Yolofsky Law - June 2019

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Suddenly, a small but correctable problem is driving coworkers and management up the wall. What could’ve been remedied quickly and without fuss is now a serious issue. Scheduled, formal reviews must be supplemented with regular feedback. If an employee has project-based work, it’s helpful to debrief at the completion of each project to discuss what went well and what could be improved upon. These sessions can be held in groups or in one-on-one environments. What matters is that you don’t wait until a specific date on the calendar to discuss issues or celebrate good work.

Consider these two brief statements:

these topics, but you have to be tactful and empathetic about it.

“Bernice, you are a scheduling rock star.”

Let’s say you have an employee who brings up relevant issues but does so in a way that tends to leave people feeling upset. You should not take the employee to task for their personality, but instead, point out the results of their“pedal to the metal”style. Giving them tools to be more delicate will make themmore effective, which is what they’re after in the first place.

“Bernice, we really appreciate the way you schedule things with an eye toward both patient satisfaction and a work schedule that allows us to perform efficiently. The fact that you balance both is amazing and makes our lives so much easier.” Not only is the second statement going to make Bernice feel better, but it also lets her know just what she is doing that makes her valuable. You can bet that reinforcing this specific behavior will enable it to continue. Feedback, first and foremost, is about the work. It should never stoop to petty snipes at somebody who rubs you the wrong way. Now, that’s not to say you can’t critique the way an employee presented something or suggest a different communication style with their coworkers. You should discuss BUT IT SHOULD NEVER BE PERSONAL

AND IT SHOULD LEAD TO IMPROVEMENT

If somebody’s attitude is so noxious (or their performance is so inadequate) that you can’t think of anything constructive to say, perhaps you need to consider having a different conversation with them. However, in the vast majority of cases, honest, measured feedback will help an employee improve and make them feel more secure in their role. Whether it’s positive or negative, employees want to know how they’re doing. It’s up to you to start telling them.

IT SHOULD BE DETAILED

It’s always nice to hear, “Good work,” but it’s not super helpful. Sure, it’s an affirmation of effort and dedication, and it’s decidedly better than nothing, but it also doesn’t tell an employee very much. Instead, point out exactly how the employee excelled.

3 Ways to Keep Up Productivity During the Summer DEFEATING THE SUMMER SLUMP

DRESS DOWN If shirts and ties are the norm at your business, you might want to consider embracing the laid-back vibe of summer by relaxing the dress code a bit. It’s a small way to ensure employees don’t feel like they’re missing out on all the perks of summertime without losing productivity. Plus, who wants to wear a suit in July? It’s tough to compete with the allure of a warm summer day, but sometimes those days can work to your advantage if you make a few simple swaps in your everyday work routine.

June 21 marks the official beginning of summer and the productivity slump most businesses experience. The sun’s tantalizing rays draw your eyes from computer screens or conference room meetings to the outside world. A weekend of fresh air, sunshine, and cool evenings on the back porch infiltrate your mind. Your productivity is sapped, but you’ve still got work to do. So, what can you do? Here are a few ways to combat the summer slump.

RELAX THEWORK HOURS If you’re in a management position, consider tweaking the standard 9-to-5, Monday through Friday schedule a little bit. Some businesses will implement a 9/80 schedule, meaning employees work 80 hours in nine days instead of 10, so they can get every other Friday off. Some businesses will let employees work half days on Fridays during the summer, and others will let employees work remotely on certain days.

GET MOVING Sitting at a desk for eight continuous hours can stagnate productivity at any point during the year, but during the summer, there’s an easy way to remedy it: getting a little exercise. Since the sun is shining, why not take advantage of it while you work? Try scheduling a “walking meeting” outside, or implement exercise breaks every couple of hours. Moving around boosts productivity, and doing it outside can be a great change of scenery.

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