December 15, 2007 By Al Lewis, The Denver Post

Some people love their bosses and co-workers so much that they just have to buy them something for ChristmasI mean, the holidays.

Never say “Christmas” in an office setting. And don't buy your co-worker anything from Victoria's Secret.

“It's just gross, and it sends a bad message,” said Todd Fredrickson, a labor attorney at Denver-based Otten Johnson Robinson Neff & Ragonetti PC.

What about a gift card from Victoria's Secret? Here, you wouldn't be so much buying the item directly but.

“No,” said Fredrickson. “It's a bad idea to even go down the clothing route.”

Also, beware of what you stick in the grab bag, warns Fredrickson, who has had to defend companies for employing wise guys who think it's hilarious to hand out inappropriate gifts at work.

Ann Nelson, a Boulder-based human-resources consultant to Fortune 500 companies, has had to intervene in cases where someone thought it would be a scream to give a box of adult diapers or a bag of prunes to the old guy.

“There are many ways to have fun without insulting people,” she said. ” For a white-elephant gift, I'd go to a thrift store and get an old Elvis Presley LP or a picture of Wayne Newton or Don Ho.”

Did she just say Don Ho? And couldn't that be misconstrued in an office setting as suggesting the boss — a.k.a. the don — is for sale?

“Remember that it is impossible to please everyone in the office,” said Peter Handal, chief executive of Dale Carnegie Training.

These rules, however, can be confusing in practice. And not everyone agrees with all of them. Nelson, for one, said the holidays are a fine time to show your appreciation for your boss.

“This is the time of year where we reflect on who we are grateful for in our lives,” she said. “What you write in the card means more than the gift. 'Thank you for supporting me this year; thank you for the promotion; you've been a great mentor.' But don't do it at the staff meeting in front of all of your co-workers.”

What to get? Nelson says one of the safest office presents is the Barnes & Noble gift card.

“Books are symbol of education, information and entertainment,” said Tom Burke, BarnesandNoble.com's executive vice president of e-commerce.

Unlike some other gift-card providers, Barnes & Noble has led the industry in eliminating hidden charges — such as fees for issuance, administration, dormancy and balance checking. And they do not have expiration dates.

Gift cards from banks and malls, including Park Meadows, Cherry Creek and FlatIron Crossing, not only charge upfront fees but begin to deduct from the balances if they are not cashed within a specified period. They are the gifts that keep on taking.

If someone bought you a gift but you didn't buy them one, Safeway carries gift cards from more than 200 stores.

“You name it, we pretty much have it,” said Safeway spokeswoman Kris Staaf. “It's the one gift you don't have to worry about anyone returning.”

Becky Osborne of Golden-based marketing firm Commotion LLC told me she bought her boss a present this year, and it wasn't a gift card from Victoria's Secret. (If your name is Greg Gorman, stop reading now or you'll ruin the surprise.)

“I got him a Bible,” Osborne said. “He's been asking me all kinds of questions about stuff in the Bible, and I said, 'You know, you should read it.' ”

Gorman created the Budweiser frogs while working for Anheuser Busch and is now running a company that puts ads on parking-lot stripes. He probably will not be offended by this gift. I bet he reads three verses before he is struck with this epiphany: “This infallible word of God is brought to you by (your product here).”

Sharon Linhart, partner in a 17-person public-relations firm, leads a Secret Santa exchange each year with no restrictions. “It eliminates the need for people to buy everyone gifts,” she said.

Linhart declined to say what she would like from her Secret Santa.

“I like to see what somebody thinks I would like,” she said. “And if somebody thinks I'm the kind of person who would like a Victoria's Secret gift card, it probably says something strange about me.”

December 11, 2007 By Meridith Levinson, CIO.com

The Wisdom of Dale Carnegie in Five Bullet Points

Dale Carnegie literally wrote the book on networking in 1936. How to Win Friends and Influence People demystified the process of making friends out of strangers and inspired legions of business coaches to carry on Carnegie's message. Peter Handal, the chairman, CEO and president of Dale Carnegie & Associates, shared some of Carnegie's rules for meeting new people with CIO.com.

