The Power of Personal Stories.

 

First person singular. The use of the word “I.” It can be one of the most powerful ways to communicate with employees. If someone has “been there” and “done that,” sharing the experience with peers can be extremely effective in making a point.

 

Presented right, testimonials are impactful and insightful. This is especially true when it comes to union experiences. More and more studies are showing that many young people today don’t have strong union legacies. Continuously declining numbers mean family members were not members and have not passed down loyalties. Even those who had a connection are opting for non-union workplaces. Today, it’s not uncommon for the previous experience of a fellow employee in a union environment to be the main source of information.

 

Truth vs. fiction.

 

Unions make promises they can’t keep. And they impose work rules that stifle flexibility. True stories not only discount union claims and make explicit points, but also open up dialogue possibilities and give companies an opportunity to build other communications around them. From videotaped roundtable discussions to individual stories, first-person accounts create discussion points and raise questions a company can successfully and prudently answer about third party representation.

 

As part of an overall communication plan, a “word to the wise” from an experienced employee can be invaluable.

Three union campaigns in 30 days stopped COLD.   That’s a sampling of the track record for 2013.  In the space of just 30 days, our new card-signing video Signing Your Rights Away stopped three union campaigns in their tracks. Some companies are using it for prevention in orientation meetings; others when the rumblings begin. Could you use some of that firepower? Call us for a preview.706-882-5581.

Union organizers are at the facility across the street. 

How would you handle the situation? 

You’re a supervisor, and you’ve heard there is organizing activity going on at the shop across the street. What do you do? 

Maybe your first thought is to ask some people on your floor to see if the union has made any attempts at your place. In the back of your mind, you may also recall a strange acronym that you learned from your labor guru and some training videos. Let’s see: "Should I call somebody at headquarters or just go for it, be the one that’s ‘in the know’ and look like a hero?" Hmmm 

You come to the conclusion that it would be best to see if you can find that DVD or the link you were given awhile back . . . the one that had the labor training on it and your notes from the meeting.

TIPS. Yeah, that’s it. Threaten, Interrogate, Promise, Spy. TIPS. Got it. 

Threat: Don’t make threats. Never say something like, "They’ll shut us down if the union is voted in."

Interrogate: Don’t ask anyone about their personal involvement with the union or any other questions about union activity. 

Promise: Don’s ever promise something like increased benefits, or a raise if employees vote against the union. 

Spy: Don’t spy. And don’t say anything to make employees think that you’re spying on them. 

TIPS. Okay, that tells me what I can’t do. But how about what I can do. 

Here it is: FORE. 

First, state the Facts. 

Second, share my Opinions about the issue. Don’t hold back. My team needs to know what I think about the issue. 

Third, Rules. It’s okay to talk about all the rules that a union imposes and how they slow down the flexibility of the company often when it needs it the most.

Fourth, share my Experiences about issues or the experiences of others that I’m sure are accurate.

TIPS and FORE. Great. I can do this. I just wish I had some more examples to follow. Wait a minute. I do. They’re on that DVD or the link, the one with the sample conversations. Now I can look like a hero. 

We know it's very important to you to have your supervisors well trained so they know how to respond to situations. We also know that if the supervisor does not know how to respond to a question, he needs to find an answer within hours. If it takes too long, it looks as if the answer is not as valid. 

If you're interested in the previewing the full length version of this video please contact AGTS.  If you would like a free video clip of the above join our newsletter and we will send an electronic copy to qualifying companies. 

Thanks for reading my blog.

Matt French
First Cut Communications, LLC
AGTS, Inc.

Are too many of your employees falling down on the job?

 

And yes, we mean that literally. Do you know how much businesses spend a year on costs associated with occupational injuries and illnesses? One estimate is about $170 billion. That’s billion with a “b.” And every dollar of those expenditures is directly related to the bottom line of a company’s profitability – or lack thereof.

