Time Magazine bought a house in Detroit and has moved in. One of their reporters committed to spending a year here in Detroit and writing about it for several high profile magazines. His efforts will be relayed in the form of blogs and articles ‘branded’ Assignment: Detroit.
I think it’s great that someone from the outside has taken an interest in our city and wants to learn how we tick and what makes us the community we are. I am glad they bought a house in the city, in the heart of the city. To truly communicate what this city is made of they need to be smack in the middle of things. I applaud them for doing so. I am eager to read the articles as they are published and I want to stay up to date on the blogs.
Detroit will take on this challenge; the challenge of standing up to yet another ‘outsider’ and showing them what we’re all about. The challenge that what is published in the press does not represent the city as a whole. The challenge that while our former mayor has been in the press just about every day for the past few years, it does not define who we are and what we stand for. The challenge of not letting a down economy define our culture and our people. We’ll take on that challenge, and we’ll win. We have to.
So, Steven Gray moved into Detroit and is going to write about it. He’ll highlight the good and the bad. He’ll talk about the people, the music, the art and the food. He’ll talk about the burned out houses and the murders. He’ll talk about local neighborhoods banding together to rise above the bad. He’ll talk about our schools and our politicians.
And then, he’ll go back to his home. But we’re still here. We are still here amid all those things that Steven wrote about. And what happens then? We save the Time Magazine articles for our kids to read and say that we remember when?
Not this time. This time we take action. Perhaps we needed an outsider to come in and really let us see Detroit without the rose colored glasses that some of us are told we have on. Perhaps we needed Steven to buy a house here (did he have any trouble financing, or did Time buy it?). I’d really like him to try to live off unemployment benefits while he is living here. To go from what his current salary is to unemployment benefits? Now, that would be interesting to read about! Let’s see if he can manage like we had to.
So, welcome to our city. Enjoy our food and our music. Go to The Henry Ford (Dearborn) and Parmenter’s Mill & Winery (Northville) and Eastern Market and listen to music at St. Andrews or the Fillmore Detroit. Visit Slow’s BBQ and get a taste of the food we love. I hope you’re here in the summer to experience events at Hart Plaza (Fireworks, Arab and Chaldean Festival, Caribbean Festival, African World Festival, Detroit International Jazz Festival, Mega March for Animals, just to name a few) and in the winter to see the Wayne County Parks Lightfest. I hope you’re here in the spring to watch our Red Wings on parade. I hope you get to have the experiences that the rest of us have here in Detroit and that this city becomes the home to you that it is to us.
Welcome to Detroit, Steven. Welcome to our home.
Monday, September 21, 2009
The Little Things
As you might remember, the head of a company survived 9/11 because his son started kindergarten.
Another fellow was alive because it was his turn to bring donuts.
One woman was late because her alarm clock didn’t go off in time.
One was late because of being stuck on the JN Turnpike because of an auto accident.
One of them missed his bus.
One spilled food on her clothes and had to take time to change.
One’s car wouldn’t start.
One couldn’t get a taxi.
One wore new shoes to work and got blisters, so he stopped for band-aids.
So, the next time the children are slow getting dressed, you can’t find the car keys, you hit every traffic light, don’t get frustrated or mad, just take a deep breath and recognize that it may be for the best. There are things that happen and are just simply beyond our control. If there is a reason that everything happens, and that reason just saved your life, or the life of someone you love, then embrace it. Focus on what you can control and let go of things you cannot. Life is too short to not count our blessings, no matter how small.
Another fellow was alive because it was his turn to bring donuts.
One woman was late because her alarm clock didn’t go off in time.
One was late because of being stuck on the JN Turnpike because of an auto accident.
One of them missed his bus.
One spilled food on her clothes and had to take time to change.
One’s car wouldn’t start.
One couldn’t get a taxi.
One wore new shoes to work and got blisters, so he stopped for band-aids.
So, the next time the children are slow getting dressed, you can’t find the car keys, you hit every traffic light, don’t get frustrated or mad, just take a deep breath and recognize that it may be for the best. There are things that happen and are just simply beyond our control. If there is a reason that everything happens, and that reason just saved your life, or the life of someone you love, then embrace it. Focus on what you can control and let go of things you cannot. Life is too short to not count our blessings, no matter how small.
