This has perhaps been the LOOONNNGGGEESSST month in my Crazy Little Man's life. I swear he has done nothing but talk about his birthday since March began. We even had a rule: No more talking about your birthday before Daddy's birthday, or before we go on Safari. Once that was taken care of, he could then talk again about his birthday.
And boy did he! While I was in Gabarone, apparently all he did was talk about his birthday, and how he was going to be 5, and what that meant to everyone. It was nuts, and my wife was perpetually in search of the tylenol (paracetamol) to end the agony.
Today is the day, though! Happy birthday Little Man! This year is going to be huge for you. We're going to move (another topic he brings up with alarming frequency) and start big boy school. That's a lot for a little 5 year old. He's 5, and will now have lived on 4 continents. Crazy, no?
His party is tomorrow morning, and then on Sunday we're taking him to see the Lego Movie. He's very excited about both. Hopefully the rain stays away for the party, and he has a good time. Needless to say, we've farmed out the party to a venue, and they do a very good job with parties, so we're not worried.
Yesterday we went to his school to bring cupcakes and have him sing. It was extremely cute. They also gave him a book with nice things about him. He'll definitely miss being at that school, but I think he's excited about going to South America.
So here's to you, CLM. Hope you have a great day, and roll on this weekend, eh?
Friday, March 28, 2014
Thursday, March 6, 2014
Acknowledge Work Done Well
We are in the twin seasons of EER and Awards here at Mission South Africa. It's the chance to rate someone on the work they've done, but also to reward them for work that is done well. You'd think this was an easy concept to get, but it's something that many managers have trouble with in the Foreign Service. The job of a Manager is to motivate his staff, especially in these times when wages are flat and the work has increased due to staffing issues. While it is nice to have a good EER, you should also reward your people by publicly showing them that you appreciate the work they have done.
Here's something for all Manager's to remember about recognizing your staff. It may be the thing that keeps them from looking for other work:
1) Do not delay recognition. If someone is doing a good job, recognize them NOW, not with the promise of a larger award later. Later may not come, and this leaves the person dejected and does the opposite of motivate them. If they are doing a good job, recognize it.
2) Make sure everyone that worked on a job gets the recognition. If you leave someone out, this can cause resentment. Ensure that everyone that played a part in the award gets recognized for their part.
3) Try not to recognize the same people over and over. Focus on people who are doing their job well, and have gone the extra mile who ordinarily don't get awards. While you can give the water-walkers an award, make sure that you also recognize the unsung heroes.
4) They've worked hard for you, spend some time on the award nomination. This is a major problem. Since I'm a Management Officer, one of my jobs is serving on the awards committee. I can't tell you how many times I've read an award for Meritorious Honor (One of the highest we can give out) that is only 3 sentences long, including the names. If the people deserve the award, then spend the time justifying it.
5) Deflect Criticism for Awards Given. Many times at awards ceremonies, you'll hear murmurs at the sound of people's names. If you hear someone saying that one of your people didn't deserve an award, set them straight. Be nice about it, but set them straight about the work your staff did and why it was deserved. Believe me, it'll get around that you did this, and your staff will respect you more because of it.
These aren't hard and fast rules, but guidelines on how to recognize good work. Sometimes it's the only thing keeping someone from deciding that they can do better somewhere else.
Here's something for all Manager's to remember about recognizing your staff. It may be the thing that keeps them from looking for other work:
1) Do not delay recognition. If someone is doing a good job, recognize them NOW, not with the promise of a larger award later. Later may not come, and this leaves the person dejected and does the opposite of motivate them. If they are doing a good job, recognize it.
2) Make sure everyone that worked on a job gets the recognition. If you leave someone out, this can cause resentment. Ensure that everyone that played a part in the award gets recognized for their part.
3) Try not to recognize the same people over and over. Focus on people who are doing their job well, and have gone the extra mile who ordinarily don't get awards. While you can give the water-walkers an award, make sure that you also recognize the unsung heroes.
4) They've worked hard for you, spend some time on the award nomination. This is a major problem. Since I'm a Management Officer, one of my jobs is serving on the awards committee. I can't tell you how many times I've read an award for Meritorious Honor (One of the highest we can give out) that is only 3 sentences long, including the names. If the people deserve the award, then spend the time justifying it.
5) Deflect Criticism for Awards Given. Many times at awards ceremonies, you'll hear murmurs at the sound of people's names. If you hear someone saying that one of your people didn't deserve an award, set them straight. Be nice about it, but set them straight about the work your staff did and why it was deserved. Believe me, it'll get around that you did this, and your staff will respect you more because of it.
These aren't hard and fast rules, but guidelines on how to recognize good work. Sometimes it's the only thing keeping someone from deciding that they can do better somewhere else.
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