My company is having its annual outdoor summer party where there are teambuilding activities and athletic competitions. Since it’s onaweekend and it isn’t explicitly mandatory, do I have to attend? And if I do attend, do I have to participate in the activities— particularly since I’m not very athletic?
Most employers—and employees— see this as a chance to build team spirit, but I seeaminefield of embarrassing opportunities and careerlimiting moves. Some people at work should never be seen in weekend wear or on an athletic field. Sorry, did I tackle you too hard, the cubemate who makes my life miserable by gossiping about me? And then there are the weekend warriors who just take themselves, their outfits and one too many brewskis too far! OK, so how to make the best of this situation? Even though it isn’t mandatory, it is expected you will make it if you can. Wear appropriate weekend wear—as in business casual—dress as if you were going to a golf course or yacht club. Remain goodnatured about every event and teambuilding
exercise. In short, don’t be that person everyone talks about the next day.
I’m new to managing, and I have a team of six employees. Most of them seem to be accepting that there is a new boss and a new way of doing things. But one or two don’t seem to be “on the bus,” to use a common phrase. Do you have any tips for persuading employees to embrace the change?
Sure, give them information on how to file for unemployment! I bet that will get their attention. OK, I’m only halfjoking. A new boss needs to evaluate his staff’s strengths and weaknesses while articulating a vision and strategy for what needs to be accomplished. But in order for a team to really thrive andthe business to succeed, people need to be bought in and feel passionate about the goals and strategy—otherwise they can’t put forth that discretionary effort to really make a difference.
And if they have a poor attitude, then it will affect the morale of the rest of the team. Threats don’t work, but if they’re not “all in,” then you’d do better to have them all out.
Gregory Giangrande is an executive human resources officer in the media industry. Email your career questions to gotogreg@nypost.com. And follow
Greg on Twitter: @greggiangrande.