 

It’s no secret that job related injuries increase operational expenses (think absenteeism, re-training and defective parts for starters). Employee morale also suffers, as well as productivity.

 

Safe work environments attract better talent. Better talent produces better products. Better products produce more sales. And more sales produce . . . well, you get the picture.

 

Strong safety and health programs are proven profit boosters. A Fortune Five company increased productivity by 13%, while a small, 50-person plant decreased defective parts and saved more than $265,000.* Those are real, tangible savings for very little investment.

 

Don’t just tell your employees safety is key, show them. Let them know you recognize they are the best assets your company has. A safe workplace is a better workplace for everyone. We can help you spread the word with a professionally produced custom safety video that expressly addresses your company’s unique situation.

 

*data from OSHA

Finally a new video... Our new card signing video Signing Your Rights Away continues to work well for our clients. Some have an urgent use for it, while others are using it as part of their orientation process. And freshness creates awareness. We just had a new client run Signing Your Rights Away in a facility that has had previous issues. The employees were excited that the company had invested in a new card signing video so they didn’t have to watch “that old one” (which we didn’t produce, by the way) that had been used for years. (Proving again that employees do indeed pay attention and like open communications.)   We believe it is important to explain to your associates the risk involved with signing a union card, not only to the associate, but to the long time survival of the company as well.

How do you crack the list of the “100 Best Companies to work for?”

How do you crack the list of the “100 Best Companies to work for?”

You know the list we’re talking about. Every year, FORTUNE magazine ranks companies that rate highly with their own employees. Over the years, First Cut Communications has seen familiar names on that list . . . names we’re proud to do business with. One company in particular is a perennial regular and often in  the top ten.

We recently worked on a new orientation video with them and again got the opportunity to see up close and personal why the company scores so highly with employees year after year. It sounds almost too basic, but first and foremost, they focus on what’s important – the core issues that most affect the people who work there.

Constant dialogue is key. From Day One, employees know they can talk with anybody and their voices will be heard. The culture of listening starts at the top and flows down to line management. There’s a definite eye on continuous improvement, whether it’s products and systems, or employee wants and wishes.

The company recognizes great ideas can come from anywhere and anyone. Finding better ways to do what needs to be done not only helps the bottom line but employee relations as well. Whether it’s automating drudge tasks or searching for opportunities to fulfill employees’ needs, this company lives by the credo that you take care of your people and they take care of your customers. The fastest way to end a career at the company is to treat fellow employees badly. Fortunately, that doesn't happen very often.

As we saw once again during our most recent visit, people are proud of the place where they work. It’s probably why so many of them start young and end up making long-term careers at the company. Respect for each other and taking a true interest in the welfare of each and every employee are not just words on paper but a guiding principle of how the company operates.

Communicating, collaborating and caring. That’s the short formula for the “Best” success.

Three union campaigns in 30 days stopped COLD.

That’s a sampling of the track record for 2013. In the space of just 30 days, our new card-signing video Signing Your Rights Away stopped three union campaigns in their tracks. Some companies are using it for prevention in orientation meetings; others when the rumblings begin. Could you use some of that firepower?

Call us for a preview.706-883-6366.

Are Your Employees Engaging?

