Business Education

Have You Tried the Discarded Napkin Test?

Have you tried the discarded napkin test? Perhaps you’ve never heard of it because it isn’t an actual thing. But, this simple sociological experiment does reveal some fascinating insight into how we perceive others and gauge various environments. Don’t bother Googling it, you won’t find any on-point results. However, that doesn’t mean it’s not useful.

Try the Discarded Napkin Test for Yourself

The discarded napkin test is a simple one. And, it clearly demonstrates the importance of appearance. Here it is: go into a casual restaurant prior to the lunch hour rush. Crumple a clean napkin and place it on a clean but empty table. Sit nearby and watch how many people past the “tainted” table up for another. Eventually, if there’s no more tables available, someone will muster the courage to clean it off. Or, give into the frustration of the limited seating options and swipe it to the floor.

Many workplaces have dress codes, particularly workplaces in industries in which image is highly valued and workplaces in which employees have regular face-to-face contact with customers. Whether you are considering setting a dress code for an existing workplace or trying to decide whether your new retail store will require employees to adhere to a dress code, consider the broad benefits and potential drawbacks — like backlash from casual-dressing employees — of such a move. —Houston Chronicle

The point is, people will choose to sit elsewhere even when the only flaw with a table is a discarded napkin. That’s it. Its unpleasing appearance is enough to turn off person after person. Although a bit strange, it’s true. And, it begs the question — are employee dress codes good or bad?

Employee Dress Codes Pros and Cons

Okay, so there are a number of dumb office rules that drive employees crazy. But, some make sense to enforce. When it comes to employee dress codes, it’s not always cut and dry. This means, while an employee dress code can actually be a good policy, it can also be a bad idea. Here are some employee dress code pros and cons to consider:

Pro — professional appearance. The single biggest benefit of an employee dress code is it provides a professional appearance. It’s especially useful in retail settings and offices. In the former, uniforms distinguish employees while the latter, business casual provides a professional yet laid back experience.
Con — stifles personal style. Although a dress code does provide a more professional experience, it also can stifle personal style. That can mean rebellion, particularly in an office setting. Team members might feel an imposition and possibly a bit untrusted.
Pro — provides “uniform” experience. Of course, you’d like your business to send a uniform message, which uniforms undeniably provide. However, in an office setting, this is a little more problematic. But, broad rules with clear prohibitions usually works well.
Con — needs consistent policing. Now, the biggest downside of any dress code is the need to police it constantly and consistently. Otherwise, it’s just a suggestion and not enforced policy. At least, that’s the way employees will feel.

What other pros and cons of employee dress codes have you experienced? Do you favor a strict dress code or a loose one? Please share your thoughts and experiences by commenting!

Interested in learning more about business? Then just visit Waters Business Consulting Group.

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Should You Re-Hire a Fired Client

July 14, 2021 No Comments

Signs an Employee is Not Actually Ready for a Promotion

July 26, 2023 No Comments

Promoting an employee is a big decision, and it’s important to make sure that the person you’re promoting is actually ready for the next level. Fortunately, there are a number of signs that can indicate that an employee is not yet ready for a promotion, even if they’re doing a good job in their current role. Signs an Employee is Not Actually Ready for a Promotion Promotions are an essential part of career growth and employee development within any organization. They serve as recognition for hard work, dedication, and competency in one’s current role. However, not all employees are ready to take a step up, despite their desire for advancement. As an employer, it is crucial to assess each team member carefully to ensure that they are adequately prepared for the increased responsibilities and challenges that come with a higher position. Here are some of the most common signs that an employee is not ready for a promotion: They’re not consistently meeting performance expectations. This is probably the most obvious sign that someone is not ready for a promotion. If they’re not consistently meeting the expectations of their current role, they’re not likely to be successful in a more senior role. They’re not taking on new challenges. If an employee is content to stay in their comfort zone and not take on new challenges, they’re not likely to be ready for a promotion. A promotion means taking on more responsibility and facing new challenges, and if an employee is not up for that, they’re not ready for an upward move. They have difficulty acting as a team player. A promotion often means having more responsibility for managing and motivating other people. If an employee is not a solid team player and doesn’t have the skills to motivate and lead others, they’re not ready for a promotion. They’re not eager to learn new things. The world of work is constantly changing, and in order to be successful, employees need to be willing to learn new things. If an employee is not excited to learn new things, they’re not likely to be successful in a more senior role. They’re not able to handle stress well. Senior roles often come with more stress and responsibility. If an employee is not able to handle stress well, they’re not likely to be successful in a more senior role. If you see any of these signs in an employee, it’s important to have a conversation with them about their readiness for a promotion. Explain to them what you’re seeing and why you don’t think they’re ready for a promotion yet. Help them identify what they need to do to improve their skills and knowledge so that they can be successful in a more senior role. Other Considerations Business Owners Need to Take into Account It’s also important to remember that not everyone is cut out for management. Some people are perfectly happy to stay in their current role and not have more responsibility. If that’s the case, there’s no need to force them into a promotion that they’re not ready for. Promotion is a great way to recognize and reward employees for their hard work. However, it’s important to make sure that the person you’re promoting is really ready to climb up the ladder. By looking for the signs listed above, you can help ensure that your promotions are successful. Now, here are some additional tips for identifying employees who are not yet ready for a promotion: Pay attention to their performance reviews. If an employee has consistently received negative reviews, they’re probably not ready for a promotion. Talk to their manager. Their manager will be able to give you a good sense of their overall performance and whether they’re ready for a promotion. Observe them in action. Pay attention to how they interact with their colleagues, how they handle stress, and how they take on new challenges. Promoting an employee prematurely can be detrimental to both the individual and the organization. Employers must carefully assess each team member’s readiness for a promotion by looking for signs of technical proficiency, effective time management, initiative, teamwork, and the ability to handle current responsibilities. By offering support, training, and guidance to employees who exhibit potential, employers can better prepare them for future roles and foster a more successful and motivated workforce. Interested in learning more about business? Then just visit Waters Business Consulting Group to learn more about us and the services we offer.

