By Edgar Blunt of Denham Resources
Central California is a great place to work. The leaders of valley companies know that a motivated, happy employee is one who will work hard for the good of the company. An informal survey of a dozen valley companies shows that executives are hard at work to be forward-thinking in their attempts to create ideal working environments. Specialized employee trainings, handwritten notes from the boss, and even big red clown noses are thrown into the mix to ensure that employees are motivated every day to do their best.
When we asked valley executives what they do to create an ideal working environment for their employees, nearly every one of them said that recognition is key. Employees want to do well in their jobs and they want the recognition for a job well done. Jayme Plunkett, co-CEO of Decipher, says that the foosball table and the free food “…are great, but we find they are not as rewarding and long-lasting as personalized recognition.”. The executives at Sierra Pacific Orthopedic Group would agree. Jason Bailey, VP of HR and Operations, sends out 5-10 handwritten notes per week commending employees for good work and when a staff member or department receives a note or phone call from patients praising their work, every member of the company gets a copy of it. At Educational Employees Credit Union, employees are recognized for having perfect attendance and receive the BRAVO award for work that goes above and beyond the call of duty. Even though we’re all grown up now, we’re still the same people for whom a gold star on our papers went a long way. These executives hand out as many gold stars as they can.
Another common technique valley companies use to promote employee satisfaction is to encourage a high level of feedback from the employees. Priscilla Stuebner of Milano International describes it as having “low fences” that allow “easy access at all levels of the company”. Milano employs outside firms to come in for sessions that have led to improvements like low-cost health insurance that is available for new and part-time employees. Employees who have a voice in their company know that they matter there; their work and their ideas have an impact. The owner of Valley Yellow Pages loves to hear those voices; he has an open-door policy and works to make himself accessible to the staff. So does Richard Barnes, the President of Resource Lenders, who is very anti-voicemail. He believes in answering his phone and hearing what people have to say.
Many other valley firms motivate their employees through training. Pelco has an unconventional orientation for new staff members that, according to HR Manager Nora Barber, “..create(s) engaged employees who are able to articulate Pelco’s culture.” The orientation sessions include 40 new employees from all over the world. They are taken on a tour of the Pelco campus, participate in team-building exercises, see a presentation by the CEO of the company, then meet with the VPs of each function to learn about their new department. Through this training, employees know from the beginning that they are an important part of the functions of the company.
Of course, happy employees are also ones who are having fun. People want to go to work when they know that something great could happen every day. The employees at Sierra Pacific Orthopedic Group have photo contests to see which department can take the funniest picture and they’re not surprised to find themselves in an informal meeting with an HR VP wearing a clown nose. The 250 staff members of the Fresno Surgical Hospital never have to think about what they’re doing for lunch. The company provides it for them, free of charge. Resource Lenders has a break room with a full kitchen, LCD televisions and couches everywhere that invite relaxation. And if they need a little more relaxation, employees can count on a ten-day trip to any destination in the world as a reward for ten years of service with the company. Whether they are large or small, these perks work to motivate employees because they are thoughtful.
Wikipedia defines motivation as: the internal condition that activates behavior and gives it direction; and energizes and directs goal-oriented behavior. Truly motivating employees is a process, not a task. Obtaining positive results takes a great deal of effort and requires continual learning from books, seminars, consultants, surveys and programs. Ralph Waldo Emerson said, “Nothing great can be accomplished without enthusiasm”. The successful leaders know that motivation is integral to creating a great company and are enthusiastic about continually improving the process. For those valley executives who are passionate to create a great company to work for in the Central Valley and thus making life better for their employees though motivation, gold stars for you!