Smile: “This is such a simple, basic rule, yet people just don't think about it,” says Handal. They're so focused on needing to network at a conference that they don't realize they're walking around with a scowl on their face. Scowling, serious, expressions are forbidding, says Handal. People are more likely to warm up to someone who says good morning with a broad smile than they are to someone with a dour countenance.

Ask a question: Joining a group engaged in conversation can be awkward. The best way to do so is to pose a question to the group after getting the gist of the conversation, says Handal. “You build your credibility by asking a question, and for a shy person, that's a much easier way to engage than by barging in with an opinion,” he says.

Listen: One of the most profound points Carnegie made in How to Win Friends was that people love to talk about themselves. If you can get people to discuss their experiences and opinions—and listen with sincere interest—you can have a great conversation with someone without having to say much at all.

Business cards: Always have them handy, says Handal. “They're an effective way for you to leave your name behind so that people remember who you are.”

Say the person's name: “People like to hear their own name,” says Handal, pointing to another one of Carnegie's basic principles—that a person's name is the sweetest sound to that person. So when you meet someone, use his name in conversation. Doing so makes the other person feel more comfortable, like you really know him and he knows you.

I found after my recent trip to France that work issues are all the same, no matter what country you are visiting. I was invited to speak at the United States – France Chamber of Commerce. In the audience, were executives from both the public and private sector. I was surprised to see the number of organizations represented not just from France, but from several countries in Europe, the United States and India.

What fascinated me most was the Q&A that followed. With all those diverse organizations and countries represented, all of the questions on workplace issues were the same. How to attract good people? How to motivate your people? How do you engage and retain your people? All are relevant issues no matter where you are headquartered or whether your organization is a for-profit business or a government agency.

Even on the walk from my hotel to the meeting (there was a transit strike in France at the time), it was amazing to see all the diversity right there in the shops. There were shops selling Italian designed products, American designed products, French designed products, all manufactured in France, the U.S., and China. Truly global!

Here are some tips on retaining good people:

The average employee does not enter the workplace seeking to work with the same company for a lifetime, as had been the case in past generations. Many new entrants into the job market base their choices on current opportunities and objectives, or even based on geography, instead of future stability. Employees are looking for the best salary, benefits, etc. and will change job titles, companies, and even cities until they feel that their current potential has been maximized. In order to combat this changing job market, I have a few simple, but effective solutions:

• Make your employees feel important every day. Today's employees know how valuable their time and skills are. Unfortunately, oftentimes after we hire someone, we soon forget to remind him or her how valuable they are to the company. Be sure to let your employees know how important their contributions are to the firm. A simple pat on the back will go a long way to boost morale and make the employee feel like an integral part of the company, thus enhancing their likelihood of staying with you for a longer period of time. Everyone likes to be appreciated!

• Be sympathetic to your employee’s ideas and desires. Every individual has unique goals and dreams. Find out about those desires and do what you can to help the employee meet them. A younger employee might be saving to buy a house, while established employees might want more time with their children. Make sure not to stifle your employees’ wishes. They need to know that you are genuinely interested in helping them reach their dreams, both in employment and in life.

• Be honest with employees about the future, both the firm’s and their own. How do you discuss the company's future? Many managers call employee meetings to talk about growth and profits, assuming employees value these things. However, many employees leave these meetings with the feeling that if they work harder, others will see the benefits of their labor. Instead, talk about the company's future in terms of the employees. Increased earnings might yield greater opportunities for training or other desirable benefits. Future expansion means more promotion from within.

Employee loyalty is as simple as showing them respect. Respect for their contributions and respect for their future with your company. If they feel that their career and the firm are moving forward together, I guarantee that they will be much less likely to bolt for greater compensation.