Are Your Employees Engaging? More to the point, are you engaging your employees? How often do you ask your employees for their input? We’re not talking about just a suggestion box outside the HR office (although there’s nothing wrong with that). We mean how often do you ask them face to face for their thoughts, ideas, observations . . . anything that might improve the workplace as well as the products you produce? Do you know where the next big idea for your business is coming from? Research and development? Well, maybe. But more and more, traditional sources are being usurped by – you guessed it – employees, as well as customers and suppliers and everybody else in the company food chain. It really just stands to reason. Engaged employees like what they do, like the company they work for, and want to see it succeed. Moving the organization forward moves them forward too. Those employees who aren't engaged are either just putting in the time or plain just flat out don’t care. Unfortunately, the unhappy ones can poison the well for even the best ones. And that’s a recipe for disaster. What label would you assign to your employees? It doesn't take great brainpower to determine that engaged employees are going to be the happiest and the most productive. Not only that, they would certainly be the least likely to entertain the thought of a third-party coming in and upsetting the situation. Creating an atmosphere of involvement means making sure employees know where to go with their ideas. Telling a friend at work is one thing – and a good thing – but knowing exactly where to go to share their insight in the management hierarchy is even more important. Eliminating barriers, whether physical or mental, opens the door to conversation, discussion and inventiveness. Recognizing input is also key. It can be monetary, but it doesn’t have to be. Internally communicating the suggestions and results made by employees not only has an extremely positive effect on those making the suggestions, but can spur others on to speak up and keep the ideas coming. Every company welcomes new ideas. But have you created an atmosphere where those ideas are encouraged and acted upon? Engaged employees are generally happy employees. And happy employees can have a ripple effect throughout your workplace. Want some suggestions? Talk to us. We’ve seen the good, and the not-so-good. Take advantage of our perspective.

Three union campaigns in 30 days stopped COLD. That’s a sampling of the track record for 2013. In the space of just 30 days, our new card-signing video Signing Your Rights Away stopped three union campaigns in their tracks. Some companies are using it for prevention in orientation meetings; others when the rumblings begin. Could you use some of that firepower?

Are Your Employees Engaging?

More to the point, are you engaging your employees?

How often do you ask your employees for their input? We’re not talking about just a suggestion box outside the HR office (although there’s nothing wrong with that). We mean how often do you ask them face to face for their thoughts, ideas, observations . . . anything that might improve the workplace as well as the products you produce?

Do you know where the next big idea for your business is coming from? Research and development? Well, maybe. But more and more, traditional sources are being usurped by – you guessed it – employees, as well as customers and suppliers and everybody else in the company food chain.

It really just stands to reason. Engaged employees like what they do, like the company they work for, and want to see it succeed. Moving the organization forward moves them forward too.

Those employees who aren’t engaged are either just putting in the time or plain just flat out don’t care. Unfortunately, the unhappy ones can poison the well for even the best ones. And that’s a recipe for disaster.

What label would you assign to your employees? It doesn’t take great brainpower to determine that engaged employees are going to be the happiest and the most productive. Not only that, they would certainly be the least likely to entertain the thought of a third-party coming in and upsetting the situation.

Creating an atmosphere of involvement means making sure employees know where to go with their ideas. Telling a friend at work is one thing – and a good thing – but knowing exactly where to go to share their insight in the management hierarchy is even more important. Eliminating barriers, whether physical or mental, opens the door to conversation, discussion and inventiveness.

Recognizing input is also key. It can be monetary, but it doesn’t have to be. Internally communicating the suggestions and results made by employees not only has an extremely positive effect on those making the suggestions, but can spur others on to speak up and keep the ideas coming.

Every company welcomes new ideas. But have you created an atmosphere where those ideas are encouraged and acted upon? Engaged employees are generally happy employees. And happy employees can have a ripple effect throughout your workplace.

Want some suggestions? Talk to us. We’ve seen the good, and the not-so-good. Take advantage of our perspective.

 

Sincerely,

 

Matt French

First Cut Communications, LLC.

Is Your Company The Next Target?

January 2013 In this Issue The next target for the union is... New Videos! First Cut produced 8 new generic videos for our sister company AGTS. The instant best seller is our card signing video named Signing Your Rights Away (it is now available in union specific version), Contract Negotiations and Conversation Starters, six short videos designed to get people talking in group meetings during a campaign. Plus we just started working on several new interactive courses. If you have a request for an interactive course or a new DVD title please email me. We are always looking to produce new videos! We look forward to being of service!

