challenging.  My job search will not only be difficult because of the current state of the economy, but also because I am of the generation of workers referred to as Millennials.  Millennials present new challenges to companies because of their key differences that differentiate them from senior employees classified as Generation X and Baby Boomers.  While I tried to deny that the studies my professors referred to only stereotype my generation, I admit my inclination was I encompass many of the characteristics detailed in the studies.

Soon, Millennials will comprise the majority of in the workforce and therefore businesses will have to accept the inevitable differences between generations, understand why they arise, and how to use them to their advantage.

Therefore, it only seems fitting, to detail the key characteristics of the immerging Millenials workforce and how businesses can adapt to these new generational workers.

Set up benchmarks. Millennials are inherent planners and therefore want an employer to take an interest in their future. Millennials have had much more time to practice time management and adhering to a schedule compared to Baby Boomers and Generation X.  Setting up benchmarks will allow you to gauge your employees’ accomplishments and progress while simultaneously helping them plan their future.

Provide guidance. Millenials want direction and like feedback. When assigning Millennials tasks, they prefer short-term, specific activities which provide them with direction so they can gage when they’re off track. Employers can use this to their advantage in prioritizing objectives to accomplish.

Offer hands-on-guidance. Millennials, unlike Boomers, trust authority figures and look towards them for guidance in the workplace. Although, employers may see this as a misuse of valuable time, smart employers will realize Millennials need for direction helps minimize errors.

Encourage informal socializing.  Millennails love to stay connected with a large group of people. They want constant interaction and collaboration with their bosses and co-workers. This may seem as a dilemma to employers who associate socializing with unproductivity. However, top-rated employers such a Google encourage informal socializing amongst the staff.

Emphasize positive impact. Millennials want to contribute to causes they see as ethically and socially important.  They want to feel connection with the community and want that connection to be reflected of their place of work. Employers can encourage Millennials to arrange innovative philanthropic events that can help broaden the face of the business within the community.

Incorporate advanced technology.  Young adults are always ‘wired’. Therefore; it’s not hard to guess that Millennials like to work for a business which uses cutting-edge technology. They value technology because it allows them to stay connected with their colleagues.  Employers need to integrate technology into their daily business operations not just to stay ahead of competitors but to gain bright new workers.

Adapted from “Why Generations Matter,” by LifeCourse Associates,


Why I’m Going to the Realtor® Rally in Washington, DC

On Thursday, May 17, 2012 Realtors® from across the country are gathering on the steps of Capitol Hill to tell members of Congress that Home Ownership Matters – to people, to communities, and to America.

Why now? Because despite the heated rhetoric of an election year, Realtors® remain focused on homeownership, housing and real estate issues; we know that the challenges our country faces aren’t going away after November. We believe that everyone should have the opportunity to pursue the American dream of homeownership, and we will fight against obstacles that make it more difficult for people to buy, own and invest in real estate.

I’ve practiced real estate here in Monroe and Owen counties for 8 years. During that time, I’ve had the privilege of helping hundreds of families invest in their futures through homeownership. Over the past few years, however, I’ve also seen buyers with good jobs and strong credit histories turned down for loans; hard-working families who are unable to refinance into lower monthly mortgage payments; and people lose their homes to foreclosure because their bank was too slow to process a short sale.

There are some who say we should turn our backs on homeownership – that the government should step away from insuring and purchasing mortgages, that homeowners shouldn’t be able to take advantage of certain tax benefits, and that maybe owning a home isn’t all it’s cracked up to be, after all.

There’s no doubt that homeownership isn’t for everyone. The decision to own a home is a very personal one. But there’s a reason we’re a nation of homeowners, by-and-large. Franklin Delano Roosevelt said, “A nation of homeowners is unconquerable.” That’s because homeownership fosters stronger communities, creates social stability, and contributes to a strong economy.

Yes, Realtors® sell real estate, and cynics may view our efforts as self-serving. But in doing our jobs, we help people into homes that give them shelter, a sense of community, and the opportunity to build financial security over the long term. We help businesses find homes, too; commercial real estate is just as much a part of the fabric of our local economy as are homes for families.

As we look to America’s future, we must not lose sight of the values that helped make our country strong in the first place. Realtors® want our country’s current and future leaders to understand the vital role that real estate plays in both the long- and short-term health of this nation. And that’s why I’m going to Washington.


