According to this article on About.com, “Each year, approximately 3 million women change their name. They give up their maiden names and take their husbands’ surname upon marriage. That’s 90% of women who marry.”
I am not one of those three million. Most of you know me as Aurora Meyer. Meyer is my maiden name and though my married name is different, I still go by Meyer professionally.
There are a myriad of reasons why I chose to keep my maiden name, but the most important is that if you Google my married name very little comes up. My credibility and “brand” are all intrinsically connected to Meyer. I worked hard to build my credibility as a journalist and now as a professional. I wasn’t ready or willing to just toss that all aside and start from scratch.
I’m lucky to have a supportive husband, who doesn’t care what my last name reads on my business card. It helps that he is in a similar business and having a different last name keeps our professional lives separate from each other.
Is this a perfect solution? No. It works for us. I realized that changing my name meant more than However, as more and more women build their identities under their maiden names, making a change can mean losing credibility. At least until Google finds a way to connect new last names to results.
A little recognition goes a long way, especially in an office setting. By recognizing your employees and co-workers internally, morale can improve and attitudes shift to be more positive. (External recognition is a topic for another time.)
I’m not suggesting that you suggest to your boss that you have a party with hats every time someone turns in a project early, or puts in a little extra effort. I am suggesting that a simple thank you for your hard work would go pretty far.
In my experience, the big bosses in most companies are often to focused on the bottom line or the overall picture that they tend to forget that people who are a part of that bottom line.
An About.com article linked here reiterates the human resource side of recognizing employees.
“People who feel appreciated are more positive about themselves and their ability to contribute,” the article states. “People with positive self-esteem are potentially your best employees. These beliefs about employee recognition are common among employers even if not commonly carried out.”
Additionally, employee recognition should be an ongoing occurrence and not just an award handed out at the yearly company party.
Admittedly, it takes time and a good system to recognize employees. But really, how long does a prize drawing or an extra day off take? Are those eight hours really worth disgruntled employees? I believe, the benefits far outweigh the time, effort and initial cost. You can’t fake a positive atmosphere.