Do you know who the new Steelworkers are? The Union does. A recent report showed that, in 2012, the most frequently targeted industries were “Business Services, Health Services, Passenger Transportation, Construction and Electric, and Gas & Sanitary Services.• Not a Steelworker among them. Nor an Autoworker, nor any other representative in the manufacturing sector.” Of the approximately 2000 NLRB petitions filed in 2012, 335 were from Business services alone. Health services accounted for 265, and Local and suburban transit & interurban passenger transportation had 149. Virtually every state was hit. In the words of Bob Dylan, “The times they are a’changing.”  Actually, the times have been changing for quite awhile now, but sometimes it takes cold hard facts for all of us to realize that. The move toward service sector jobs and away from manufacturing started slowly but is now at full throttle. What’s that mean to you? Basically, everyone is a target. The Teamsters, the SEIU and all unions have a lot of Administrative salaries and perks to pay. Dwindling manufacturing membership has forced them to try and organize anybody and everybody they can. Often, employees in the service industries have little perception, positive or negative, of what it means to have a union in their workplace. The unions are more than happy to provide their version of utopia. We suggest you counter such activity before it starts. That doesn't mean union bashing. It means union education. The basics, like union rules, lack of flexibility, dues, negotiations, etc. Couple that information with the positive aspects of current company wages, benefits and other policies. That way, if and when the union comes calling, employees are prepared to make legitimate comparisons. Who’s next on the “hit” list? Who’s got a target painted on their back? You might as well open a Business Directory and just point to a random name. Hunting season is open and everything is fair game. Don’t wait until a union has you in their sites. Take preventive action now, communicate to your employees. *Information Source Susan Connelly, PTI Labor Research 1/16/13

First Cut Communications Introduces A New Website

September Newsletter

Successfully communicating company messages
through video for more than 40 years 

 NEW WEBSITE!

First Cut Communications is excited to share our NEW WEBSITE with you! For the first time in our 43-year history, we have a comprehensive list of our services all in one place. Please take a look and give us your feedback.

NEW TITLES!

In addition to creating our website, it’s been a very busy year for us. Of course, we’ve had our regular campaign battles, new employee orientations and we’ve produced 8 new generic videos for our sister company AGTS. The instant best seller is called Signing Your Rights Away, our generic card signing video. (It’s now available in union-specific versions.) Other new titles include Contract Negotiations and Conversation Starters, six short videos designed to get people talking in group meetings during a campaign.

The Vital Role of Human Resources.

Brutal honesty mixed with a little cheerleading … and knowing when to provide both. That’s the fine line Human Resource professionals tread every day. It’s a given that you always have to be honest with employees about how they’re doing their daily job duties. Your constructive feedback to them and their equally honest responses to you will help employees grow. Just as importantly, frank and honest discussions will help prevent issues from arising if you ever have to discharge them. Every employee needs to have a clear understanding as to what they’re doing right and what needs improvement.

Make your employees engaged employees.

You don’t want someone who shows up just to collect a pay check. They’ll simply do the basics, and are the most susceptible to outside influence. An engaged employee will help you fix issues that will save the company money. They’ll give you ideas on what needs to be addressed on the frontline to improve quality and output, as well as provide information on other things of interest (like, is a third party nosing around).

We’ll explore that issue and more in the months to come. Your suggestions for newsletter topics are always welcome and encouraged. 

Contact AGTS
800-814-9792
customerservice@agts-web.com 

Contact First Cut Communications
706-882-5581
info@firstcutcommunications.com 
 

I get my benefits advice from George

I recently read an interesting article from Aflac insurance. According to their research, people are less likely to take someone's advice about dinner choices at a restaurant at which neither has eaten, than they are to take uninformed advice about what to order from the company's benefits menu.

Just 40 percent of employees participating in the Aflac study feel extremely/very informed about the benefits offered at their companies. In part, this may be due to the fact that employer communications about benefits are sporadic and infrequent. For example, most employees report: their employers communicate about benefits less than three times a year.  Only 24 percent do so three or more times a year. Perhaps most telling is that 44 percent of employees say they receive too little communication about benefits from their employers. In the absence of real information, employees often turn to less-than-reliable sources for insight and guidance. The majority surveyed, 61 percent, say they receive information and/or advice about employee benefits via word of mouth; 45 percent consult colleagues and 36 percent rely on friends or family.

