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[July 01, 2009]

Boosting morale, one gold star at a time [The Virginian-Pilot, Norfolk, Va.]

(Virginian-Pilot (Norfolk, VA) Via Acquire Media NewsEdge) Jul. 1--It's been a rough year. Maybe you've had to lay off employees, or freeze or cut pay. Maybe none of the above, but fears of the future still cloud your workplace.

How do you keep up your staff's morale during these trying times? The basics still work, say employees, employers and consultants. Expressing appreciation for a job well done goes a long way, even if unaccompanied by financial rewards. Keep your work force informed of major developments at the company.

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Think twice before cutting even small frills, like free soda and snacks. Consider adding cost-free pick-me-ups, but not if they would embarrass employees or cause them extra work.

"Praise is cheap, easy and effective," said Tina Santee, a client service supervisor for Spherion Staffing in Virginia Beach. "There will be times when people work around the clock. It feels good to get acknowledgment for the work that they've put in." Sharon Hwalek, an assistant buyer for the Navy Exchange in Virginia Beach, agreed: "I suppose it's much like what this economy is doing to all aspects of our lives now -- making you appreciate the more simple things, and nothing is more simple than good and kind words." Hwalek said her workplace has a bulletin board decorated with stars listing employees' names and accomplishments -- "anything from a complimentary e-mail from a customer, a great presentation or a money-savings solution to a problem." "I know it sounds juvenile and high schooly," she said, "but we all walk by the star board to see who's being recognized." Steven Cannizzaro, a corporate consultant who owns The North Star Co. in Norfolk, warned that formal recognition programs turn meaningless if they become rote -- as in "it's Phil's turn to get the award this month." Monetary add-ons, like a Starbuck s gift card, are nice, he said, but not required. For instance, one of Cannizzaro's clients placed paper cutouts of fish on employees' desks for the "gone fishing" award, allowing them an hour or two off for good work.

"Communication is key," Santee said. "If you keep employees in the loop, they will still feel they're part of the team, and it will ease stress." Dawn Boyer found that out when her company, Chenega Advanced Solutions & Engineering LLC, downsized its Norfolk office this year.

"The general manager said, 'As soon as I know some information, I will call an all-hands meeting and I will tell you,' " said Boyer, who was the human resources director. "We literally had meetings every Monday morning, at 9:30, from the receptionist at the front desk up to the other directors.

"We definitely felt that we got 98-1/2 percent of everything he received information-wise," said Boyer, who was laid off and is now director of marketing and sales for MonsterClean in Virginia Beach. "It reduced the nervousness and negativity." A casual "hallway huddle" might be even better than a formal meeting, Cannizzaro said. "It's spontaneous, it's more personal and it's timely," he said.

At Canon Information Technology Services Inc. in Chesapeake, executives said a key strategy in maintaining a positive spirit is to solicit employees' opinions, even if all are not acted upon.

Canon conducts an annual satisfaction survey, which has inspired significant changes in policy, said Lori Fraser, the director of human resources.

After some people asked to work at home, Canon increased opportunities for telecommuting and four-day work weeks, she said. That gave them more flexibility and reduced their gas costs while saving Canon from having to find more office space, Fraser said.

The company also operates a Web-based suggestion box. Managers meet every Friday at 2 p.m. to review the recommendations, said Dan Bell, senior vice president and general manager. They respond to every suggestion, even to explain why it will not be put in place, he said.

"We're very transparent," Bell said, "and we believe that creates a very open and honest environment." Canon, like many employers, also aims at the stomach to sustain morale.

It sponsors "anniversary lunches" for employees with the management team to commemorate the time of year they joined the company.

Pot luck gatherings at work usually are positive, Cannizzaro said. So, too, are birthday celebrations -- as long as you don't forget anyone, Boyer said.

Another stress-reliever: Dress-down Fridays or jeans days. But there's only so casual you can go.

Boyer recalled a former job where the boss had a "pajama day" at work.

"I'm female; my boss was male," she said. "To walk into my boss' office in my PJs was not very morale-building. The intention was to bring a little bit of lightheartedness into the office, but the only reason people participated was because they felt they had to." Another unsuccessful venture was a storytime lunch. "Everybody had to bring in a favorite story," Boyer said. "All morning, people were searching the Internet for stories to read." Among other don'ts: Don't cut out long-standing fringe benefits -- whether they're free sodas or tuition reimbursement -- to save money, said Susan Craft, president of Consulting by Design of Princess Anne in Virginia Beach.

"They're quick fixes at the moment," Craft said. "But how is it going to affect the employees or the company later on?" Instead, if you must, offer a downscale substitute, she said -- a Web seminar in place of a conference across the country.

Also, "don't start a program that you can't sustain," said Nico Verykoukis, a Norfolk native who is a licensed clinical social worker with Frank Horton Associates, an employee assistance program based in Raleigh, N.C. "Make sure it's something you can afford and project that cost out at least for a year." Another thing from Verykoukis: Never tell employees, "Be glad you have a job." "Nothing will tick people off quicker and lower morale sooner than to say that," he said.

Philip Walzer, (757) 222-3864, phil.walzer@pilotonline.com

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