National Boss Day as a holiday was registered in 1958 by Patricia Bays Haroski with the U.S. October 16th is National Boss Day. This is an opportunity to celebrate the people who let us work for money! “Boss” is used as a term to describe something cool or good, so if you have a great boss, you can call it “boss boss”. No matter how you call them, you can do something for your boss.
The Term “Boss” emergence
The word boss has been derived from the Dutch word ‘baas’. The Americans start saying the word boss in workplaces to avoid saying the word “master”.
WHEN IS NATIONAL BOSS DAY in 2021?
National Boss Day is celebrated on October 16 ever year, although some choose to observe it on the nearest working day if October 16 falls on a weekend.
History of National Boss Day
National Boss Day as a holiday was registered in 1958 by Patricia Bays Haroski with the U.S. Chamber of Commerce to commemorate her father, who was also her employer. She created vacations to improve the office relationship between supervisors and employees and raise awareness of all hard-working bosses putting in work. She felt that young employees did not seem to appreciate the boss enough, and knew everything her father had gone through to make the company run smoothly, so she set out to change this view. However, it was not until four years later that Illinois Governor Otto Kerner supported the registration of Haroski, and that day officially became a national holiday.
NATIONAL BOSS DAY ACTIVITIES
Work hard to make your life better
To commemorate this day, why not get a lovely greeting card for you and all your colleagues to sign? Or participate in buying interesting gifts or needs they have talked about. Is there a boss who is hard to buy? Consider donating to local charities in their name.
Tell them what they mean to you
Send a heartfelt email to your boss and tell them how much you appreciate them. If you think you like it, you can write an old-fashioned letter to thank them for their inspiration and dedication. Either way, they will thank you for your appreciation.
Help in work
Unless you know the Boss taste on books or flowers, try invisible gestures. Ask them what steps you can take to simplify their work. The response may be as simple as showing up on time or ensuring that the printer paper is refilled, but it may also be an opportunity to grow as a professional and focus on daily reports or quarterly goals. Either way, the proposal to go beyond the quotation will undoubtedly be appreciated.
Why we should love our BOSS
They gave us work
They hired us, paid us, and kept our workplace running. Managing others is a lot of responsibility, but someone must do it!
When things don’t go well, they have to blame
When a customer withdraws or a contract is lost, it is very likely that your boss is a bus rider. The boss is doing more for us than we thought, and they know that doing so is part of their situation. Now go buy them some thank you chocolates!
They are mentors and there are more
The best boss is a good character judge, sometimes even before we do it, we can see our potential. Many of them are very happy to be able to help young and inexperienced colleagues develop their abilities, build contacts and achieve success in their respective fields. And, by doing so, they can take your career into the stratosphere. If you find such a boss, you are lucky!
Challenges of Showing Appreciation on Boss Day
You like your boss. You appreciate her for providing you with a flexible schedule, frequent yelling and criticism, these suggestions are actually constructive.
However, with the arrival of “National Boss Day” on October 16, even if you know that some colleagues plan to do so, you still find it weird to drop the Hallmark card on her desk. For you, it feels like to please.
In order to prevent employees from feeling embarrassed or obligated on such a day (even on the Boss birthday or work anniversary), is it a better way to let the company take the lead instead of ordinary employees? A thank you card, gift or meal for the supervisor?
Cord Himelstein, vice president of marketing and communications at HALO Recognition, an employee recognition company, said: “Things like Boss Day should not be left to employees.” “The company really needs to step up and eliminate it by officially celebrating Boss Day and offering symbolic rewards or gifts. The energy of frontline employees. Taking the lead in this way eliminates the confusion about whether the boss is properly recognized.”
When Patricia Bays Haroski worked as his father’s secretary at State Farm Insurance Co. in Deerfield, Illinois, he laid the groundwork for the National Day. She registered a secular holiday with the American Chamber of Commerce on her father’s birthday on October 16, in memory of her father. It was approved by the Ministry of Commerce in 1958. In 1962, Illinois Governor Otto Kerner declared this day a statutory holiday. By 1979, National Boss Day was universally recognized throughout the United States. Over the past ten years, Australia, India, Ireland, South Africa and the United Kingdom have celebrated this day to some extent.
Critics say, however, that the angel employee feels obligated to buy gifts for the supervisors, who have more power and usually make more money. So, what do some managers think of this day: Do they question the motivation of employees for gifts? What is appropriate and inappropriate? If the boss does not get any cards or gifts, will this disappoint her or make her question her effectiveness as a boss?
Keep it real
Paul White, a psychologist in Wichita, Kansas, said that it sounds a bit cynical. Some managers may treat subordinates’ cards and gifts as delightful, while others may feel frustrated if Workers don’t recognize holidays in some way.
He writes about interpersonal relationships in the workplace. He is the co-author of four books, including “Five Appreciative Languages in the Workplace” (Northfield Press, 2014).
White said: “Whether it’s on Boss Day or on similar days, if you do that, you will have a damn feeling. If you are not nervous, it is a damn feeling.” “Communication between us and team members during the appreciation process, this problem did arise.”