Brian Thompson

President, Bloomington Board of Realtors®

The Biggest Advantage You Have Over Your Competitors: Your Employees

They keep your business running. They keep you motivated. They help you achieve success and they are constantly being looked at by your competition. Your employees are your most valuable asset, and if they aren’t engaged in their work with the company, they may be looking for the next job opportunity elsewhere. Competition has leveled the playing field, and investing your time and resources into making building a focused workforce that is enthusiastic about working for your company is an investment in making sure your business survives and thrives.

If your business is filled with disengaged employees, who do their eight to five but are “checked out” mentally from their work, you’re losing money.

In a recent Gallup employee survey, it’s estimated that employee disengagement costs businesses $328 billion every year, with national trends estimating that an employee’s lost productivity could cost 34 percent per $10,000 of their salary.

The implication of employees becoming disengaged in their work has far reaching affects that should cause concern for business leaders. Engaged employees are more productive, more profitable, and more likely to stay longer with your company. So what can business leaders do to make sure they aren’t losing ground, and potentially profit, by having a company full of employees who have “checked out”?

Encourage Learning
Employees are looking to grow their knowledge and understanding of their industry or field, and an employer who fosters an environment of learning means employees are likely to stay. According to the Corporate Executive Board, a research and business consultation company, employees who are engaged are 87 percent less likely to leave their companies than disengaged employees. With a job market that is beginning to rebound, it’s likely that your top employees will receive interest from other businesses. When your organization offers opportunities for employees to participate in industry-related associations, attend conferences to add to their skill sets, or encourages further education with incentives, you’re building a company for the future. Mentor and future leadership programs are also a great way to create loyalty among workers.

Live Your Values
Companies that lack a set of clearly defined values that are lived and breathed by the entire organization are missing out on a facet of business that can attract, and keep, the most talented and dedicated employees. This type of organizational culture must start at the top and be present in every level of leadership down the chain of command for it to make a significant impact. The next generation of workers is looking for employers who are not only passionate about their business, but who also clearly live the values they have defined as important to them. Recruiting and keeping the youngest and brightest minds in your field will take more than just an attractive salary and benefits package. It will mean holding your co-workers and yourself accountable for living up to the values laid out by the leaders of the company.

Recognize and Reward
Studies have consistently shown that turnover is hurting small businesses, costing as much as 60 percent of an employee’s annual salary according to the Society for Human Resource Management, and when employees aren’t feeling recognized for their work, they are prone to leave. You can battle this common business cost by implementing a system that promotes frequent employee recognition with verbal and written communications, as well as rewards that will show your gratitude for a job well done. Businesses should also take advantage of performance reviews and provide regular feedback to employees as they make improvements on their past reviews.

Take a look at your current workforce. Is your business filled with employees who will work hard to see the company succeed even in difficult economic or uncertain times? If you haven’t considered the cost of disengaged employees, don’t go another day without considering how you can make sure it doesn’t negatively impact your business.

For More Info:
Tim Tucker, franchise owner
Express Employment Professionals

Calling All Leadership Volunteers!

Do you serve on a nonprofit Board of Directors, or would you like to?

Do you have questions about what is expected of you?

The City of Bloomington Volunteer Network is pleased to announce the launch of the Nonprofit Board Certificate Program. This certificate will be offered to individuals who complete a ½ day seminar consisting of four one-hour sessions.  These sessions cover the regulations, legal responsibilities, financial and fundraising obligations, and ongoing activities involved in serving as a member of the Board of Directors of a nonprofit organization in Indiana. Each of the four sessions includes opportunities for discussion as well as hands-on workshop activities.

Nonprofit Board Certificate Program

Date: Thursday, Oct. 20 from 1-5 p.m.

Cost: $25 per person

Location: Council Chambers of City Hall (8th and Morton St. Bloomington)

To register: Go to

Mail payment to: City of Bloomington Volunteer Network PO Box 100 Bloomington IN 47402

If you have questions or need an invoice: Contact Bet Savich, Director, City of Bloomington Volunteer Network at 812-349-3472 or


Benefits to businesses of their employees joining nonprofit boards:

  • Nonprofit boards provide a learning environment to cultivate leaders, including the ability to think and act more strategically. These skills will transfer back to your work place.
  • your business or corporation’s name will be extended out into the community through professional networking
  • employee morale, retention and recruitment will be enhanced by the opportunity for board service
  • your employees will contribute critical business expertise to a local nonprofit organization which also contributes to both the quality of life and the economy. These skills include finance, mergers, public relations, human resources, law, real estate, accounting, and other core areas.
  • In addition to the practical skills which your employees contribute, they will also focus their time and attention on the organization’s mission and vision, and how to achieve it. This will carry over to their thinking about your business.

