To: All Employees
From: HR Department
Re: Cellphones at Work
We realize that every employee of our company is invaluable, but if you are so important that you need to carry a cellphone with you and have it on 24/7 then don’t leave it sitting on your desk while you wander off to gossip in the corridors. And although you think your ring-tone is cool and that it makes a statement about you — it isn't and it doesn't. In fact, the only statement it makes, especially when it has just rung and beeped unanswered on your desk for the fifth time in a 10-minute period, is that you are a dolt. Take it with you or turn it off.
Thursday, November 29, 2007
Kudos
To: All Employees
From: HR Department
Re: Kudos
We have been asked to explain the company's policy for praising employees in mass e-mails. We not only allow the practice, but also encourage it. Frequent recognition of employees' contribution to our company's success is a certain — and affordable — way to boost emplyee engagement and to retain good workers.
If you wish to praise a fellow employee, keep these simple guidelines in mind:
1. The purpose of praising someone in the workplace is to improve morale and increase productivity, not to get employees to like you or to feel better for having a bad haircut. Know the difference between a compliment and effective praise. Telling an employee, "I really adore that festive holiday frock," is a compliment. Telling someone, "Your skill at resolving customer concerns is a valuable asset to our company," is effective praise.
2. In order for praise to work, it must be sincere. Employees can easily identify phony praise, which will cause you to lose credibility and the ability to motivate them in the future with praise. It's better to say, "Tom, thanks for your helpful advice," vs. "Tom, you're the best coworker anyone could ever have."
3. At a minimum, praise each employee once a month. Certain employees (such as new workers or those who lack confidence) may require more praise than others. Even the most problematic worker can be sincerely praised. Tell always-frowning Fran that her smile brightens up the room and see the difference it makes.
4. Praise in public. Public praise helps improve the morale of all employees. Sending an e-mail to all employees saying, "Mary, you did a great job on handling that customer complaint! You rock!" is sure to motivate other workers to optimal performance, thus improving morale and increasing productivity.
From: HR Department
Re: Kudos
We have been asked to explain the company's policy for praising employees in mass e-mails. We not only allow the practice, but also encourage it. Frequent recognition of employees' contribution to our company's success is a certain — and affordable — way to boost emplyee engagement and to retain good workers.
If you wish to praise a fellow employee, keep these simple guidelines in mind:
1. The purpose of praising someone in the workplace is to improve morale and increase productivity, not to get employees to like you or to feel better for having a bad haircut. Know the difference between a compliment and effective praise. Telling an employee, "I really adore that festive holiday frock," is a compliment. Telling someone, "Your skill at resolving customer concerns is a valuable asset to our company," is effective praise.
2. In order for praise to work, it must be sincere. Employees can easily identify phony praise, which will cause you to lose credibility and the ability to motivate them in the future with praise. It's better to say, "Tom, thanks for your helpful advice," vs. "Tom, you're the best coworker anyone could ever have."
3. At a minimum, praise each employee once a month. Certain employees (such as new workers or those who lack confidence) may require more praise than others. Even the most problematic worker can be sincerely praised. Tell always-frowning Fran that her smile brightens up the room and see the difference it makes.
4. Praise in public. Public praise helps improve the morale of all employees. Sending an e-mail to all employees saying, "Mary, you did a great job on handling that customer complaint! You rock!" is sure to motivate other workers to optimal performance, thus improving morale and increasing productivity.
Helvetica Typeface Anniversary
To: All Employees
From: HR Department
Re: Helvetica Typeface Anniversary
It has come to our attention that some employees are planning to observe the 50th anniversary of the Helvetica typeface by bringing home-baked goodies to the workplace. We remind you that our company has strict guidelines regarding the introduction of self-prepared foods in the workplace.
1. Proper sanitary practices should be followed when preparing, transporting, displaying and serving baked goods.
2. Foods ALLOWED (usually considered to be safe) include: breads, buns, biscuits, cakes, loaves, cookies, muffins, fruit pies and tarts, and doughnuts.
3. Foods NOT ALLOWED (potentially hazardous) contain meat, dairy products and raw eggs. Cream- or meat-filled pies and pastries, meringue and pumpkin pies; custards and puddings; icings containing raw eggs and home-canned foods are not permitted.
4. All food must be individually wrapped in new food-grade materials to protect from contamination. For example, a new paper plate covered and sealed with plastic wrap. Dispensing of unwrapped food is not allowed. Foods packaged in used materials such as Styrofoam trays, plastic bags, cardboard boxes, etc. are not acceptable.
5. All food items must be labeled with a list of ingredients and the date the food was prepared.
By following these guidelines, everyone will have a safe celebration of Helvetica's anniversary.
From: HR Department
Re: Helvetica Typeface Anniversary
It has come to our attention that some employees are planning to observe the 50th anniversary of the Helvetica typeface by bringing home-baked goodies to the workplace. We remind you that our company has strict guidelines regarding the introduction of self-prepared foods in the workplace.
1. Proper sanitary practices should be followed when preparing, transporting, displaying and serving baked goods.
2. Foods ALLOWED (usually considered to be safe) include: breads, buns, biscuits, cakes, loaves, cookies, muffins, fruit pies and tarts, and doughnuts.
3. Foods NOT ALLOWED (potentially hazardous) contain meat, dairy products and raw eggs. Cream- or meat-filled pies and pastries, meringue and pumpkin pies; custards and puddings; icings containing raw eggs and home-canned foods are not permitted.
4. All food must be individually wrapped in new food-grade materials to protect from contamination. For example, a new paper plate covered and sealed with plastic wrap. Dispensing of unwrapped food is not allowed. Foods packaged in used materials such as Styrofoam trays, plastic bags, cardboard boxes, etc. are not acceptable.
5. All food items must be labeled with a list of ingredients and the date the food was prepared.
By following these guidelines, everyone will have a safe celebration of Helvetica's anniversary.
Timecard Approval
To: All Employees
From: HR Department
Re: Timecard Approval
If at all possible, all employees should complete and approve their timecards by 12:00 noon on Friday. If that is not possible, timecards must be approved prior to 9:00 a.m. on Monday. Without exception, the absolute last minute for employees to approve timecards is 9:59 a.m. on Monday. If you are a timecard approver, please be sure to approve all applicable timecards by 10:00 a.m. on Monday.
From: HR Department
Re: Timecard Approval
If at all possible, all employees should complete and approve their timecards by 12:00 noon on Friday. If that is not possible, timecards must be approved prior to 9:00 a.m. on Monday. Without exception, the absolute last minute for employees to approve timecards is 9:59 a.m. on Monday. If you are a timecard approver, please be sure to approve all applicable timecards by 10:00 a.m. on Monday.
Blogging at Work
To: All Employees
From: HR Department
Re: Blogging at Work
It has been brought to our attention that some employees have been blogging at work. As you know, tracking the blogosphere is among the many services our company provides its clients. We remind you that our current blogging policy relies on employees' professional judgment to determine whether personal blogging is interferring with work-related blogging and, if so, to focus on the latter. Because we are a blog company, we are reluctant to reprimand bloggers for blogging, but if the problem persists we will be forced to implement a more stringent policy.
From: HR Department
Re: Blogging at Work
It has been brought to our attention that some employees have been blogging at work. As you know, tracking the blogosphere is among the many services our company provides its clients. We remind you that our current blogging policy relies on employees' professional judgment to determine whether personal blogging is interferring with work-related blogging and, if so, to focus on the latter. Because we are a blog company, we are reluctant to reprimand bloggers for blogging, but if the problem persists we will be forced to implement a more stringent policy.
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