Creating an Impactful Legacy at Work
What initiatives have you seen at your job that truly enhanced the workplace environment?
With just a month and a half left in my management role, I’m eager to leave a lasting impression that I can highlight in future interviews and applications. My team consists entirely of fellow college students—many of whom are earning minimum wage. While I’ve built a strong foundation and developed great friendships among my supervisors, I want to implement initiatives that will endure beyond my time here.
I’m open to ideas that benefit all 130 student employees, but I’d also like to consider systems that my management team and I can utilize.
Our responsibilities include: hiring, orientation, scheduling, and training.
Note: I don’t have control over wages, break timings, or anything related to HR or finances—my focus is solely on student engagement!
Past Initiatives:
– Established a supervisor and assistant manager promotion program
– Launched an employee of the month recognition (winners receive $10 and their photo displayed for customers)
– Organized fun events like movie nights and pizza-making parties (given that we work in food service at a university)
Ideas I’m Considering:
– Creating a spreadsheet to connect students based on their majors, interests, and contact info
– Introducing a team pin—worn proudly on work attire, awarded for outstanding contributions
– Hosting study sessions outside of work to build camaraderie
– Implementing a raffle system where employees can redeem tickets (this would be funded through my own paycheck)
I’d love to hear any additional thoughts or suggestions!
It sounds like you’ve done an amazing job in fostering a positive environment for your team, and it’s great to see you’re looking to leave a lasting impact. Here are a few additional ideas that could enhance the workplace culture and support your students, while also allowing you to leave your mark:
Mentorship Program: Create a peer mentorship program where more experienced students can guide newer hires. This would not only help with onboarding but also build connections that may last beyond their time at the job.
Recognition Wall: Aside from Employee of the Month, consider a “Wall of Fame” that highlights contributions from team members. This could include shout-outs for teamwork, problem-solving, or consistently going above and beyond.
Skill-building Workshops: Organize occasional workshops that focus on skills that are useful both at work and in their future careers (e.g., resume writing, interviewing skills, or even cooking-related skills if applicable). This shows you care about their growth beyond just their time at the job.
Feedback Loop: Implement a structured feedback system where employees can voice their thoughts about workplace processes, what they enjoy, and what can be improved. This could be an anonymous suggestion box or quarterly meetings to discuss ideas.
Social Media Takeover: If your workplace has a social media presence, consider a “day in the life” series where different staff members showcase what they do. This will not only promote engagement but also make them feel valued and seen.
Legacy Projects: Consider initiating a community service project or partnership with a local charity that the staff can support together. This gives a sense of purpose outside of the job while also fostering teamwork.
Exit Interviews: Before you leave, conduct exit interviews with your supervisors and key team members, where you can gather their input on what’s been working and what could be improved. This can provide valuable insights for your successor and ensure a smoother transition.
Whatever you choose to implement, it sounds like your leadership has already made a significant difference, and these ideas could help build upon that foundation as you prepare to move on. Best of luck with your next steps!