The Volunteer Network’s Purpose in bringing this training to the community:

  • To provide individuals from businesses, from the professions, and from the general community who currently serve or are considering serving as volunteer members of a nonprofit board of directors with a strong grounding in the roles and responsibilities involved with such service.
  • To provide interested nonprofit organizations with an excellent resource for potential new volunteer board members – individuals that have demonstrated interest in nonprofit board service as well as the knowledge needed to be an effective board member
  • To strengthen and transform the Monroe County nonprofit landscape by elevating the performance of its governance teams.

The program will answer questions such as:

–          How do I find out what will be expected of me?

–          What should I expect from the organization?

–          What are my financial and legal responsibilities?

–          What authority do I have – and do others have?

–          Will I have to raise money?  If so, how do I go about it?

–          What questions should I be asking if I’m asked to serve on a nonprofit’s board?

–          How can I make a significant and positive impact on the organization – and on our community?


  • Completion of the four hour Nonprofit Board Certificate Program
  • Completion of an “Areas of Nonprofit Board Interest” questionnaire (given during final session)

Each individual who completes the program may opt to be included on a list available to organizations which are actively seeking board members. After 12 months, individuals who wish to continue to be listed must participate in a free one-hour workshop which provides updated information on nonprofit regulations, the opportunity to share board experiences and the opportunity to update your questionnaire.

This program is supported by the Greater Bloomington Chamber of Commerce, Leadership Bloomington Monroe County Alumni Association, NonProfit Alliance of Monroe County, and United Way of Monroe County.

Elizabeth D. Savich, Director
City of Bloomington Volunteer Network

What the Heck is the Durbin Amendment…and how does it affect my business?

Joe Willett, Bloomington Area representative with Chamber member Infintech, helps to answer some questions that local business owners may have surrounding the Durbin Amendment. Although this amendment is supposed to lower fees on debit/check card transactions – there’s still a question:
Will Your Business Get 100% of the Federally Mandated Debit Card Fee Reduction?

Let’s hear from Joe:

You may have recently heard about the passing of the Durbin Amendment through Congress. The Federal Reserve recently issued its final ruling on interchange, or swipe fees on debit card transactions. In a nutshell, this amendment will force the banks to lower interchange fees on Visa & MasterCard debit/check card transactions to near nothing, but not every merchant accepting Debit Card transactions will benefit from this historic interchange fee reduction.

What’s an Interchange Fee?

An interchange fee is the charge assessed on a merchant every time you swipe your debit or credit card. The fee varies widely, depending on the card and the merchant, and is levied to offset the cost of fraud prevention and processing the transaction. Fraudulent charges on a debit card are relatively small, so they command lower swipe fees; signature cards have the largest swipe fees, since they often have the highest credit limits.

What does this amendment mean for consumers?

Banks have already factored in the loss of interchange revenue, and many are levying new fees on checking accounts, raising minimum balance requirements, and ending debit rewards programs. Credit card swipe fees account for 65 percent of the total interchange costs, so the savings from debit swipe fees are unlikely to be noticeable for consumers.

Although this law, effective October 1, is going to reduce the cost to process debit/check cards, it does not necessarily mean that savings will be passed to you as a merchant. Many processors will be the only recipient of these margins, and whether the merchant pockets the savings or if the credit card processor pockets the savings will be determined largely on the type of pricing model the credit card processor has a particular merchant set up on.

The Chamber invites  you to learn more:

To learn the facts about how the Durbin Amendment will impact your business’ bottom line, register online for a no charge webinars that Infintech is hosting that will help guide you through the complicated process of understanding the Durbin Amendment and its possible impact on your business.

Wed, Sep 21, 2011 9:00 AM – 9:30 AM EDT

Register Here!

To speak directly with the Bloomington Area Infintech Representative, Joe Willett, please call 812-568-6397 or email Joe at

“Protecting a Community’s Brand” by Jim Walton

How would a secret shopper respond?