He said the environment in which workers express appreciation affects how managers view cards or gifts.
He said: “If [a worker] gives a big gift once a year, there will be a major promotion decision in the near future,” which indeed seems to be favored.
Audrey Epstein, a partner at Trispective Group, a workplace training consulting firm in Longmont, Colorado, said that every employee needs to decide whether to give gifts on Boss’ Day. She is still a “loyalist” The Team: How to Trust the co-authors of “How to Trust” to create a great organization with frankness and authenticity (Hachette Book Group, 2017).
She said: “This is actually about how you display information about the other 364 days of the year.” “Gifts that have nothing to do with the true relationship between you and your boss can be misled or go astray. Don’t use “Boss Day.” As a “fixed” way of relationship with the boss. The most important thing in any relationship between an employee and the boss is hard work. This is true and candid communication based on mutual trust and respect.”
Consider recipients and relationships
White recently celebrated his birthday. His workers gave him cards and gifts, and he was satisfied with these gestures.
He said: “If I have a personal and trusting relationship with team members, that’s not a problem.” “But if there is some kind of tension or lack of trust, I might be different. In addition, I think the manager will bring some Benefit: I am a fairly open and trusting person, but if someone is more private or behind closed doors, (cards and gifts) may be a different experience for them. Some people have a reason not to trust others, just because they Life experience.”
Himelstein said that if some workers are embarrassed about their appreciation on occasions such as Boss’ Day, the supervisor’s birthday, etc., managers should have emotional intelligence not to use it for personal use.
He said: “Sometimes it can be difficult to be a manager.” “As a manager, maintaining real contact with complex people is a tough job, and the most difficult part is putting your personal disappointments aside. No matter how much I appreciate my employees, it’s unfair to impose my personal satisfaction on them. Boss’ Day is not a day when I question the motivation of employees to do something good for me.”
What is suitable?
Himelstein said that for those who do decide to give a card or gift, it’s best to make it small and simple. He suggested looking at his organization’s quick vision in the “Boss Day”.
He said: “This is not something you want to consider.” “A fun card or e-card, a gift-gapped gift-even the basic service of buying coffee in the morning-will convey a message of thanks. Please avoid Anything extravagant or expensive that embarrass colleagues. Avoid wearing glasses and don’t express your personal gratitude to colleagues. Seeking recognition for your own commendation is the epitome of sincerity.”
Epstein said that such cards and gifts should be symbolic and show a true “thank you.”
“I’ve been to hundreds of leaders’ offices, and what they proudly display on the shelves or desks are meaningful cards or symbolic gifts written to them over the years, such as photos of the team, representing jokes within the team. “Let them know how they help, develop or positively influence others. “She said. “Consider what your special evaluation of the boss is. How did they react when you were in trouble? Is this their way of inspiring your best work? Sharing specific reflections is more than simply saying’Thank you, a great boss. ”
Let the human resources department handle it?
As Himelstein mentioned, some companies may find that it is better for the human resources department or the leadership team to arrange the gesture of appreciation for the supervisor.
He said: “The real responsibility lies in the top management knowing the managers correctly from top to bottom.” “Invite the special manager to have lunch, create an interesting award, and write an exquisite email from the top management.”
He said: “Appreciation needs to be personal, not organizational.” “The gift is about getting to know [the manager] and what they like. It doesn’t mean that everyone gets a $25 gift card with the same banknote. This It’s not like you really considered them. In my team, some of us like dark chocolate and some lees
Grams of milk chocolate. If you give me dark chocolate, it will say: “Hey, as a person, I have been paying attention to me, and you know what I like.” If you want to convey that you value someone, your personal style is important. ”
Was this article useful? SHRM provides thousands of tools, templates and other exclusive benefits for members, including compliance updates, sample policies, human resource expert advice, educational discounts, growth of online member communities, and more. Join/renew now and let SHRM help you work smarter.
How to show support to managers on National Boss Day
These are some strategies for organizations and employees to help managers, as well as ways that managers can take care of their own work conditions.
Clarify goals and expectations: Support managers to clarify and set goals and expectations by providing technology to track organizational goals and dialogue.
Provide opportunities for managers to take care of themselves: cultivate a supportive culture of intentional managers, and strongly encourage, enable and expect managers to take care of themselves.
Provide the right tools and resources: Invest in tools and technologies that can help managers build trust, inclusiveness, and social acceptance so that they can be role models for employees.
Know how to say “no”: As a manager, please prepare some witty ways to say “no” to avoid unnecessary activities
Set aside time for recovery: Recovering from demand can include blocking key time on the calendar, personal working days to be recharged, or even a small break for a whole day to reset and refocus on future work.
Follow the schedule: It is important for managers to be responsible for their workload, but it is also important to consider boundaries and promote the well-being of the whole person.
Set and clarify expectations: In terms of manager’s support and clear goals, employees must first communicate their expectations to the manager.
Provide and receive quality feedback: Use company-wide surveys or anonymous feedback platforms to receive consistent feedback between employees and managers.
Respect their time: Encourage employees to challenge themselves and take risks and solve problems on their own through contact with other individual contributors.