Yesterday on Twitter someone asked “what’s your favorite movie?” I don’t usually respond to many general questions on Twitter, but this happens to be someone whose blog I follow so I responded, “Pay it Forward.” I simply love that movie. That discussion started me thinking about random acts of kindness and how they change not only the world around us, but us as well.

According to a group on Facebook, April 29 is National Pay It Forward Day. What does that really mean? It means simply a time to do something for a stranger somewhere, just do it, as a way of paying it forward. Think about how our world could be different on that day if every single person did that.

Several years ago I saw a show on Oprah about random acts of kindness. It became a thing with me, that I still do today. When I go through a toll booth on a highway, I always pay for the car behind me. It’s just a little something to brighten the day of folks, something done by a total stranger, and something for which nothing is required. While I imagine it made them feel good, it always made me feel awesome. It was just about a little something to make someone’s day where they didn’t even know who did it for them.

Tonight my brother, husband and I attended a concert. As we left the parking lot, we noticed that nobody was allowing any cars to get in the line. We eased out into the line with the help of the parking lot attendant, and joined the long line of cars heading toward the exit and the highway. Along the way there were several cars trying to get out of the parking lots, just waiting for anyone to offer them a break. We decided to do a little experiment. At each entrance, I let at least 2 or 3 cars go in front of me. I imagine there were some folks behind me who weren’t too happy, but those who were allowed to get in the line were sure glad. An interesting thing happened. Each car that was let in then stopped at the next entrance and let someone else in. And on it went. It was pretty fun to watch. Sure, it took a little longer to get to the entrance to the highway, but it was so worth it.

Another idea that is a fun thing to do is to see someone who serves in our military in a restaurant. Get in touch with their server and offer to pay, anonymously, for their meal, with a message that just says “thanks for your service.” Having lived out of the country the last two years, I am so thankful that I now live close to a military base and actually get a chance to do this now and then.

What about your neighbors? See some way you could do a little something to help them out? Don’t ask, just do it. Then watch what happens.

What can you do in a random act of kindness? Will you join me in the next week to find one random act of kindness a day that you can do for someone? I believe after the week, you’ll want to continue. Let’s see how many people we can influence. Enjoy it and I’d love to hear what you did and how it went!

I found this today while reading the blogs I normally follow and thought it was worth sharing with you.

For some help and ideas on this, see these topics:
Leadership and Humility
Don’t Be a Puffer Fish

ST. LOUIS–(BUSINESS WIRE)–A new Maritz® Poll conducted by Maritz Research, a leader in employee satisfaction research, paints a dire outlook of American workforce attitudes toward employers. Employees’ trust toward their workplace has taken a severe hit, with employees across all industry segments citing a lack of trust in not only senior leaders, but direct managers and co-workers as well.

“You’ve got to maintain credibility with your workforce as a means of getting them to totally buy in to the mission and vision of your company. Anything less fosters a disengaged workforce that puts self-interest at the top of its list of priorities.”

According to the poll, few (11 percent) employees strongly agree their managers show consistency between their words and actions. In addition, only seven percent of employees strongly agree they trust senior leaders to look out for their best interest, and only seven percent strongly agree they trust their co-workers to do so. Approximately one-fifth of respondents disagree that their company’s leader is completely honest and ethical, and one-quarter of respondents disagree that they trust management to make the right decisions in times of uncertainty. While workplace trust has been dwindling since the Enron, WorldCom, and Tyco scandals of the earlier part of the decade, threats of layoffs and downsizing have only exacerbated the problem.

“In times like these, trust is an especially critical issue. Companies need their best people more than ever to be engaged and productive. But, often, this process starts at the top,” says Rick Garlick, Ph.D., senior director of consulting and strategic implementation, Hospitality Research Group, Maritz Research. “You’ve got to maintain credibility with your workforce as a means of getting them to totally buy in to the mission and vision of your company. Anything less fosters a disengaged workforce that puts self-interest at the top of its list of priorities.”

In cases where management trust was strong, the study found that employees were significantly more committed to working for their companies. More than half of respondents (58 percent) with strong trust in their management were completely satisfied with their job, while only four percent of respondents with weak trust in management cited they were completely satisfied with their job.

