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Archive for the ‘Employee Engagement’ Category

Handling Stress on the Job

March 16, 2015 Leave a comment

The American Institute of Stress credits high stress levels with 50 common physiological ailments, including lightheadedness,stress ringing in the ears, skin rashes, nausea, weight gain, and stomach upsets. The institute recommends the following steps to reduce stress on the job anytime things get overwhelming:

  • Breathe — Spend a minute or two to take deep, slow breaths.
  • Walk — Take a short walk before a potentially stressful meeting or encounter. It will reduce your nervous energy and give you time to collect your thoughts.
  • Tense and Relax — Tense and then relax your different muscles, beginning with your head and neck muscles.
  • Be Positive — Don’t let fears take over.

8 Ways to Improve Employee Engagement

December 3, 2014 1 comment

Are your employees enthusiastic about their jobs? Do they find their work engaging?  While you may never actually hear your Businesswoman receiving an award.employees say they “I love my job” the more engaged your employees are, the more productive and committed they will be, which – ultimately drives performance improvement.  Here are 8 ways to improve employee engagement.

  1. Measure engagement. How enthusiastic are employees about their jobs and your company?  How likely are they to recommend your company as a good place to work?  Consider using a survey to answer these and other questions related to employee engagement.  This can provide a baseline for how your employees feel about working for you and can help identify areas for improvement.  Additionally, consider conducting stay interviews in addition to exit interviews both will help identify potential improvement areas in employee satisfaction and engagement.
  2. Understand individual motivators and strengths. Not all employees are motivated by the same thing. Some may be motivated by working in a team; others may be motivated by having greater autonomy.  Supervisors should identify individual motivators and strengths and assign work that based on those individualized factors.  Don’t know what motivates your employees?  Ask them!
  3. Praise and recognize. Praise and recognition can go a long way in letting employees know the company values them.   Praise is generally more informal and can be as simple as a “thank you” for a job well done.  Recognition is a more public way of showing employees that they are valued.  Why not share employee contributions at staff meetings, in newsletters or via email.  Consider social media recognition platforms like Teamphoria.com!
  4. Reward. Not only is it important to recognize outstanding performance, but it is also important to reward it. While rewards can include bonuses, they don’t have to be monetary. For example, consider giving an employee an extra day off or taking him or her out to lunch after completing a particularly challenging milestone. Try Merchandise Albums so employees will remember you every time they use their merchandise!
  5. Align company goals. Employees should always be aware of the company’s mission and goals.  They should also know how their job affects those goals.  Ensure individual goals help achieve department goals and department goals help achieve company goals. This helps show employees that what they do truly does affect the company’s success.
  6. Build your middle managers. Effective supervisors have the skills and experience to manage employee performance, as well as support and value their employees. Give supervisors the training they need to communicate openly and frequently, set clear expectations, and provide constructive and timely feedback.
  7. Mentor and develop. By making employee development part of the company culture, you clearly communicate that your organization values employee growth and development. Consider a mentor program where senior managers are paired with a less experienced employee to offer career advice, share knowledge and experiences, listen to questions and concerns, and encourage career development.  Cross-training or Job Sharing is another development initiative that can help promote employee engagement by providing employees with the opportunity to learn new skills and face new challenges.  Millennials especially love learning new skills and facing new challenges!  Developing camaraderie is an important aspect as well teambuilding activities can be conducted at staff or department meetings our take the team out using great opportunities like The Great Office Escape.
  8. Ensure Open Communication. Share company’s goals and business results with employees and celebrate successes.  It is also important to encourage employee feedback and suggestions.  Take their suggestions seriously and while you may not be able to act on all ideas, ensure a process is in place to respond to each idea.  If change does occur, as a result give credit where credit is due and consider rewards wherever possible.

Every job and every employee of your company is important to the success of an organization.  By making employee engagement a priority of your culture, you will see returns on improved commitment, decreased turnover, and increased productivity – and you just might hear one of your employees say… “I love my job!”

