The leaders of the Western States Insulation Industry will be meeting in Palm Springs on March 25th at the Riviera Palm Springs with a group dinner to be held on March 24th. While the deadline has passed for making reservations under the group block at the Riviera Palm Springs, WICA is still requesting an RSVP from all WICA members who are planning to attend. To provide your RSVP online, please click here or to download the pdf registration form, please click here. The deadline to provide your RSVP for the meeting is Friday, March 13th._READ_MORE
WICA has recently published the 1996-2014 Industry Hours Report which can be found online on the WICA website under the “Members Only” section of the site. To access the “Members Only” section, please log in to your WICA Website Account. If you do not remember your login or password to the website, please email Sarah Hill and she can send you updated information._READ_MORE
Registration for the WICA 2015 Nor. Cal. Golf Tournament is open. This year’s event will take place at a new-to-WICA course, the Chardonnay Golf Club located in the Napa area on Monday, May 18, 2015. The shotgun start will be at 12:00PM and a BBQ Lunch will be provided to all attendees prior to teeing off. Following the tournament, a dinner and awards ceremony will be held in the clubhouse. Registration fees of $125 per person for members and $175 per person for non-members include participation in the tournament, lunch and awards dinner. Additionally, WICA will be offering hole sponsorships at the tournament for the price of $200 for members and $250 for non-members. To register online to participate in the tournament, click here or download the pdf registration form here. The deadline to register is Friday, May 8, 2015._READ_MORE
The WICA 2015 So. Cal. Golf Tournament was held at the beginning of February on a beautiful day at Oak Creek Golf Club in Irvine, California. At the end of the day, two teams rose to the top as the first place title went to the team of Jim Epps, Terry Baptista, Matt Kipphut, and Graham Brown with a score of 11 under par. Just two strokes behind, coming in at second place was the team of Raffi Ghazarian, Steve Butler, Matt Hacker, and Manny Pacheco. Additionally, the closest to the pin winners included Anthony Cosenze, Dan Ducusin, Russ Huff, and Steve Butler.
WICA would like to, once again, thank the sponsors of this year’s tournament which were: Aeroflex USA, Inc., Armacell, Bay Insulation Supply, Distribution International, DUNA USA, Farwest Insulation Contracting, Frazer, LLP, Insul-Therm International, Inc., Johns Manville, JM Industrial Insulation Group, Knauf Insulation, Manson Insulation Products, Morgan Thermal Ceramics, Owens Corning, Performance Contracting, Inc., and Unifrax | LLC.
Do your employees drag themselves into work? When you ask them to stay back for a meeting or complete an additional task, do they immediately jump into action, object or reluctantly agree. When employees don’t feel appreciated, they will not go the extra mile. The clock is at the uppermost part of their minds.
Use these 10 tips to help improve employee morale and boost productivity:
1. Connect with your team. As a leader you should be seen. Be visible. Make your presence felt. Don’t just lock yourself in your office whole day and only communicate with staff when you want something done. It would be good to walk around on mornings to greet staff, then during the day, take quick walks through the office. Send motivational quotes, positive insights, etc. Get to know your employees. Find out about their interests. When next you meet them remember what you discussed, they would be appreciate how you were attentive.
2. Show that you sincerely care about their well being. I can’t emphasize this point enough. If a staff member is on extended sick leave or loses a family member. Just pick up the phone and call them. Be genuinely sympathetic. Send a card or flowers. If one of your employees passes away, try to attend the funeral service, don’t just focus on getting a replacement. Staff won't forget this type of behavior. I had a supervisor who had poor people skills, her sole fixation was on results, sadly though when she retired none of the staff wanted to speak when the floor was opened. It was a very short retirement program.
"If you treat people right they will treat you right 90 % of the time." – Franklin D. Roosevelt
3. Be Fair and Neutral. We know too well about office politics and favouritism. It’s really sad when employees can tell who will be getting the next promotion because of their close relationship with the manager. Furthermore, don’t hold personal grudges, don’t send angry e-mails, swear, lose your temper or ignore your staff, especially in front of other employees. Gave constructive feedback rather than criticize. Treat everyone with respect.
4. Advocate for your staff. Exhibit loyalty to your employees. In some cases, if a complaint is made against an employee, the manager is quick to jump in and suddenly all the good the employee has done is cast into the sea of forgetfulness. Don’t be the judge, jury and executioner. When your people are facing difficult challenges and morale is sinking, be the ultimate leader and take the bullet for your team.
5. Employee Empowerment. Micro managing; breathing down someone's neck all the time can be very disheartening. Sometimes knowing when to step back and let your employees do their work is what they need. Encourage your workers to come up with ideas. Give them responsibility. Let the lead a project. Delegate and assign tasks. Recognize the different type of employees; Some may rely on this style to effectively perform but most will loathe it.
"Managers light a fire under people; Leaders light a fire in people." – Management Consultant Kathy Austin
6. Open and Honest two way Communication. Keep employees informed. Don’t let them have to hear of upcoming changes through the grapevine. Make sure top management is available and engaging. Have an open door policy where you can be seen as approachable to your subordinates. Listening to employees -Have an atmosphere where employees ideas and suggestions are valued. Don’t have surveys and suggestion boxes then when feedback is given, you simply ignore it.
7. Champion Team Building Activities. Encourage a family atmosphere at work. Recognize Birthday’s. Have regular meetings and office activities such as talent shows, group breakfast / luncheons and different events that will promote a sense of togetherness and belonging. You may want to host some of these activities off site for a change of scenery.
8. Reward and Recognition - Offer incentives. Always reward staff for good work, and not only top performers include those who are improving or doing their best. Additionally, don’t just wait for this occasion, you can always recognize employees by communicating to them the great job they are doing. Give Specific Thank You’s. Show employees the results of their hard work. Make them feel as though they are a major part of the business. Keep them up to date with the performance of the company this will motivate them to give more.
9. Training. One of the top reasons employees leave a company is the lack of development opportunities. Staff members can interpret an employer’s unwillingness to invest in training as a disregard for their professional development. Acknowledge and encourage strengths, recognize the different skills they possess and recommend training for them. Subsequently, If a staff member has informed you they want to move to another department support their wishes, don’t be an obstacle to them.
10. Employee Development. Grant time off to employees to pursue projects, family commitments, educational or personal development programs. Take an interest in their progression. Where possible be flexible. If employees have to go through the red tape every time to get time off. They will just prefer to call in sick. Work with them for a suitable arrangement. Have ways they can work back the hours. If not have a discussion but don’t just give them the axe.
"Great leaders don't blame the tools they are given. They work to sharpen them." – Simon Sinek
Taking Action: When you get to the the root of the problem try to make changes. It may be a system that cannot be changed, well try to find ways to work around it. Let employees see that you are really intent on improving their work environment. You may not please everyone but in the end you will gain their respect.