How does an executive cultivate an attitude that will cascade throughout the organization and deliver desired results?  It's a tradition to begin each new calendar or fiscal year by taking stock of our business and thinking about how we want it to grow. Altering the life of the business starts here, and if employees are truly engaged, it sets the tone for the year.

"The greatest discovery of my generation is that a human being can alter his life by altering his attitudes of mind."
- William James

"Engaged employees are not just happy or proud. They are what we call ‘enthused and in gear,' focusing their talents to make a difference in their employer's success," explained Christopher Rice, BlessingWhite president and chief executive. "We found that only 18% of survey respondents had all the pieces of this engagement puzzle in place."

Gratitude

Research shows that gratitude is an important emotion for good mental health.  As we get ready for 2011, it is important to take time to reflect on the good things in our lives and prepare for the future. A good way to do this is by writing a letter to a friend, co-worker or loved one expressing your gratitude.

There’s no denying that occasional, unexpected rewards from management can really lift a group’s spirits. Thoughtful gestures such as a surprise lunch together, tickets for an event that can be shared later with a spouse or a snazzy new espresso machine for the office speak louder than words for saying, “We appreciate you.”

When budgets were especially tight this past year, smart companies rewarded heavily burdened employees with bonus paid time off. Whether it was a half day, a full day, or a chance to plan for leaving early on Friday afternoon, these companies showed they really cared about taking the “mean” out of lean times.

But boosting morale in a consistent, meaningful way is a day-in, day-out way of life for businesses who want to retain valuable talent. Here are some best practices from the champions:

• Communicate honestly & clearly about where the company is headed and what management is doing to get there. Give employees a choice of ways to submit questions and give feedback to management. Conduct an employee survey to find out what their current perceptions and concerns are. Address their concerns.
• Don’t shy away from difficult conversations. Your silence leaves a void for gossip and (probably inaccurate) speculation, while your straightforward honesty builds trust and credibility. Respond to employee questions, even when you have to admit you don’t know the answer or have made a mistake that requires a course correction.  (click below to see the entire list...)