Who will wipe these Tears?

How you can Bring Back Your Polite Behaviour!!!

A partner rudely interrupts you while you're speaking with a customer. A colleague routinely walks into meetings five or ten minutes late. An employee races down the hallway at breakneck speed, ignoring everyone in her path; another is known for his use of offensive language. You notice how many coworkers fail to even say "good morning" when they walk in the door each day. And you wonder: What's happened to polite behavior? Well, measuring the incidence of polite and impolite behavior in today's society is next to impossible. But between the breakneck pace of the world today and the surly behavior standards so frequently exhibited in the popular media, ordinary courtesy certainly seems on the decline. You can't change the impolite behavior of the world. But by practicing a few simple habits yourself, you can often change the behavior of the people around you and dramatically improve the civility of your small business. Model polite behavior. Put simply, set a good example. Some of your staffers are bound to notice. For example, if a partner frequently breaks into the conversation at meetings without waiting for others to finish speaking, you model acceptable behavior by sitting across from your colleague and raising your hand when you want to speak. Reward polite behavior. No, you won't offer tangible prizes to polite people. But you can and should affirm polite behavior every chance you get. Simple affirmation and gratitude motivates individuals to continue good behavior. For example, an employee holds the door open for you. A warm smile and a sincere expression of thanks for his thoughtfulness speak volumes. Communicate the importance of common courtesy. Keep it simple and light. Humorous signs reminding folks of the importance of their behavior, an in-house "manners seminar" or even a "courtesy kudos" column in your newsletter or on your bulletin board may be all it takes. For instance, maybe several co-workers don't tidy up after themselves in the office. A "house rules" sign reminding employees to clean up their litter next to the copy machine and fax machine might help change that behavior. Reinforce polite behavior before it happens. When you notice a particular need for polite behavior, gently ask for it. Not only may you get what you want, but the polite behavior may persist over time. For example, you're preparing for visitors, and you'd like employees to greet them warmly instead of burying themselves in their work or rushing by them in the hallways. "I'd sure appreciate you taking a few moments to welcome our guests and shake their hands," you might ask. Most people will be delighted to respond positively.

Treat courteous and polite behavior as a skill: If you're a supervisor, take the opportunity to set behaviorally based courtesy goals with your employees. And by all means, show your people why and how this behavior is so essential to their future success. Example: One of your employees consistently mumbles while speaking to others and often turns her head away from listeners. You could emphasize new behaviors eye contact, crisp and clear diction and active listening skills as a performance objective in the employee's annual appraisal. Impart expectations at social gatherings: Social gatherings meals, receptions, formal meetings and business ceremonies subtly call for high standards of etiquette. These are perfect occasions to provide crystal-clear demonstrations of the polite behavior you're trying to inspire. Example: As part of a buffet luncheon at the office, you might ask participants to bring dishes and silverware back to the end of the room for cleaning (the same thing they do in many fast-food restaurants, after all). A note of appreciation for this courtesy, accompanied by a gentle request for cooperation in cleaning the lunchroom in the same manner each day, may work wonders. Set standards: There's nothing wrong with explicit standards, especially when those standards affect important goals, such as increased productivity or improved customer service. But keep the standards clear and simple, and involve employees and coworkers in establishing them. Example: Several employees have a habit of munching on snacks throughout the day in public areas. The solution: Suggest simple refreshments for both staff and visitors. So instead of employees nibbling on candy in front of visitors, they might set a candy dish out and invite visitors to share. Promoting polite behavior doesn't take much time or effort, but it can yield big results. Spread the message of polite behavior, and you'll gradually realize a whole host of benefits: improved communication, relaxed smiles and laughter, and a growing willingness on the part of the people around you to pursue other initiatives.

How you Can change the Behaviour of your Employees!! 10 simple steps.

• Change what people do, not who they are. Focus on the behavior when asking for change. Avoid personal attacks.
• Listen before talking, and think before acting. Before you criticize or try to control co-workers’ behavior, make sure you understand what they’re doing and why. Think the situation through and choose your words carefully. Don’t say something you’ll regret. Get to the point. Explain exactly what behavior you object to and tell them what you want them to do about it.

• Expect the best. Don’t be satisfied with mediocre results. Model the behavior you want to see. For example, don’t laugh at 1 made at someone else’s expense. And, stay calm even when the person you are confronting is agitated or unpleasant.
• Adapt your approach to the person. Tell a Backstabber firmly that you and others will no longer put up with insincerity. But with a sensitive Complainer, use a softer, but still firm approach.
• Protect dignity and self-respect. No matter how much trouble co-workers’ behavior is, you have no right to attack them personally

• Appeal to self-interests. People want to know “What’s in it for me?” Convince them that working with the team and respecting others’ needs will help them, too.
• When co-workers change problem behavior, tell them how much you appreciate it. Otherwise, the change may not last.
• Cut your losses with regret, not guilt. When trying to get problem co-workers to change becomes too much, give up knowing you gave it your best shot.