Page 206 - Build a Culture of Employee Engagement with the Principles

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Consideration

way; rather, empathize with the employee. For example, if an
employee tells you that he feels that the new vacation policy
is unfair, you might say, “I can certainly understand why you
might feel that way.” When people feel that you understand
and empathize with their concerns, they feel understood.
5. Celebrate special days. Put your employees’ birthdays
and anniversaries on your calendar and let them know that
you remember with a card or personal note.
6. Wind-Down Fridays. Make it a company policy that no
new e-mails are to be sent out within the organization after
noon on Friday, nor should there be any meetings held.
7. Stop the noise. One of the biggest complaints that
employees have is distraction from others’ conversations.
If your employees work in open cubicle areas purchase
noise-canceling headphones for them. Not only will they
greatly appreciate it, but they will remain more focused and
productive.
8. “Get to Know You” Lunches. Every week, take one
employee out to lunch with the agreement that he or she can
talk about anything but work.
9. Coffee run. One afternoon, go around to each of your
staff and tell him or her that you are making a coffee run and
ask what he or she would like—it’s on you.
10. Spring for dinner. If employees are working late, have
dinner brought into the office.
11. Jump-start the weekend. Assuming your corporate
policy allows this type of consideration, let people leave two
hours early before a long weekend to get a jump on traffic.
12. Respectful interruptions. Ask permission before sim-
ply interrupting people while they are working—for example,
“May I interrupt you for a moment?”
13. Don’t be presumptuous. When you call people on the
phone, do not assume that they are available and able to speak