5 Ways to Get Your Team to be More Creative

May 16, 2017 No Comments

It’s been amply demonstrated the mother of invention is necessity, which of course by its very nature, requires out-of-the-box thinking. That’s the fundamental dynamic behind creativity, allowing us to find new inspiration, dream-up new possibilities, and turn them into reality. Creativity itself is difficult to define by pinpoint details, though we all know when it strikes, it’s the proverbial “ah-ha moment.” This is one of the qualities you look for as a business leader–talented, disciplined individuals to join the team and infuse another level of inventiveness. Your organization needs as much resourcefulness as it can muster, but, there will be times when that flow of ideas and crafting slow down, or, worse yet, come to a screeching halt. That’s when you need to re-spark imagination and get your team to use their ingenuity. 5 Ways to Get Your Team to be More Creative So, how exactly do you cause inspiration to happen without being fake about it, or, without looking desperate for new ideas? More often than not, coming up with new ideas is not necessarily a matter of brainstorming, though it can be just that. Your team looks to you for direction, but sometimes, it’s best to look to them, and allow them to think just among themselves. Giving over the reigns of power is a proposition that few entrepreneurs relish because of their very nature. However, you’ve already taken a big chance to realize your dream, so, you are familiar with having to give up something in order to get something in return. Everyone can be creative–it has nothing to do with smarts. In fact, having smarts is no guarantee that you can or will be creative. But just what is creativity? Dr. Teresa Amabile of Harvard Business School defines it as the process of doing something differently that works. That’s it. Real easy. —Entrepreneur.com When those ideas slow and you become frustrated with the inevitable fallout, there are ways to inspire creativity in your team members. You don’t necessarily have to make an announcement that everyone needs to start coming-up with blockbuster next moves, but, you can do things to get the creativity flowing once again: Start with feedback on current and past projects. Look at customer feedback on past projects, particularly negative or ho-hum feedback. These will let you know where you failed to wow them and make future changes. In addition, take a fresh look at what you’re currently doing and play devil’s advocate to tweak where necessary. Take a little time to ruminate separately and then collectively. There’s nothing wrong with brainstorming, but don’t put the pressure on in an artificial way. Instead, let everyone separate, take time alone, and then come back and exchange thoughts. Give them a nice and inspiring change of scenery Get out of the workplace and go somewhere that’s beautiful and stimulating, and let the scenery work its magic. You might well be surprised by what inspires you and your team. Reverse engineer what already works. You no doubt have competitors, and, they no doubt have done things which have been a success. No matter what it might be, focus on it and reverse engineer just how they got from start to finish. During the process, you’re bound to come up with new takes and innovations. Reward team members for workable ideas. When you get good, viable ideas, be sure to give thanks with a reward. It shows appreciation and imparts a sense of genuine gratitude that will come back to you in a positive way. Once you do have a new direction, it’s always a good idea to keep your team motivated by rewarding them collectively as benchmarks are met. After you’ve crossed the finish line, follow-up with one-on-one, personalized “thank you” gestures. [shareaholic app=”follow_buttons” id=”26833294″]