I saw a great post by my good friend Krista Francis recently on honeymoons at work, and it came just as I was crossing my first “work anniversary” at my current employer. If you haven’t read it yet, it will cause you to stop and think when you realize how important the first interactions new hires have with your company (hint: the “honeymoon” stage should last more than one hour!).

I rarely celebrate or dwell on anniversaries at work. I’m one of those people who will work at a place until it’s no longer interesting or challenging and then move on to another employer, so I measure my work in experiences and relationships, not years. Some people care about how many years they’ve been with an employer, but there are plenty who do not.

On a related note, I have never been a fan of seniority-based awards. However, when I was listening to Dave Ramsey the other day I heard him say something interesting. I don’t remember the exact quote, but paraphrasing: We don’t believe in paying people according to how many years they’ve been here. But I realized recently that we are very tough on people to produce results. If you aren’t producing results, you go work somewhere else. If that’s the case across the board, then we really do pay people somewhat according to their seniority level. If you’re still working here you must be doing something right. 

That one idea twisted my head around in a circle. While I still think celebrating years of service just for the sake of it is fairly useless, I do like the idea of recognizing that people who are still engaged in their work and producing solid results after a long term track record has been established. Of course, many companies hold onto poor performers for a number of reasons, but for those with a strong performance appraisal system, it’s an interesting way to look at longevity in a position.

I’ve been with my company for over a year now. People still come up and ask me, “Do you still like your job?”

I must still be in the honeymoon phase, because my response never deviates: I love it.

Ever had a “honeymoon” at work turn sour? Or maybe you still feel like you’re in that stage despite a long tenure? I’d love to hear about it!

I’ve always been of the opinion that companies should hire for will and train for skill. While you can train someone on how to perform task X, you can’t train them to be excited and energetic. And I’m not the only one who thinks that way. I heard this great segment on the Dave Ramsey show recently and it made so much sense from a talent management perspective that I just had to share.

We have five books that we give you when you are hired, and they\’re short, easy-to-read books. All teach a core value—a principle—that we espouse inside of our organization. You\’re required to read all of them within the first 90 days of employment. Continue reading

Gossip is degrading and will destroy an organization.  It is important to develop and maintain a culture in which negatives are handed up and positives are handed down. –Dave Ramsey

What would happen if your employer banned office gossip? How would people react? Well, a company led by Dave Ramsey did just that, and they\’ve had some interesting results.

Below is the link to the audio file so you can listen to the explanation for yourself (and you should!). I\’d love to hear your opinion of the policy. Is it feasible? Would you like to work for a company with a “no gossip” policy? Why?

“No gossip policy” audio

Photo by babrosa.