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Casual Articles - What Does Your Staff REALLY Want?
The law n° 94-01 of January 20 1994 door system of the forests, wildlife and fishing foresaw in his item 71(1) the stop of the exportation of timber to the end of five years, the objective being to favor the economical development of Cameroon while creating value added by the local transformation of a first matter.Carrying research through the Cameroonian ministry of the environment and forests (MINEF), a study on the industrialisation of the system drinks to the Cameroon
• Treat staff as career professionals. Many times, attorneys assume that being a paralegal, legal secretary, or admin assistant isn’t a profession. Aren’t they educated in their field, many with special designations? In many people’s view, professionals always have business cards and the lack of one makes a statement. Not only would this small expense make a big difference in perception, but it’s also a great marketing tool – anyone giving out business cards automatically increases the firm’s exposure in the marketplace.
An ownership attitude will thrive IF the employees are encouraged. If they adopt that attitude and are criticized, ridiculed or fe
For small business owners, the process of selling their business can become more complicated than the process that bigger companies go through when they sell their business. This is because in contrast to big business owners, small business owners do not have ready access to Wall Street investment bankers, merger and acquisition firms, and high priced brokers who can make the process a lot easier. However, this does not mean that small business owners cannot have access to the gui
The 2005 “Best Places to Work” program study showed that, contrary to popular opinion, employee satisfaction didn’t depend on salary. The most given answer as to what makes a company a great place to work is employee empowerment.
And what constitutes employee empowerment? I believe it comes down to a few basic principles, the first of which is encouraging an ownership attitude.
ENCOURAGE AN OWNERSHIP ATTITUDE
I train staff in practical working skills for a law firm: ethics, professionalism, attorney/staff communication, hard skills, etc. At the beginning of many seminars, staff come in discouraged: they feel that they have no power over their own work lives, are just ‘worker bees’, and that their talents are underutilized. They feel frustrated, underappreciated, and overworked.
I ask them about their role in the firm. Without fail, the answers are always based on what their position is – paralegal, legal secretary, receptionist, file clerks, etc. In my opinion, they’re wrong. That is their title, NOT their role. I see their role as much more than the title they’re given. I believe in the ownership attitude.
And what is that? To have an ownership attitude, one must think like an owner and take actions to fix problems.
How can legal staff (who will never be owners in a firm) start seeing themselves in this light and how can we encourage that? A few ideas:
• Let them know their true value to the firm. Staff can make or break a firm. However, most firms rarely let them know their true value. Where would the firm be without them? Appreciation and acknowledgment of their worth goes a long way.
• Encourage innovative thinking. What do you do when staff complains about a process or procedure? Do you ask them if they have a better idea? Ownership attitude means thinking like an owner and taking actions to fix problems. Encourage that thinking. Maybe even come up with a new rule – no complaining unless a solution is also proposed.
• Tell them the firm’s status, goals, and plans. Information is not only power, it’s necessary if you’re truly a part of the team – and staff is very aware of that. Does this mean that staff needs to know private information? Certainly not. But staff can be privy to the general financial picture, goals, ideas, and plans for the future. Is one goal to increase revenue 10%? Ask staff their ideas on cost-saving methods and reward the best ideas.
• Treat staff as career professionals. Many times, attorneys assume that being a paralegal, legal secretary, or admin assistant isn’t a profession. Aren’t they educated in their field, many with special designations? In many people’s view, professionals always have business cards and the lack of one makes a statement. Not only would this small expense make a big difference in perception, but it’s also a great marketing tool – anyone giving out business cards automatically increases the firm’s exposure in the marketplace.
An ownership attitude will thrive IF the employees are encouraged. If they adopt that attitude and are criticized, ridiculed or fee
The need for extra income is becoming higher and higher due to the present days financial positioning. How to get this extra income can prove difficult as most of us have families or partners so we don't want to have to spend more time away from them doing a second job.One way around this of course is if you are able to make money from home, thus spending time at home with your family but still working and earning money. The problem with this is many people don't know where
ENCOURAGE AN OWNERSHIP ATTITUDE
I train staff in practical working skills for a law firm: ethics, professionalism, attorney/staff communication, hard skills, etc. At the beginning of many seminars, staff come in discouraged: they feel that they have no power over their own work lives, are just ‘worker bees’, and that their talents are underutilized. They feel frustrated, underappreciated, and overworked.
I ask them about their role in the firm. Without fail, the answers are always based on what their position is – paralegal, legal secretary, receptionist, file clerks, etc. In my opinion, they’re wrong. That is their title, NOT their role. I see their role as much more than the title they’re given. I believe in the ownership attitude.
And what is that? To have an ownership attitude, one must think like an owner and take actions to fix problems.
How can legal staff (who will never be owners in a firm) start seeing themselves in this light and how can we encourage that? A few ideas:
• Let them know their true value to the firm. Staff can make or break a firm. However, most firms rarely let them know their true value. Where would the firm be without them? Appreciation and acknowledgment of their worth goes a long way.
• Encourage innovative thinking. What do you do when staff complains about a process or procedure? Do you ask them if they have a better idea? Ownership attitude means thinking like an owner and taking actions to fix problems. Encourage that thinking. Maybe even come up with a new rule – no complaining unless a solution is also proposed.