A strong business case can be made for improvements to companies’ benefits communications efforts. The Aflac study found that 41 percent of workers agree they would be less likely to leave their jobs if they were well-informed about their benefits. The turnover cost alone is an incentive for employers to make changes in how and how often their organizations share benefits information.  A crucial step forward for companies is acknowledging the possibility that their communications need improvement. Often, executives have false perceptions. For example, 85 percent of employers believe their HR departments are effective at benefits communication. However, more than one-quarter (27 percent) of workers say their HR teams communicate not very/ not at all effectively, and another 39 percent say the efforts are somewhat effective.

Benefits packages can influence employee loyalty (86 percent), productivity (81percent), job satisfaction (89 percent) and retention (77 percent). With all of those things at stake, implementing a more effective communications and education plan is simply smart business.

Call First Cut Communications at 706-882-5581 we can help! 

Are your employees job hunting?

Are your employees job hunting? USA TODAY reports that employee morale and loyalty are at three-year lows - but there's also growing optimism that a better job is out there. Consequently, four-in-ten employees are beginning to job hunt.

Based on data from 384 metros in all states, Ronald Leopold, VP of MetLife's U.S. adds: "Businesses are understandably focused on expenses, but they're taking their eye off the ball with human capital issues, notably what drives employee satisfaction and loyalty."

With 4 in 10 workers confident that they can soon find a better job, now is the time to show, in inexpensive ways, that your company values and appreciates its employees. One of the most efficient ways is to train your company's supervisors to help deliver that message.

I hope you'll check out First Cut Communications website - for proven custom videos or AGTS-web.com for off-the-shelf training or call me personally (706-882-5581) - that can help you retain experienced employees and make them glad they didn't leave.

Remember to communicate. People appreciate it.

Sincerely,

Matt French
First Cut Communications, LLC

AGTS, Inc.
301 West Broome Street
Suite 100
LaGrange, GA 30240
706-882-5581

What should you expect from a good orientation video?

The answer is a lot! It can ...

• make a strong first impression on new hires.
• increase your retention rate.
• provide proof that legal and other issues were thoroughly covered.
• give you the assurance that every key message was affectively delivered.
• be edited into a plant tour video for visitors.
• shown at local civic organizations to enhance your company's image.
• shown to existing employees as a reminder of how good they have it.
• help prevent third party intrusion.

At First Cut Communications, we often put information about benefits into the orientation videos we produce. And, we know how to design a video so that it can be updated inexpensively. We have forty years of experience producing orientations. Let us put that experience to work for you.

Remember to communicate. People appreciate it.

Sincerely,

Matt French
First Cut Communications, LLC

AGTS, Inc.
301 West Broome Street
Suite 100
LaGrange, GA 30240
706-882-5581

What does your orientation say about your company?

We've all been through an orientation. So, what was the impression you received from your last orientation? Have you seen your company's current orientation? What impression do your new hires receive?

Wow, that's an old video. Where did they get those clothes, from a museum?

Or did they think... 

Wow, this is a first-class operation. I'm lucky to have landed a job here.

SEND THE RIGHT MESSAGE

     

At First Cut Communications, LLC we develop powerful orientation videos that assure new arrivals that they made a great decision, as well as sell the company's position on third party interference.

Some of our clients show their orientation via the web so that new hires know what to expect their first day. Others prefer to wait and show their orientation in a controlled environment.

Either way, an orientation video makes that important first impression. And, First Cut can help you make certain your company's first impression on each new hire is a great one.

Remember to communicate. People appreciate it.

