So, they got what they wanted
Vol. 2, Edition 7, October 2024
Hi, friend,
Sometimes a team gets exactly what they want. But then they don’t know what to do with it.
- They wanted to learn and grow. But now feedback takes the wind out of their sails.
- They wanted to be on a great team. But now they cringe at the idea of team-building activities.
- They wanted to work at a company with strong values. But now they’re not sure how to put those values into action.
It’s not enough for a company to give employees what they want. Those intangible benefits must be delivered with strong communications.
But as a comms pro yourself, you already knew that. In this issue, we’re supporting you with ideas and more ideas to help you along the way.
Here’s to getting what you want,
Mary Pat Nimon
President
idea one
Feedback is kindness
At WordsFresh, we believe feedback is a form of kindness. There’s no better way to improve communications today and develop stronger skills for the future.
How can you develop a culture that normalizes the practice of reviewing work and providing feedback? Develop a culture of trust built on a set of clear ground rules.
Here are ours:
- I will ask for the type of feedback that would be most helpful to me – Whether it’s editing, proofreading or reviewing, I will be clear about what I need.
- I will not ask for editing unless I truly want it – If I’m seeking praise, I will be honest about that and not disguise it as a request for detailed feedback.
- I will give feedback in a way that doesn’t diminish others – My feedback will be constructive, respectful and focused on improving the work, not criticizing the person.
- If I don’t have time to provide feedback, I will say so – I will be honest about my availability and trust that it’s okay to set boundaries when asked for feedback. (This ensures others don’t hesitate to ask for feedback, perceiving I am too busy.)
- I trust that feedback is given in the spirit of kindness and improvement – I will remember that feedback is meant to help make the work better, not as a personal critique.
- I will always thank the person who gives me feedback – I will show gratitude for their time and effort in helping me improve my work.
These ground rules can be established in a casual team conversation or even put into a formal agreement.
When feedback is seen as kindness, growth becomes a team sport.
idea two
Team-building ideas that won’t annoy your team
Maybe, just maybe, your team doesn’t love zip lines or trust falls. So, if you’re looking for team-building activities, you have to be a bit more creative.
Lately, we’ve seen teams …
- Making customized candles at a local shop (okay, that was us)
- Golfing at one of the new driving ranges that electronically track the ball
- Taking a ghost tour (during daylight hours)
Chances are good your team has their own ideas. But we have more, too.
idea three
Should we rename company values?
Company values might need a new name. The term seems to imply moral imperatives – things like honesty, kindness and integrity. Although no one wants company values and personal values to conflict, they’re just not the same thing.
The process of setting company values helps define and express the traits that make employees successful and ultimately drive company success as well. When team members succeed, it’s often because they demonstrate these traits. The reverse is also true.
Yet so often we see “honesty” or “integrity” listed among a company’s values. These are really just conditions for employment.
The people who work at WordsFresh demonstrate integrity each day. But you won’t see integrity among our company values. That would be like saying you have to obey gravity. Integrity goes without saying. Integrity just is.
Instead, we’ve defined the traits that lead to team success and high-quality client work:
- Solver of problems
- Curious
- Optimistic
- Reliable
- Exceptional
Do your company values express the traits that make your company successful? How can you bring those to life?
(& a meme)
So, they got what they wanted
Vol. 2, Edition 7, October 2024
Hi, friend,
Sometimes a team gets exactly what they want. But then they don’t know what to do with it.
- They wanted to learn and grow. But now feedback takes the wind out of their sails.
- They wanted to be on a great team. But now they cringe at the idea of team-building activities.
- They wanted to work at a company with strong values. But now they’re not sure how to put those values into action.
It’s not enough for a company to give employees what they want. Those intangible benefits must be delivered with strong communications.
But as a comms pro yourself, you already knew that. In this issue, we’re supporting you with ideas and more ideas to help you along the way.
Here’s to getting what you want,
Mary Pat Nimon
President
idea one
Feedback is kindness
At WordsFresh, we believe feedback is a form of kindness. There’s no better way to improve communications today and develop stronger skills for the future.
How can you develop a culture that normalizes the practice of reviewing work and providing feedback? Develop a culture of trust built on a set of clear ground rules.
Here are ours:
- I will ask for the type of feedback that would be most helpful to me – Whether it’s editing, proofreading or reviewing, I will be clear about what I need.
- I will not ask for editing unless I truly want it – If I’m seeking praise, I will be honest about that and not disguise it as a request for detailed feedback.
- I will give feedback in a way that doesn’t diminish others – My feedback will be constructive, respectful and focused on improving the work, not criticizing the person.
- If I don’t have time to provide feedback, I will say so – I will be honest about my availability and trust that it’s okay to set boundaries when asked for feedback. (This ensures others don’t hesitate to ask for feedback, perceiving I am too busy.)
- I trust that feedback is given in the spirit of kindness and improvement – I will remember that feedback is meant to help make the work better, not as a personal critique.
- I will always thank the person who gives me feedback – I will show gratitude for their time and effort in helping me improve my work.
These ground rules can be established in a casual team conversation or even put into a formal agreement.
When feedback is seen as kindness, growth becomes a team sport.
idea two
Team-building ideas that won’t annoy your team
Maybe, just maybe, your team doesn’t love zip lines or trust falls. So, if you’re looking for team-building activities, you have to be a bit more creative.
Lately, we’ve seen teams …
- Making customized candles at a local shop (okay, that was us)
- Golfing at one of the new driving ranges that electronically track the ball
- Taking a ghost tour (during daylight hours)
Chances are good your team has their own ideas. But we have more, too.
idea three
Should we rename company values?
Company values might need a new name. The term seems to imply moral imperatives – things like honesty, kindness and integrity. Although no one wants company values and personal values to conflict, they’re just not the same thing.
The process of setting company values helps define and express the traits that make employees successful and ultimately drive company success as well. When team members succeed, it’s often because they demonstrate these traits. The reverse is also true.
Yet so often we see “honesty” or “integrity” listed among a company’s values. These are really just conditions for employment.
The people who work at WordsFresh demonstrate integrity each day. But you won’t see integrity among our company values. That would be like saying you have to obey gravity. Integrity goes without saying. Integrity just is.
Instead, we’ve defined the traits that lead to team success and high-quality client work:
- Solver of problems
- Curious
- Optimistic
- Reliable
- Exceptional
Do your company values express the traits that make your company successful? How can you bring those to life?
(& a meme)
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Three fresh ideas (and a meme)
Our monthly take on today’s marketing and communications topics… and a little fun, too.
