I was trying to figure out a way to justify a week’s paid vacation for myself and my Long Island and Stamford accountant firm staff due to the shutdown (still going on, as I write this Monday morning), but I couldn’t come up with anything good.
Ah well … as of right now extended returns ARE still due tomorrow, we’re pretty busy all around these days anyway at Team Kessler — so back to work it is!
But speaking of staff, I thought I’d share, today, my metric for making decisions about rewarding them when they go above and beyond the call of duty. I try not to be knee-jerk about these things, and so here is how I consider it.
Thought you’d find it useful…
Your Long Island and Stamford Accountant On: Rewarding Staff Effectively
“Your habits become your values, your values become your destiny.” -Mahatma Gandhi
Early in my career as a manager, I discovered that when one employee receives a reward or bonus, some coworkers could respond with a little resentment or skepticism.
Until I learned to base these kinds of decisions on objective metrics, such as sales or productivity, my rewards only had sporadic success.
Now, however, these are the kinds of things I look for among my Long Island and Stamford-based staff …
• Specific Job Performance. Spell out requirements in unambiguous terms, and give rewards only to those who exceed expectations.
• Customer Satisfaction. Have you received positive feedback about employees from clients, customers, or coworkers? Document the feedback for use when making reward decisions.
• Cost Awareness. Look for workers who take steps to save money for the organization without sacrificing quality. Calculate the value of their cost-cutting contributions when deciding what kind of award to give.
• Company Policies. Document your employees’ compliance (or lack thereof) with rules regarding such issues as attendance, job performance, and respectful treatment of others.
• A Positive Attitude. This can be tricky to measure, but you can still document an employee’s eagerness to work, willingness to learn, and ability to support the team in a positive manner.
I would ask that you forward this article to a Long Island and Stamford business associate or client you know who could benefit from our assistance–or simply send them our way. These particular articles relate to business strategy because, as you know, I’m a Profitability Consultant who also happens to specialize in tax preparation and planning for Long Island and Stamford families and business owners. And we always make room for referrals from trusted sources.
Warmly (and until next week),