Sincerely,

Matt French
First Cut Communications, LLC

AGTS, Inc.
301 West Broome Street
Suite 100
LaGrange, GA 30240

706-882-5581

A Perfect Year for First Cut Communications, LLC

As you may know First Cut Communications enjoyed a perfect 2010 in preventative campaigns as well as union elections. Did you know we also help in contract negotiations? Send an email to demo@firstcutcommunications.com and see some samples of our work. In one campaign the Teamsters practically begged the company to stop running our videos as they were causing uproar from the unit.

What can we do for you?

Remember to communicate. People appreciate it.

Sincerely,

Matt French

First Cut Communications, LLC

AGTS, Inc.
301 West Broome Street
Suite 100
LaGrange, GA 30240
706-882-5581

Empowered to make it right.

Empowered to make it right. I'm sure you've had the experience in the last year or so with someone who went out of their way to make things right because they had been told they could. Maybe it was a retail clerk, or a customer service rep on the phone. They didn't pass the buck and say, "I can't, it's out of my hands," or "Sorry, it's out of warranty," or even, "The computer won't let me."

Instead, they knew how to make what needed to happen, happen . . . for you, the customer. It not only made you feel good, but much more likely to come again.

That concept applies to both employees and external customers. Most employees/customers appreciate an "eagerness to help," and a feeling that "he listened to my concerns." The use of these skills is what elevates you and your organization above the competition in retaining good employees as well as attracting new customers.

We can help you spread the word. Please click on this link to preview some of our customer service videos as well as other Employee Relations videos. Preview Videos

Remember to communicate. People appreciate it.

Have a great day.

Sincerely,

Matt French
First Cut Communications, LLC

AGTS, Inc.
301 West Broome Street
Suite 100
LaGrange, GA 30240
706-882-5581

The Golden Rule

During a trip to Chic fil A, my three-year-old daughter was given a book about The Golden Rule. When she asked me to read it to her, I could tell she understood the message. And, I kept thinking about it, as well. It's a rule that's clear, positive and memorable. That's excellent communication.

As you know, I'm a great believer in communicating (if I didn't, I'm in the wrong business). For years I have been talking about how positive communication pays for itself ten fold, but I had not thought of excellent communication being an application of The Golden Rule. Nonetheless, it is.

My daughter's book on the best rule yardstick for our lives reminded me that we need to communicate to people the way we want to be communicated to. It also reminded me that we like to be in the know. So, are you sharing your knowledge with others?

In everything, do unto others as you would want them to do unto you. Communicate to people--people appreciate it.

Have a great day.

Sincerely,

Matt French
First Cut Communications, LLC
AGTS, Inc.
301 West Broome Street
Suite 100
LaGrange, GA 30240
706-882-5581

March 2010 First Cut Communications, LLC buys Paul French & Partners

First Cut Communications would like to announce that it has purchased the assets of Paul French & Partners, Inc. We will continue to offer excellent corporate communications pieces including sales meetings, product launches, plant tours, training, employee benefits, informational meetings, and labor relations videos.

Our programs continue to be well received by the intended audience because we know how to lower the curtain of disbelief and get the viewers to listen to the message -- no matter what it is.

First Cut Communications stands ready to help you communicate to your employees, to help motivate and build the trust necessary to avoid potential pitfalls that could be lurking around the next corner.

So, as always, communicate to people--people appreciate it.

Have a great day.

Sincerely,

Matt French
First Cut Communications, LLC

P.S. Check out our website @ www.firstcutcommunications.com

Undercover Boss

I don't know about you, but I'm kind of glad cold and wintry February is the shortest month. Of course, there is the entertainment of the Super Bowl, probably the ultimate yearly U.S. event in mass communications ever devised. I was watching the game on Sunday, and then caught the beginning of a new show that came on immediately after the trophy presentation.

The name of the show was Undercover Boss, and I found it to be an interesting twist on reality TV. The premise is a CEO spends a day or two doing different jobs within his company. For example, Sunday's show had the head of Waste Management doing tasks like riding on a garbage truck, emptying trash, and sorting recycled materials. It's all done incognito until the end when his identity is revealed to amazed employees who have been invited into the boss' office.

