2018 Summer Outing??? Somethings to Consider

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2018 Summer Outing??? Somethings to Consider

Work can be stressful at times and it’s vital for all of the team to step outside the office to recharge. With summer generally more casual, it’s an ideal time to sponsor a company get-together. Summer outings are fun and events most look forward to attending. They can also foster a more cohesive and positive workplace. Summer is right around the corner, and this is a perfect time to consider your outing. And you do not have to break the bank to effectively host one. Make certain your great intentions are well received!

Some of the Perks:

Within most organizations there is a set workflow. We most likely connect and work with the same people each day due to job function. Outings break the barriers.

Building a solid team is an ongoing process and it is important to consistently make sure your team is working well together and reaching goals smoothly. Employees interact everyday at work, but a summer outing can be a catalyst for more team chemistry, if its presented properly.

Parallel to the old saying “all work and no play”; everyone needs time off to relax outside the office. Summer outings provide fun and festivities to reduce employee burnout. Once it’s time to get back to the everyday grind, everyone should feel recharged. Outings can create more energy in the workplace, leading to stronger and more productive teams!

4 Things To Think About:

1) WHEN IS THE BEST TIME:

If possible try to pick a day that will make employees feel appreciated and have the lowest impact on company productivity .  Friday’s in the summer are generally the slowest day of the work week. Many companies try to plan for a Saturday, but you have to keep in mind how that will be received by many of your company’s weekend warriors, families with children’s schedules to consider and people that already feel they dedicate enough time to corporate life during the week. 

2) ENGAGE YOUR EMPLOYEES

There are easy to use online interactive survey tools that are relatively inexpensive.  Put together a short list of questions: some multi-choice, some typed answer.  Use this information as a starting point.  Then determine based on demographics what employees might enjoy.  Google has plenty of fun summer ideas.  Make sure you account for seasonal weather. It’s always beneficial to have a B-plan.

3)  WHAT IS YOUR OBJECTIVE:

Are you simply saying “we appreciate your work”?  Trying to team build or just pulling the people together for a non-office event?  If you are hosting a day retreat, I recommend a Monday or Friday. Multiple day events can be costly even if they are effective. There are plenty of alternative’s to spending money on summer outings that take less time away from work.  We can even have some fun delivered in a box weekly, monthly or quarterly.  Our fun even has a proven ROI. Make a positive impact and collaborate with others within your organization. 

4)  COLLABORATIVE PLANNING

You may have the perfect recipe, with on the ingredients to make the best cake but double-check with a fresh perspective from 1 or 2 colleagues.  This is supposed to be fun and keep it consistent with your objective.  Design different activities for people of all skills and ages.  Keep it interactive.  And when the big day comes, relax.  Only a few people will ever know what was supposed to happen on paper.  Build a party, let the people bring the fun. Enjoy.

The Think Tank:

1)  VOLUNTEERING

Determine a worthy cause that your company supports.  By coordinating a day of volunteering you create a sense of community and help others.  This is good for the mind and body. Being in business sometimes means giving back to the community.  Cash is king, but it’s not everything.  Team building and personal reward are just two of the benefits your time will reap.  Think of the impact you will leave!

2)  BBQ OR FINGER SANDWICHES

Think of the wedding you attended last year.  What do you really recall?  The food, the music, the menu and the people!  Don’t get too hung up on every little detail, it’s supposed to be fun for you planning it as well as those in attendance.  Give them something to remember.  Keeping the food selection on the down low will create interest and keep people in suspense.  Everyone loves great food and eating a meal together can improve employee relations.  Watch the amount of employer sponsor alcohol, that can hurt employee relations.

3)  DODGE BALL OR KICKBALL

Form teams randomly.  You want to cultivate new relationships.  People will understand and become more familiar with co-workers they normally “see in the hall”. Make sure the activities match up with your demographics and culture.

4)  F1 RACING OR ROPES COURSES

This is a great activity if you work with adventurous people. Check your local area. Corporate group discounts are often available and they are accustomed to handling these events regularly.  They may be a great resource with planning as well.

Check out your own backyard.  Philly Duck Boats are WWII amphibious vehicles that have been reborn.  Tour guides give insight to our great city and reveal much of the great history we may have never known or remind us of what we once learned.

YOUR NEXT SUMMER OUTING SHOULD BE FUN AND INCORPORATE TEAM BUILDING ACTIVITIES EVERYONE WILL ENJOY.

Contact Synurture. if you need a hand.  302-668-9131


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The Defining Elements of a Winning Culture – Harvard Business Review

Winning behavior starts at the top. If you want to take a “reading” on how well your message is received just ask your organization’s foot soldiers or better yet, have someone outside your organization gather some information from people throughout the company. Everyone should know exactly what message is being transmitted from behind closed doors: even if they never directly see or know what’s on the PowerPoint slide. Harvard Business Review’s research revealed seven traits of strong cultures:

  • Honest. There is high integrity in all interactions with employees, customers, suppliers, and other stakeholders.
  • Performance-focused. Rewards, development, and other talent-management practices are in sync with the underlying drivers of performance.
  • Accountable and owner-like. Roles, responsibilities, and authority; all reinforce ownership over work and results.
  • Collaborative. There’s recognition that the best ideas come from the exchange and sharing of ideas between individuals and teams.
  • Agile and adaptive. The organization is able to turn on a dime when necessary and adapt to changes in the external environment.
  • Innovative. Employees push the envelope in terms of new ways of thinking.
  • Oriented toward winning. There is strong ambition focused on objective measures of success, either versus the competition or against some absolute standard of excellence.

Your company should be hitting on at least 3 of these if you want to thrive and lead. If you are not, maybe it’s time to reconsider some corporate policies.

When you are ready for a change, try implementing just ONE of the above by the following these steps. Change doesn’t happen overnight, but developing an idea starts today. In order to best measure success, try:

  • Pick one trait. Write it down.
  • Create action items – Accomplish the goal by a specific date. Make sure the actions are in line with your mission, reasonable and measurable. Write them down.
  • Check-in – Set reminders every few weeks to determine progress. If you are not achieving the desired results change part of your method; ask for other opinions, until you begin seeing desirable effects at your next check-in.
  • Perform a 360 Team Audit – Ask people outside your organization for ideas. Reevaluate periodically.
  • Assess –When you see desired outcome it is time to choose another “trait”. Change begins with you. Success may be not be immediate, starting the process is the first step. The final evaluation will amaze you!

According to the Harvard Business Review, “culture plays a vital role in performance. Winning cultures treat performance as an explicit output and foster an environment that is conducive to generating the best possible results — not just for employees, but for customers, suppliers, and, yes, even shareholders.”  Defining your culture is critically important to achieving goals.

One way companies communicate culture internally is through employee benefits which tie your mission to the bottom-line.  Your culture is communicated by benefit programs throughout your organization. The message received is equally as important as the message sent. We assist your company by making sure one of your most powerful cultural messages is properly communicated and received by your most valuable asset: your employees.

Lifting your company to achieve success is what we do. Need a fresh set of eyes? Call me for some ideas: (610) 314-5693.

Full Article: Harvard Business Review