Do you ever wonder how many push-ups you could achieve at any given moment? Get down and give us 20! In all seriousness, take a few minutes to count the number you’re able to reach. Is it 5? 10? 142? Now – if you’re not too tired – think about how many push-ups your entire company could collaboratively log. We actually answered this question for ourselves during June’s Fool-wide Push-Up Wellness Challenge.
This competition definitely showed off more than muscle. At the start of June, Wellness Coordinator Sam Whiteside challenged Fools to sign up for push-up brackets of 500; 1,000; 3,000; 5,000; and 10,000. All Foolish health challenges are optional, with the goal being for each Fool to attain their personal goal in 30 days. Over 80 Fools signed up for June’s contest, pausing daily to push-up during meetings, stand-ups, and (naturally) Sam’s wellness classes.
To help Sam reach her own participation goal for this competition, People Team Fools cooked up a surprise plan. On June 30, we launched Push-Up to Pamper Sam, a one-day challenge that unlocked prizes for Sam at set tiers. The categories kicked off with a tiny solar plant and breakfast delivery, soon escalating to gift cards at Port City Brewery, Sugar House Day Spa & Salon, and Zweet Sport. The amounts gave room for Sam to bring along other Fools, too.
Throughout the day, Fools everywhere pushed – literally and figuratively – to unlock the tough tiers. Progress was monitored with a spreadsheet while Fools sent regular updates on a Slack channel. As the day rolled along, a total of 189 Fools participated – and the challenge didn’t stop once office lights dimmed. Fools were active online even after midnight, all encouraging one another to do more for the team.
We finished with an impressive count of 31,043 push-ups in one day. Fools surpassed all seven tiers in the 7a-11:59p Push Up to Pamper Sam challenge, contributing to a final count of 170,198 Fool push-ups in June. Do your arms hurt yet?
June 30 didn’t turn out to be a typical Foolish Tuesday. On the final day of our June wellness challenge, Fools all over the world seriously rallied. Such support symbolized how well Fools can come together to make major things happen for the love of our company or, in this case, a fellow Fool. We’re adding this record to the books!
Creating social connections in the workplace isn’t a bad idea, especially now that employees are spending more time at the office. Having a friend at work can boost productivity levels, inspire collaboration, and offer an extra helping hand for coffee runs. When you think about it, company referral programs allow many people to earn jobs as a result of friendships. No matter how someone lands a new position, people appreciate feeling like they’re part of a family – even if it’s at work.
Our annual Fools-only retreat called “Foolapalooza” serves as the perfect opportunity to spark new friendships. The full day of business meetings (that we still keep Foolish, by the way) ended with a celebration at a local restaurant this year. Fools were able to mingle, meet new hires, and celebrate everyone’s accomplishments together.
If you’re looking for new ways to engage your employees, consider planning a social outing. The event can even be at your office – we keep cornhole sets and other games handy during the summer for impromptu gatherings. Giving employees an outlet to socialize after-hours can pull more benefits back into your workplace. Plus, doesn’t it make for a more comfortable professional environment when you know your coworkers’ names?
Since Innovation is one of our Core Values, Fools looked forward to DCFemTech’s recent reveal of this year’s “Most Powerful Programmers.” Another reason to embrace the excitement? Because not one but TWO Fools were recognized by fellow females in the DC tech scene for impressive achievements in their field.
DCFemTech, a group that supports females in tech organizations, received a total of 79 nominations. Winners were chosen based on the impact they’ve had on their company; the complexity of their coding; and the impression they’ve had on their community. The final list of winners – 30 ladies in all – can be found here.
Congratulations to Fools Lisa Chung and Emily Williamson! Thanks for dedicating your talents to Foolish innovation, both at FoolHQ and in our local community.
After uploading a new Foolosophy video on the importance of Foolish recognition, we were delighted to see a sweet shout-out from our friends at YouEarnedIt. We implemented their employee engagement tool last year and Fools have been big fans since day one. This online app allows Fools to recognize fellow coworkers for jobs well done with “gold,” which can later be cashed in for prizes. So what’s in our YouEarnedIt redemption vault? Some pretty amazing stuff like Amazon gift cards, subscriptions to BarkBox and Beer of the Month Club, SouthWest Airlines vouchers, and much more! High-value rewards include a trip to our FoolUK office in London and a 3 day weekend in NYC for two.
While these prizes are awesome, it’s the reason behind why Fools give gold that really matters. Even the little tasks deserve recognition, and now we can thank fellow Fools through YouEarnedIt. A public feed is active all day long so that we can keep up with the great work Fools are doing all over the world. In just a year, nearly 13,000 pieces of recognition have been sent – wow!
Receiving and sending gold excites Fools, plus our prizes inspire everyone to work even harder. Happy employees lead to a more engaged work environment and that’s what we’re all striving for, right?
We’re featured on Glassdoor’s Recruiting Blog today to share our top 5 strategies for how to be a better place to work. We spill (some) of our secrets for enhancing employee engagement, company transparency, and workplace culture. You don’t want to miss out, so click here to read our tips!
Do you have any advice that can help organizations improve for the better? Please share below, and don’t forget to Fool On!
Have you heard the exciting news? Glassdoor has named us the #1 company to work for in America – for the second year in a row! Out of more than 125,000 companies eligible to win, The Motley Fool was ranked highest by those who know best – our Foolish employees.