Curbing Employee Gossip, What’s a Manager to Do?

July 26, 2013 Leave a comment

Casual gossip is natural in the culture of many companies and, for as long as there has been interactive communication gossip can exist.  As an employer you may have to deal with gossip, but there are measures you can take to curb employee gossip.

More severe gossip involves vicious rumors that can create ill will among co-workers and disrupts the workforce. Gossip has rarely been recognized as a form of flattery, and in most cases lacks any real validity. It can cause irreversible damage and possibly get people into some serious trouble. When individuals assume to know and then discuss private affairs of others, they Read more…

3 Simple ways to combat retention issues.

May 9, 2013 Leave a comment

Sometimes we just need to look at some basics to combat retention issues. These items below provide a solid start.

1. Are you hiring the most qualified candidates or the best fit to the organizations culture? Focus on making sure that the individuals you are hiring are not only a good match for the job skills and knowledge required, but also for the work environment, company culture and more importantly their own strengths and areas of interest.

2. Strategize. Your strategy to improve retention should examine whether or not new employees are:

o fully orientated to the company as well as their position,
o receiving effective on-boarding information,
Read more…

Not another Meeting!! Making Meetings Engaging and Effective

April 12, 2013 Leave a comment

If you are like many leaders, your daily schedules are crammed so full of meetings, commitments and your life that you rarely have the luxury to sit down, relax and plan thoughtfully. However, being prepared will give you an edge in conducting effective meetings for your organization and ensure that they are kept to an efficient timeframe!

Before the Meeting:

1. Meetings should be scheduled regularly and at the same time & place if possible. This helps to create a sense of habit within your organization. If everyone knows that staff meeting is on the second Thursday of every month, then there’s no reason for people to be schedule themselves for anything else. It also assists in time management for you as well as being considerate of their time as well.

2. Identify the purpose(s) of the meeting. What is the real reason you are meeting? Is it to brainstorm, cross-communicate, provide instruction, or simply give new information? It may also be a combination of one or more of these things.

3. Develop an agenda to meet the purpose(s) determined and establish a specific timeframe for each. Be ready to stick to both Read more…

Conducting an Engaging and Effective Meeting through Meeting Roles

April 1, 2013 2 comments

Every meeting participant has a role to play to ensure a meetings effectiveness. Below are some tried and true roles that help to ensure your meetings are not only engaging and effective but also give employees a chance to assume some leadership responsibility for the meeting. This creates both an engaging and efficient meeting.

Facilitator:

• Prepares the agenda
• Removes or adds items based on time constraints
• Determines the need for decision making regarding items in the agenda
• Validates decisions where necessary
• They are also a meeting Participant

Workshop Interaction Pic iStock_000016430947SmallModerator:

• The role of the Moderator is to determine the process to be used to reach the objectives of the meeting
• Asks for input for agenda items, and put together the agenda
• Distributes the agenda
• Keeps the meeting focused on topics being discussed
Read more…

What can we do to reduce high turnover rates?

April 1, 2013 1 comment

Trend analysis needs to be conducted. It’s great that you may be taking time to get an exit interview performed but are you tracking the results. reduce turnoverA recent  post can help Exit interviews show top 10 reasons why employees quit.

Some of the main factors that influence an employee’s decision to stay or leave their job is the quality of the relationship with their supervisor or manager, amount of meaningful work, the feeling of making a difference, and the level of cooperation with coworkers. It is our responsibility as managers to see that our associates have the opportunity for growth and advancement, see the culture we talk about in their daily work environments among other things. All of these components add to the reasons why we must improve our retention tactics and uncover the reasons why employees are leaving their positions.

As a company conduct internal Engagement Surveys to understand why employees leave or stay, improve your selection process, increase the lines of open communication, expand and improve training and development opportunities, and conduct as well as track/trend exit interviews. These are excellent and enlightening ways to help uncover the reasons why you are having an increase in turnover and discovering the controllable variables.

The bottom line: when retention is above average, customer satisfaction, productivity and profitability tend to be above average.