• Tell them the firm’s status, goals, and plans. Information is not only power, it’s necessary if you’re truly a part of the team – and staff is very aware of that. Does this mean that staff needs to know private information? Certainly not. But staff can be privy to the general financial picture, goals, ideas, and plans for the future. Is one goal to increase revenue 10%? Ask staff their ideas on cost-saving methods and reward the best ideas.
• Treat staff as career professionals. Many times, attorneys assume that being a paralegal, legal secretary, or admin assistant isn’t a profession. Aren’t they educated in their field, many with special designations? In many people’s view, professionals always have business cards and the lack of one makes a statement. Not only would this small expense make a big difference in perception, but it’s also a great marketing tool – anyone giving out business cards automatically increases the firm’s exposure in the marketplace.
An ownership attitude will thrive IF the employees are encouraged. If they adopt that attitude and are criticized, ridiculed or fe
Your brand is your promise of value. It is often said that good brands have three primary characteristics: they are authentic, consistent, and differentiated. Of the three characteristics, staying consistent may be the hardest thing to do.The challenge resides with people and discipline. Unfortunately, as your firm grows it becomes harder and harder to keep your brand consistent since everyone needs to believe in and support the brand. All employees must sing the same song,
And what is that? To have an ownership attitude, one must think like an owner and take actions to fix problems.
How can legal staff (who will never be owners in a firm) start seeing themselves in this light and how can we encourage that? A few ideas:
• Let them know their true value to the firm. Staff can make or break a firm. However, most firms rarely let them know their true value. Where would the firm be without them? Appreciation and acknowledgment of their worth goes a long way.
• Encourage innovative thinking. What do you do when staff complains about a process or procedure? Do you ask them if they have a better idea? Ownership attitude means thinking like an owner and taking actions to fix problems. Encourage that thinking. Maybe even come up with a new rule – no complaining unless a solution is also proposed.
• Tell them the firm’s status, goals, and plans. Information is not only power, it’s necessary if you’re truly a part of the team – and staff is very aware of that. Does this mean that staff needs to know private information? Certainly not. But staff can be privy to the general financial picture, goals, ideas, and plans for the future. Is one goal to increase revenue 10%? Ask staff their ideas on cost-saving methods and reward the best ideas.
• Treat staff as career professionals. Many times, attorneys assume that being a paralegal, legal secretary, or admin assistant isn’t a profession. Aren’t they educated in their field, many with special designations? In many people’s view, professionals always have business cards and the lack of one makes a statement. Not only would this small expense make a big difference in perception, but it’s also a great marketing tool – anyone giving out business cards automatically increases the firm’s exposure in the marketplace.
An ownership attitude will thrive IF the employees are encouraged. If they adopt that attitude and are criticized, ridiculed or fe
While you listen in to a consumer (or co-worker, spouse, significant other), your brain is regularly making hundreds of assumptions. Each word, modulation, and attitude of voice is interpreted, but not always as the orator planned. We can clearly see that 2/3rd of all employees feel management isn’t listening to them.We all believe we know how to listen, sure? The reality is that very few people know how to truly pay attention. In our seriousness to serve, we get pulled o
• Tell them the firm’s status, goals, and plans. Information is not only power, it’s necessary if you’re truly a part of the team – and staff is very aware of that. Does this mean that staff needs to know private information? Certainly not. But staff can be privy to the general financial picture, goals, ideas, and plans for the future. Is one goal to increase revenue 10%? Ask staff their ideas on cost-saving methods and reward the best ideas.
• Treat staff as career professionals. Many times, attorneys assume that being a paralegal, legal secretary, or admin assistant isn’t a profession. Aren’t they educated in their field, many with special designations? In many people’s view, professionals always have business cards and the lack of one makes a statement. Not only would this small expense make a big difference in perception, but it’s also a great marketing tool – anyone giving out business cards automatically increases the firm’s exposure in the marketplace.
An ownership attitude will thrive IF the employees are encouraged. If they adopt that attitude and are criticized, ridiculed or fe
I can hear the jokes already and most of them are not politically correct. Let me throw out a word that we often don't attach to work and yet I think it is a word of redemption, of contribution, of achievement, of community, and ultimately, of legacy.Here it is: LOVE.Kahil Gibran proclaimed, "Work is love made visible". I would further clarify his position by insisting that a job is what you do for a paycheck.Work is what you do for a life. It is that energi
• Treat staff as career professionals. Many times, attorneys assume that being a paralegal, legal secretary, or admin assistant isn’t a profession. Aren’t they educated in their field, many with special designations? In many people’s view, professionals always have business cards and the lack of one makes a statement. Not only would this small expense make a big difference in perception, but it’s also a great marketing tool – anyone giving out business cards automatically increases the firm’s exposure in the marketplace.
An ownership attitude will thrive IF the employees are encouraged. If they adopt that attitude and are criticized, ridiculed or feel patronized, the ownership attitude will die a quick death and it will not resurface for years. Staff have long memories – they know when they’re not taken seriously. And they won’t put themselves in the firing line again until the memories have faded for a few years.
An ownership attitude is the first step toward a high performing organization. The other steps are highlighted in subsequent articles.
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