Alison Turner Telles’ Post

When employees feel appreciated, they work harder. It's not just about the paycheck; it's about feeling valued and recognized for their hard work. Recognizing employees' efforts boosts morale and motivates them to keep doing their best. When employees feel appreciated, they are more likely to stay loyal to the company and do more. Appreciated employees work harder, leading to better results. A simple "great job" and open appreciation in team meetings can go a long way in creating a motivated and dedicated team. Appreciation is key! #EmployeeAppreciation #Motivation #Productivity

Did you know that employees who feel valued and appreciated are 12 times more likely to be fully engaged in their work? It is a simple yet powerful reminder of the importance of recognizing and rewarding your team members.

It’s always a “team effort.” It really does “take a village.” But it’s a shame companies don’t encourage their employees to share their personal contributions loudly & proudly. An employee can be proud of their individual accomplishments at work AND know that they’re a cog in the machine. They’re not antithetical to each other. In fact, the more important & confident your individual team members feel, the better they’ll perform within the team. Managers, executives, and companies: be supportive of your employees taking credit for their contributions.

Is your team struggling to stay focused during the holiday season? Keep things running smoothly by setting clear priorities and realistic goals, ensuring everyone knows what needs to be accomplished. Foster engagement by celebrating small wins, recognizing achievements, and creating a festive yet productive atmosphere. Offer flexibility with schedules to accommodate personal commitments, and maintain open communication to address concerns. Lastly, lead by example with a positive attitude and balanced approach to work and holiday cheer.

Generic praise does nothing to foster loyalty or engagement. To build a strong connection with your team, and reap the rewards of mutual trust, get specific. Early in my career, it bothered me when leaders would spend a few seconds giving bland, generalized commendations to their teams. These cursory public recognitions never felt genuine, even if the sentiment behind them was real. At Granica, we've made it our culture to infuse both day-to-day interactions and celebrations with personal attention. In 1:1s and small group meetings, we call out specific accomplishments and make a point to remember personal details - birthdays, anniversaries, partners' names, even pets. When team members are under the weather, we'll send over soup or a wellness package. It's a small gesture that shows we genuinely care about their well-being beyond their work output. This approach isn't just about being nice. It's about acknowledging everyone as a unique, important contributor - not a cog in the machine.

I can’t agree with this more! I see a lot of people post about toxic work cultures… but I would challenge them to ask themselves these questions. 1) Am I contributing to the team/company in a positive way? 2) Am I going the extra mile to help clients and/or team members? 3) Do I do the bare minimum and expect big rewards? 4) Do I get caught up in office gossip or do I set a positive example? 5) Do I disparage others accomplishments or do I build up team members and celebrate them? This has to be a two-way street. We need Employees and Employers working together to build strong cultures and strong organizations. #employeeculture

Recently, we had the pleasure of surprising one of our valued clients with a special corporate gift: a delightful lunch paired with our sweet treats. The results were phenomenal! The team was overjoyed with the unexpected gesture. Our delicious brownies and a thoughtfully catered lunch transformed an ordinary workday into a memorable experience. The surprise not only lifted spirits but also brought the team closer together. We all know how surprises can energize and inspire. A little unexpected treat can go a long way in boosting team morale and fostering a positive work environment. Planning unexpected gifts, like a surprise lunch or sweet treats, can be a simple yet effective way to show appreciation and keep your team motivated. It's the small gestures that make a big impact. Keep your team’s enthusiasm high with thoughtful surprises. It’s these moments of recognition that build a stronger, more engaged workforce. What’s the best gift your team has received? 

Why do people really leave their jobs? It’s not always about better pay or bigger titles. Over the years, I’ve spoken to many previous colleagues and the reasons they’ve shared are all too common. No recognition for their hard work, feeling like just a number, oh and the big one, a manager with no people skills. Instead of constantly replacing employees, why not address what’s pushing them out the door? Fixing these issues doesn’t just save time and money, it creates a team that feels valued and wants to stay.

What makes a great team? I had a chance to catch up with some colleagues recently and we got to talking about what made our team so great. We were productive, creative, and had fun together. As we broke it down, there were a few things that stood out: 1. Respect for each other. We were people with very different experiences who cheered each other on and respected our varying opinions. We worked hard to row in the same direction and did so with everyone's input. 2. Work/life balance. Our work was not so urgent that it couldn't wait until work hours to get done. As a manager, I did my best to protect the team's time, which made them more than happy to help after hours if needed. 3. Independence. I hate being micro-managed. Therefore, I try hard not to micromanage others, no matter how tempting. I hired these folks for a reason, and I gave them enough direction to take the ball and run. 4. We genuinely cared for each other. Even though we were virtual, we made sure to connect. When we had a chance to see each other in person, we would make it a point to go out and shoot the breeze. We learned about each others' kids, pets, parents....we knew each other as people. 5. We protected each other. When someone tried to place blame on an individual, we stood together as a team. Our team did not do the blame game. We took credit together and we took criticism together, but we did not allow all of it to fall on only one individual. It's the kind of team I hope to lead again. #EndofWeekReflection

After a couple of years in management roles this is what I have observed. The strength of any team relies on the quality of the individual welfare of the team members. And therefore in any role that we play in companies especially managerial, it is important to ask ourselves: 1. Do I understand the needs/welfare of the team members? 2. How can I bridge the gap between achievement of company goals and team satisfaction? 3. Do I truly know the team as people, their strengths and weaknesses ? And how can I support them to become better in their roles ? Often we may focus on the goals of the company, and we should because that is the core agenda, but for a company to truly excel, it needs that unwavering loyalty in the team and that can only be arrived at when systems that underscore the needs of the team are created and implemented. (Within reason and logic of course) Loyal employees/team members are not simply 'found', rather they are cultivated and grown through a symbiotic relationship with the company, ensuring maximum output and work satisfaction. Because at the end of the day a successful company needs a team that is happy to work and NOT simply surviving the work.