If the first show is any indication, bosses gain a new perspective on what rank and file employees do to directly make money for the company. It certainly occurred to me that if more upper management people experienced the day-to-day work that makes a company tick, it's very possible a lot of problems, like unions, could be avoided.

If you have a moment next Sunday, check out the show (8:00 pm, CBS). You might find it interesting. And if you do watch it, send me an email. I would enjoy reading your comments.

Remember to communicate. People appreciate it.


Sincerely,

Matt French
First Cut Communications, LLC

How do you motivate your people in a bad economy? It's not easy. But when the economy is still sputtering, it's even more important to have your team committed to the company than any other time. Your team will help you survive. But you have to communicate with them and let them know exactly what the goals of your organization are. A few simple steps to help accomplish that:

1) Communicate to your team about what's going on in your organization. Where is the company heading? Is it making progress towards its goal or not? Why?

2) Respect each person in your organization for his/her contributions to the company. If you trust them and they trust you, chances are they'll be more willing to go the extra step for you when you really need it.
3)
Listen to the team. They are likely telling you everything you need to know (and more) about how to save money. That includes changes they can live with to help save the company money. Engage them in the process of making your company stronger both financially and as a better place to work.
4)
Give your team realistic expectations about the future and the company. If you're communicating the truth to them on a regular basis, when it comes time to make some of those hard choices, they won't be able to say they didn't know they were coming or misunderstand why.

5) Understand what motivates your team. Then, use it, so they will continue to flourish even in this uncertainty.

Motivate your employees (part two)

Motivate your employees (part two)

In the last post, I wrote about a meeting that I witnessed. I mentioned I felt bad for all of the employees as the owner talked about "his goals" for the company. Some of the "goals" he talked about would be luxuries to the majority of the audience and were all for his benefit. Anyway here are the remaining tips...

• Do to others as you would have them do to you. Pause for a moment and think about what might be happening to your employees that you would not like if you were in their positions. An example might be not understanding why the company made a recent change to the employee benefit plan. Another example would be not knowing the status of a big project. All of these can make people on edge. We all like to be in the know. If a new ad campaign is about to roll out, share it with your employees first. You might be surprised how that little act will boost employee morale.

• Do you or your employees have a plan on how to get from A to B? Help your employees realize their full potential at home and at work. Sometimes having a map or a vision statement can help people get on track and live their personal and professional lives to their fullest extent.

• Surprise...do you think your employees would like a positive surprise once in a while? Depending on your company, you could cook hot dogs and hamburgers for the employees or order in pizza. One of my favorites is to give a gift card to a restaurant and/or the local movie theater. Tell the employee to take their spouse out for dinner and a movie. You could do this as a prize for doing something creative that benefits the company. It does not cost much, but it will be something they will talk about with their coworkers. Thus helping morale...

Motivate your employees Part One

The other day, I was in a meeting listening to the owner of the company. After his meeting, I felt bad for everyone in the room. I thought I would remind everyone of some simple steps you can take as managers to better motivate your employees.

• Share your weaknesses with your employees. Let them know you need them and appreciate them. Ask them for help in an area where you are experiencing difficulties, and they might surprise you with the answer on how to fix the issue.

• Help people fulfill their dreams by letting them know that you care and want them to succeed. Knowing you want them to succeed, they will work harder to ensure you succeed.

• Recognize others' strengths. Take time out of your schedule every month to observe your employees; once you have observed them, recognize them for their talents and help them cultivate these talents. You can encourage them to better utilize these talents and they will be grateful to you for recognizing them.

• Before you communicate a message, think about it from the recipients' perspective. I'm always amazed when I hear someone from management trying to deliver a message about something that they think is important but from the employees perspective it can be the opposite. A wise person told me if you had a pyramid and the pinnacle was what management thinks is important, turn the pyramid upside down and that is what is important to the person that actually makes things happen.

So, as always, communicate to people--people appreciate it.