Tuesday, September 8, 2009
Seven Tips to Effectively Recognize Employees
What's the number one reason that employees stay with an organization? Usually, it is simply because they enjoy working with their supervisors, according to numerous studies.
Building good relationships between staff members and their bosses can pay off handsomely for your company. In fact, some experts estimate that the cost of replacing an employee ranges from 29 to 46 percent of the person's salary.
The key to lowering your turnover rate is to tell employees when they've done a good job and let them know the company values them. While there are many ways to encourage a company culture that appreciates talent, here are seven effective suggestions:
Run profiles. Use your company newsletter to run brief stories about key employees. Make sure you include the people in the mail room to top management. Outline their accomplishments at work, as well as their personal interests or hobbies. Include a photo so everyone can recognize them.
Send memos. If someone from another department pitched in on an important project, thank the employee in a memo or e-mail and send a copy to his or her supervisor.
Put it in writing. Urge managers and supervisors to send hand-written thank you notes to individual staff members at least once a year. The notes should be thoughtful, with details of the employee's contributions to the company and the department. A hand-written thank you makes a bigger impression than e-mail or typed letters.
Give praise in public. Acknowledge your staff members' achievements in a public forum, such as a staff meeting. Or hold semi-annual ceremonies to publicly reward employees for their achievements. Be sure to recognize all kinds of excellence, from the receptionist who is complimented by customers to the janitor who goes the extra mile.
Take them to lunch. Provide a budget that supervisors can tap into once a month to take an outstanding employee to lunch. This helps develop relationships and a $20 lunch goes a long way toward making employees feel appreciated.
Tailor your appreciation. There's no one way to pay tribute to your best employees. You can recognize outstanding staff members with a formal "Employee of the Month" program or use a less formal system such as a face-to-face compliment.
Promote two-way communication. Good managers spend more time listening than talking. Maintain an open-door policy. Employees who feel comfortable communicating with you will feel valued and be more inspired to deliver their best work. Get to know your team. Frequent interaction with your staff allows you to get to know each employee on a personal level.
Many thanks to Woronoff, Hyman, Levenson and Sweet PC for the article.
30600 Northwestern Hwy, Ste 302; Farmington Hills, MI 48334-3172
248-487-2600
Building good relationships between staff members and their bosses can pay off handsomely for your company. In fact, some experts estimate that the cost of replacing an employee ranges from 29 to 46 percent of the person's salary.
The key to lowering your turnover rate is to tell employees when they've done a good job and let them know the company values them. While there are many ways to encourage a company culture that appreciates talent, here are seven effective suggestions:
Run profiles. Use your company newsletter to run brief stories about key employees. Make sure you include the people in the mail room to top management. Outline their accomplishments at work, as well as their personal interests or hobbies. Include a photo so everyone can recognize them.
Send memos. If someone from another department pitched in on an important project, thank the employee in a memo or e-mail and send a copy to his or her supervisor.
Put it in writing. Urge managers and supervisors to send hand-written thank you notes to individual staff members at least once a year. The notes should be thoughtful, with details of the employee's contributions to the company and the department. A hand-written thank you makes a bigger impression than e-mail or typed letters.
Give praise in public. Acknowledge your staff members' achievements in a public forum, such as a staff meeting. Or hold semi-annual ceremonies to publicly reward employees for their achievements. Be sure to recognize all kinds of excellence, from the receptionist who is complimented by customers to the janitor who goes the extra mile.
Take them to lunch. Provide a budget that supervisors can tap into once a month to take an outstanding employee to lunch. This helps develop relationships and a $20 lunch goes a long way toward making employees feel appreciated.
Tailor your appreciation. There's no one way to pay tribute to your best employees. You can recognize outstanding staff members with a formal "Employee of the Month" program or use a less formal system such as a face-to-face compliment.
Promote two-way communication. Good managers spend more time listening than talking. Maintain an open-door policy. Employees who feel comfortable communicating with you will feel valued and be more inspired to deliver their best work. Get to know your team. Frequent interaction with your staff allows you to get to know each employee on a personal level.
Many thanks to Woronoff, Hyman, Levenson and Sweet PC for the article.
30600 Northwestern Hwy, Ste 302; Farmington Hills, MI 48334-3172
248-487-2600
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