Jim Walton


The other day, I was reading an article on a newspaper web site and, as is often the case, it offered an opportunity for readers to voice an opinion about the article. I have mixed feelings about such forums. Some of the responders offer positive or constructive comments while a few others are folks who just love to stir the pot with negativity. You know them, they’re Cavemen. Citizens Against Virtually Everything. They’re never happy and they want the world to know it.


I was having coffee recently with a site selection consultant friend and asked him if he ever looks at such forums while in the process of evaluating communities for prospective jobs projects. “I sure do,” he said, “and I sometimes find alarming information.”


He told me that once he has narrowed his list of communities to a handful, maybe three to five, he’ll visit media web sites, looking for stories or forums that might reveal issues that could present challenges to his client. He said he will also listen to streaming television or radio broadcasts to hear which issues are being discussed. “Election seasons can be very revealing,” he said, “all of the dirt is in plain sight.”


He also said that he’ll go to the city or county web site and read the minutes of council meetings. In addition to learning how elected officials handle incentives and other issues, he finds out how they interact with the business community and one another. Do they work together in a positive, community-building manner or do the minutes reveal a tone of incivility that he might choose to avoid? In these days of internet connectivity, your community’s brand reputation is out there for the world, including prospective employers, to see.


Secret shopper site visits

Have you heard of secret shoppers? That’s when a company hires someone to go into a retail establishment, posing as a customer, in order to report back about their experience. Were the employees friendly and helpful or were they rude? Did they offer assistance or were you ignored? How was the food?


Site selection consultants, under contract to find a new home for a prospective employer, sometimes do the same thing. Without the knowledge of the economic developer or elected officials, a person or team of people will show up, blend in, and observe. They’ll eat in your restaurants, stay in your hotels, visit your retail establishments, and interact with your citizens. Are they polite, friendly, and positive about the community or just the opposite?


A site selection consultant once told me about a secret shopper visit when he asked a young man, “What’s the one thing I should see while I’m here?” Without hesitation, the young man said, “The town in your rear view mirror.” Ouch!


While on a secret shopper mission, the team will report on any number of things, such as road conditions, your industrial park, schools, community entryways, the downtown area, and much, much more. Based on their findings, your community can advance to the next level of consideration or be cut from the list if they don’t like what they see and hear. And, here’s the shocker, you may never know they were there.


I’ve often thought there was an opportunity for a Chamber of Commerce to provide a program to inform retail members about how they impact such visitors.


So, who is responsible for a community’s brand? Everyone! It’s not just the job of the county council, the Mayor, or the economic developer. The hotel clerk, waitress, school teacher, store owner, and any citizen can make or break a major jobs deal. When your community is in the top three of five, a site selector has already crunched the numbers and done his or her homework about the financial or workforce aspects of the deal. Any of the communities on the “short list” would work. Now, they’re looking at the little nuances, any reason to take you off the list. It doesn’t take much.


Each person in a community is a keeper of the local brand. At Brand Acceleration, we are occasionally called upon to develop a community pride campaign. Working with local leaders, we develop ways to build enthusiasm and pride in the minds of citizens. We remind them that their town, city, or county is a wonderful place to live, work, and raise a family. If such an effort results in one positive comment to just the right person, it could help result in the attraction of hundreds of jobs and a thriving local economy.


As with the newspaper mentioned above, you can share your stories and opinions by clicking here to go to my blog.


Jim Walton



Brand Acceleration is a full-service advertising, brand management and public relations firm operating from Indianapolis, Indiana and Charlotte, North Carolina. The agency’s focus is on economic development, architecture/engineering/construction and real estate.


Business Leaders Lose Six to Nine Hours to Disorganization

Express Employment Professionals’ recent hiring trends survey of more than 18,000 business leaders brought to light some interesting statistics about time management. The survey confirmed what many in business have struggled with for years; there isn’t enough time in the day to accomplish everything.

The survey found that 31 percent of leaders did not consider a lack of time in their day an issue in their roles. For the other leaders in business, the survey revealed some telling information about what causes the lost time and how it can cost companies money. More than half of those surveyed said they lose nine work hours a week due to a lack of organization and 57 percent said they lose six work hours a week because of a lack of time due to disorganization.