The study also revealed:

* Nearly two-thirds (63 percent) of respondents with strong trust in management would be happy to spend the rest of their career with their present company. This compares to only seven percent of respondents who have weak trust in management.
* More than half of those surveyed (51 percent) with strong management trust would invest money in their company if they could versus only six percent of those surveyed with weak management trust.
* Only three percent of respondents with weak management trust look forward to coming to work everyday. For those with strong management trust, 50 percent responded they look forward to coming to work everyday.

Which Industry Fares Well? Hospitality Employees and Its Customers

While the survey suggests there is room for improvement across all sectors, the hospitality industry seems to have some advantages over others. For example, hospitality employees (14 percent) are more likely than other industry segments (9 percent) to rate their company as a “fun place to work.” Hospitality sector employees also tend to rate their companies better on customer service-related issues and the impact they make:

* More than one-third (34 percent) completely understand how their work impacts customers’ experiences, compared to only 23 percent in other industries.
* Twenty percent believe they have the authority they need to respond promptly to customer problems and requests, versus just 15 percent of respondents in other industries.

Approximately one-fifth (21 percent) of hospitality respondents believe their customers would rate the service they deliver as excellent, compared to only 14 percent of respondents in other segments. However, there is room for improvement. Only 15 percent of employees agree that their company has the policies, systems and procedures in place to deliver outstanding customer service.

“With the hospitality industry taking one of the biggest hits due to poor economic conditions and negative perceptions, it is promising that employees feel positive about the connection of their daily work to customer service issues. But, it is still not a rosy picture when it comes to engagement. The results show that a lack of trust runs rampant in this sector as well, which impacts employees’ perceived long term career development opportunities, co-worker relationships, and productivity levels,” says Garlick.

Don’t slash that recognition program

The weak economy forced companies to cut costs across the organization. And, unfortunately, formal recognition programs were frequently sacrificed. More than one-third of respondents (33 percent) cited their company scaled back or eliminated their recognition program in the past year. There is some data, at least from the employees’ perspective, to suggest these cuts have had an impact on the quality of service they deliver to customers. Among employees whose companies kept recognition programs intact, 25 percent strongly agreed their customers would rate their service as excellent. Among those whose companies cut back on their recognition programs or never had one, only 14 percent strongly agreed customers would rate their service as excellent.

“Recognition programs are critical to demonstrating to employees that they are valued and appreciated for the work they perform. It’s an important engagement tool, as it helps to reinforce messages about how people are making an impact,” says Garlick. “This is a wake-up call for management teams that consider employee recognition programs as expendable. Not only do recognition programs positively impact employee engagement levels, they ultimately lead to positive customer service perceptions, which impact the bottom line.”

About Maritz® Poll

Maritz® Poll is a copyrighted poll conducted since 1988 by Maritz Research. Maritz Poll comprises regular surveys on topics related to the automotive, financial services, hospitality, retail, technology, and telecommunications sectors as well as workplace issues. This poll was conducted March 1-5, 2010. The 2,004 respondents were people who were employed full time and drawn from a national e-mail panel. Sampling error for the overall poll is +/-3 percent. Results of the poll may be used in print or broadcast media, provided credit is given to the Maritz Poll and/or Maritz Research.

About Maritz Research

As one of the world’s largest marketing research firms, Maritz Research, a unit of Maritz, helps many of today’s most successful companies improve performance through an actionable understanding of their customers, employees, and channel partners. Founded in 1973, Maritz Research offers a range of strategic and tactical solutions concentrating primarily in the automotive, financial services, hospitality, telecommunications and technology and retail industries. Maritz Research projects are carried out in compliance with the International Standard: ISO 20252:2006 Market, Opinion, and Social Research Standard. Maritz Research is a member of CASRO and official sponsor of the American Marketing Association.

So, how about it? What can leaders do to regain that lost trust? More important, what can we do to not lose that trust in the first place?

You will recall from an earlier post this week, I talked about Seth Godin’s book “Linchpin” in a post titled “Are You Indispensable?” Today as a part of his blog, he sent the video below, which I understand will be an ongoing discussion about linchpins. Because I believe this is so important to the leaders of today and tomorrow, I will share these here with you. Enjoy!

Linchpin: GaryVee from Seth Godin on Vimeo.

This is not an ABC post, but one I felt important to share with you today. I have several blogs that I follow, and this morning, I saw a post with the movie below in it. It is called The Butterfly Circus. I hope you will take the time to watch this. It is 20 minutes long, but well worth the watch.

As leaders, our perception of ourselves and others have a huge impact on the world around us. What were your thoughts as you watched the movie?