Archive for the ‘Engaging through Training & Development’ Category

Toolbox Tips

March 16, 2015 Leave a comment

To avoid injury from hand tools that are involved in 6 percent of compensable work injuries: Safety FIrst

  • Make sure that the tool you intend to use is the right one for the job. Don’t use a wrench as a hammer, or, say, pliers as a wrench.
  • Keep tools in good condition. Broken or worn wrenches with cracked or worn jaws or electric tools with broken plugs, for example, should be repaired or discarded.
  • Follow safety guidelines.
  • Ground all electrical tools and cut away from the body when using knives or cutting tools.
  • Keep tools in a safe place.
  • Many accidents occur when tools fall from overhead cabinets, and by sharp tools carried in pockets or left in toolboxes with the cutting edges exposed.

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!
  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!”

7 Tips that Make a Bigger Impact as an Administrative Assistant

July 5, 2013 Leave a comment

It is no secret that the recession had forced many companies to work with a much smaller team. This is where your administrative support comes into play. Administrative professionals can help in all areas of the workplace such as identifying money saving techniques and helping understand today’s technology to better improve business efficiencies.   According to a survey conducted by the International Association of Administrative Professionals, more than 4,400 administrative professionals and 500 managers want the opportunity to expand their responsibilities and amplify their abilities. Here are some tips on how to do just that!

1. Empower yourself to serve as a spending guard dog. Identify costly wastefulness (where do YOU see it happening most often.)
2. Do not be afraid to offer help in negotiating with certain vendors. A fresh pair of eyes and ears never hurt anyone.
3. Give yourself the upper hand by knowing the in’s and out’s of today’s technology. The more technical training you have as an administrative assistant the more your entire company will benefit.
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.


• 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…

12 tips for better e-mail etiquette.

March 28, 2013 Leave a comment
You've Got Mail!!

You’ve Got Mail!!

12 tips for better e-mail etiquette.

Very well written article to stay up to date on email communication techniques!!

The Model of Human Behavior – Training

March 28, 2013 7 comments
Find our more About our DISC Model of Human Behavior Training.

Find our more About our DISC Model of Human Behavior Training.

Conducted for executive teams, line managers/supervisors, employees or your entire organization, we can customize a highly effective Model of Human Behavior also known as DISC training workshop to meet your needs. All sessions include a Model of Human Behavior Assessment for Each Participant Prior to the Workshop.

What is DISC?
DISC is the universal language of observable human behavior, or “how we act”. DISC does not measure education, experience, values or intelligence. It simply measures an individual’s behaviors, or how they communicate.

How do I use DISC?
With the knowledge of DISC, you can learn to understand and appreciate your behavior style and that of others. Then you can adapt your style to improve communication with others. This way you can expand on the golden rule… Instead of treating others as YOU would like to be treated, treat them the way THEY would like to be treated.

How DISC is Measured?
DISC assessments measure four dimensions of behavior, each associated with a behavioral style:

• How you respond to problems or challenges ⇒ Dominance
• How you influence others to your point of view ⇒ Influence
• How you respond to the pace of the environment ⇒ Steadiness
• How you respond to rules and procedures ⇒ Compliance

The assessments are highly personalized and set the foundation of personal awareness to be used during the training sessions or one-on-one coaching. Through use of assessments and activities our workshops are interactive to ensure each participant is fully engaged from start to finish.

Interested in additional Information? Let us know…