6 Things You Think Your Employees Like, That They Really Hate

I’ve been fortunate enough to have worked with many diverse companies over the past years as an NYC corporate team building event planner, and in that time have had many conversations not only with managers like you, but with rank-and-file staff who participate in group bonding events.

There’s a lot than an outside observer can pick up through these candid, off-the-record conversations, usually held after the event is over, while everyone is unwinding and feeling particularly relaxed. Among the most interesting things I’ve gleaned during these off-the-record chats with employees – regardless of company or industry – are the ways in which management attempts to do things in the name of “workplace morale,” “teamwork” and “performance motivation” which, in actuality, produce the opposite: low morale, poor teamwork and decreased performance.

How can this be? Let’s take a look at some of the more common refrains I’ve heard:

1.         All-Company Meetings – While the intention to keep staff appraised of the status and direction of the firm is noble, unless there is something truly newsworthy to share which impacts everyone – EVERYONE – these meetings are often regarded as a waste of time among the rank-and-file.

2.         Chachkis – Employees really hate getting unusable trinkets and other cubicle junk from management, emblazoned with the company logo and some sort of “Ra-Ra” slogan – especially those low on the totem pole, working hard for not a lot of money. They find it condescending, as well as demoralizing (I once worked for a firm where, upon arrival, each employee was given a clock with, “It’s Your CLIENT’S Time – Record it Accurately!” printed on it. I felt like crawling into a hole and dying).

3.         Token “Sharing the Wealth” – Employees know when their efforts have benefitted the company, and want to feel like they are reaping some of the reward for their efforts. The only thing more frustrating for employees than not receiving any kind of reward or recognition for a job well done, is receiving a “token of appreciation” completely incommensurate with the benefit to the organization (another personal experience of mine: while working in the client service industry, I once slaved an entire summer in “crisis mode” on behalf of a client in trouble – meaning 12-hour days and every weekend. My company got paid handsomely by the client for every hour I logged; my reward? A box of chocolates. A 4-piece box, no less).

4.         Lame Bonding Activities – While I commend companies who care enough about their employees to offer team building activities – ANY activities, be they trivia, scavenger hunts, cooking classes or a thousand other options – the fact is that plenty of these so-called “team building events” are just- well, lame (trust falls, anyone?) The fact is that corporate team building doesn’t have to be lame, and employees are smart enough to know that.

5.         “Trial” Relaxed Dress Codes – This is an interesting one that I’ve heard enough times to include here. Staff wants to know what the dress code is, period. While it’s my belief that strict dress codes hurt workplace morale, playing around with “trial periods” of “casual Friday,” “business casual” or the like only serves to get people’s hopes up, when it seems that often the decision is made to go back to business attire anyway. Make a decision one way or another, but make it clear – and final.

6.         “Brainstorm Rooms” – Does your company have a space dedicated to “brainstorming?” Is it strewn with white boards, bean bag chairs and bouncy rubber balls? Do yourself a favor – get a foosball table and a Wii, and turn it into an official “rec room,” because staff will rarely retreat to a dedicated “brainstorm room” unless ordered to do so for a meeting with the boss.

It’s often difficult to see the forest through the trees when it comes to making employees happy in the workplace. The best advice, of course, is to ask your staff flat out: what can we, management, be doing to make your work experience more effective, more productive and more enjoyable?