Disorganization not only hurts deadlines, projects, and leadership accountability, but can cost companies money in lost hours and missed business opportunities. According to the survey, disorganized employees who earn $50,000 a year can cost companies an estimated $11,000 a year in lost hours. Whether it’s office and desk clutter or a flood of unorganized emails every day, lack of time management can hurt the entire company.

But, the affects of this lost time are not only contained at the workplace. In a 2009 survey conducted by AOL, 62 percent of at-work email users check their work email over the weekend, and 50 percent check it while on vacation. This trend can lead to stress in workers’ lives which can cause more strain and distraction while they are at work. Taking work home leads to health problems as well. In a 2008 Health of Financial Advisors report, 63 percent of the respondents who said they lacked time management skills, also experienced health issues including sleep apnea and high blood pressure.

In the hiring trends survey, 55 percent of those surveyed said their company did not provide training on managing increased workloads. As a company leader, it’s important to take action by holding a class and providing resources for employees to learn from so they become more productive and happier in their careers. As new employees join the organization, provide materials on time management expectations of the job and check back with them to make sure they’re meeting those expectations.

Stress and worry do not have to be the status quo at your organization, and the cost of letting them become part of your culture is too great to let disorganization continue. At Express, we can help your company manage the work overload by meeting human resources needs through flexible staffing, evaluation hire, and a toll-free HR hotline. We can also provide knowledge-based training programs to help your employees stay engaged and learn valuable time management techniques.


For More Information:

Tim Tucker, franchise owner

Express Employment Professionals

1907 S. Walnut St.

Bloomington, IN 47403

(812) 333-6210


Building Employee Morale Takes the Entire Team

Henry Ford, founder of the century old Ford Motor Company, once said “Coming together is a beginning. Keeping together is progress. Working together is success.” Ford was a great achiever because he realized the power of teamwork, where people working together can accomplish goals that would have been impossible to attain alone.


Teamwork is the key to building company morale. Working as a team not only helps employees work toward a common goal; it also fosters an environment where co-workers respect one another and function well together. Creating great working relationships will help streamline processes and boost productivity.


According to an Express Employment Professionals survey of 15,000 current and former clients, less than 30 percent of businesses are currently offering team building activities to boost morale.

In any business, making sure that employees work well together is essential as it makes for both a happier environment and a more profitable company. Employees who feel they are part of a team tend to provide quality work at a faster pace. What can you do to better build up your team?

Make Every Individual Feel Like an Important and Contributing Member of the Team:

  • Appoint a team leader to oversee the progress and to keep everyone motivated to finish a project on time.
  • Assign jobs according to each team member’s strengths for the highest level of success possible.
  • Praise team members for a job well done. Acknowledge each person’s hard work and dedication and be sure to pass along any positive feedback from clients or upper level management. “Great teams do not hold back with one another. They are unafraid to air their dirty laundry. They admit their mistakes, their weaknesses, and their concerns without fear of reprisal,” said Patrick Lencioni, author, leadership expert, and president of The Table Group.

Teambuilding Activities and Ideas:

Here are some easy tips to implement teambuilding ideas that numerous successful companies have put into practice.

  • Recognize each team member’s birthday by either a card signed by everyone, a birthday cake, group gift, or simply singing Happy Birthday together.
  • Volunteer for charity work as a team. Your team could raise money for a cause, run a 5K for a charity, or volunteer at the local homeless shelter serving lunch.
  • Go out to lunch together at least once a month to help build camaraderie.
  • Set up a team rewards system. If your team completes a project successfully, consider giving them a “jeans day,” bringing breakfast one morning, letting them leave an hour early one Friday, or giving out gift cards as a way to reward the team for working together.
  • Bring in a teambuilding expert to conduct a day-long session/seminar with your team.
  • Form a morale booster committee to plan yearly events such as company picnics and BBQs, company softball games, a potluck or Easter egg hunt — anything to get the company employees together to have fun and get to know each other.

Almost 40 percent of clients surveyed by Express felt that the lack of morale was from feeling unappreciated — something that can be an easy fix in most businesses. Remember, by doing team building activities, rewarding progress, and developing work relationships, businesses can make employees feel appreciated and in turn, build a more successful, productive, and happy workforce.

Overall, team building will boost office morale, and morale in the workplace is critical to the success of any organization.

For More Information:

Tim Tucker, franchisee

Express Employment Professionals