Winners were determined based entirely on accurate and approved company reviews submitted to Glassdoor between November 13, 2013 and November 2, 2014. All of the reviews remain absolutely anonymous, and The Motley Fool took the top spot on the list for companies with fewer than 1,000 employees.
What makes a company the best place to work? Besides a motivating company mission, employee engagement and workplace culture are also major factors. Head People Fool Lee Burbage adds,”We don’t believe perks drive our employee engagement, but feeling like your leadership team cares about you and what you want or need to be happy does drive engagement.” Our CEO Tom Gardner and a few other Fools share more in this exciting video:
Thanks to Fools near and far that contributed to our success. Fool On!
Now The Motley Fool’s Chief Communications Officer, Adrienne began her Foolish career 7 years ago as an Executive Assistant. Over her time at FoolHQ, Adrienne has also excelled as a project manager and publisher within our editorial business. She recently spoke on how she shaped her dream career to conference attendees in the executive support field.
By Adrienne Perryman
“Don’t let him keep you down!”
I emphatically said this with hands on hips – head shake and all – in front of a crowd of 250. The comment, which surprised me as it exited my own mouth, was followed by “I think it’s about time for you to start looking for a new job!” The cheers of the crowd, which was mostly comprised of women in blazers and 1 inch pumps, signified overwhelming agreement.
This kind of support in a public forum would normally be pretty awesome. But it upset me.
It’s 2014 – having a boss that won’t let you advance in your career is so out of style, Mr. Executive. And women in support roles, you’re not helping yourself either.
My agitation grew when another woman approached me after my speech with the same issue. And then another. It wasn’t just the one woman in the crowd who felt compelled to speak up about her stubborn, selfish boss who was hesitant to let her take on extra projects for their own selfish reasons. There were many. And I found myself repeating similar advice that I uttered on stage.
“It’s time for you to move on.”
“Find someone who will appreciate your interests and encourage growth.”
I felt like I was giving relationship advice. But these were hard working, eager, smart, educated women – all women – who wanted to know how to convince their bosses that their development is important.
Thankfully, this concept of not being allowed to grow, develop, and eventually move into my dream role is foreign to me. I started as an Executive Assistant at The Motley Fool 7 years ago and, from day one, was encouraged by my boss and co-workers to try new things. To use my position as a launching pad into other areas of the business; learn the business and develop to my full potential; take classes in our internal university; and talk to Fools about my development and how I can progress.
This development approach is unfamiliar to many employees, which seems confusing to me. Similar types of career barriers are a reality for millions worldwide. Why don’t executives realize it’s for their own good that their assistants love working for them, rather than feel hindered by their management?
If you’re a manager of someone…develop them. For goodness sake, don’t hold them back! Would you like that if you were in their position? Encourage it. Incentivize it. I’m confident that if your employee is proactively reaching for more, they’ll go to great lengths to make sure your calendar, project, or needs won’t suffer. You’ll survive. And you might actually have an employee who will work harder for you because they appreciate the opportunity you’ve given them.
Attention! You Own Your Career
If you are stuck under the sticky thumb of your boss, do something about it. Have an honest conversation with your boss about your concerns, and take a plan with you to that meeting to help show them you’re capable of doing more – and that nothing will suffer because of it. Own your career. Don’t wait for someone to wake up to the fact that their style is so outdated. Make the change happen. Be the change you want – or find a new job where your development is a priority.
Maybe a version of “Bring Your Kids to Work Day” was part of your childhood, and The Motley Fool certainly continues this tradition every summer. We recently turned the tables and organized “Bring Your Adult Family to Work Day,” which hosted Foolish spouses, siblings, and parents. This event, the first held at the Fool in a few years, left everyone impressed – and informed. Financial breakout sessions, a company-culture breakdown, and lunch over a live taping of Motley Fool Money gave family members a glimpse into Fools’ lives here as employees.
Considering that only 1% of U.S. companies host such an event, it’s not surprising that many of my friends were unfamiliar from their own work experiences. However, more companies are inviting parents into the workplace. Google and Starbucks held their first parent events in 2012, and LinkedIn recently hopped on the bandwagon. Last November, LinkedIn hosted the company’s first “Bring In Your Parents Day,” which allowed guests to tour the campus and mingle with staff. In short, it sounded quite similar to our event – except for LinkedIn hosted nearly 600 family members.
Interestingly enough, there was once a time when companies didn’t roll out a welcome mat for employees’ parents. Managers saw them as a burden, furthermore “The hyper-involved moms and dads of the millennial generation were said to be showing up at job interviews, calling hiring managers on behalf of their kids and even complaining to employers about their children’s salaries.” The tides have turned and organizations are now embracing the idea of parents in the workplace – every so often, at least. Some argue that if employees’ parents appreciate the company, those staff members will be happier and more connected to the organization. The Washington Post feature continues, “If there’s any common theme to why companies have started involving parents more, that’s it: Showing the workplace off to parents, and better communicating with them, could stoke higher engagement among employees and make them less likely to leave.”
There’s a happy medium that can be found in parents’ workplace involvement. Our event was meant to be something fun and casual for Fools and their loved ones to enjoy. To take the idea a step further, Northwestern Mutual sends optional e-newsletters to parents and also organize recognition dinners, while Google offers the option of sitting down alone with their child’s manager.
It’s clear that companies can approach this type of activity in different ways. Can you see the benefits of hosting a parents’ event at your workplace? Why or why not?