Do Your Employees Feel What They Do Matters?

by blogadmin 8. April 2019 02:59

Increases in technology and employee management strategies have driven home an important point: EMPLOYEE ENGAGEMENT is important to business success, but yet woefully ignored. Gallup reports only 15 percent of employees worldwide are engaged in their jobs. A bit of good news is that American workers are twice as likely to be engaged, but even so, that leaves 70% of employees who are disengaged at work.

The cost of disengaged employees to US businesses is a staggering $350 billion per year. To put that in perspective, for every unegaged employee on staff you business will lose $2,246 per year. Disengaged employees take more sick days, miss deadlines, cause customer complaints, and complain. Turnover rates are higher when employee engagement is low, morale is low, and engaged employees find it difficult to work to their full potential.

Here are 5 trends that Human Resources Today expects to see gain traction in 2019:

(1) Do you provide purpose? It's often overlooked, but employees need to feel what they do matters. Not only millenials, but the iGeneration want their work to have purpose. Capitalize on this by ensuring employees understand company values, and how their tasks-big or small-affect company success. Recognition is closely related to feelings of purpose and boosts employee engagement.

(2) Do you focus on employee experience? Employee experience relates to everything the employee does or feels on the job. Technology, corporate culture, workspace, and support systems all factor in to employee experience. Companies who cultivate employee experience have 4 times the average profits of their nonexperiential peers and see 40 percent less turnover. By treating each employee as customers, you ensure a better experience from the bottom up.

(3) Do you adopt professional development into your employment strategies? Technology is evolving at an ever-faster rate. AI, automation, augmented reality, and software advances are all changing the job market, leaving employees concerned their skills will quickly become obsolete. Deloitte Insights reports traning and development rank as the number one job driver for employees under the age of 25 and number two for up to age 35.

(4) Do you provide performance feedback quickly to your employees? Traditional performance reviews were a trial for managers and a major stressor for employees. Today, the use of real-time feedback tools is key. Employees value feedback as it helps them perform better and improves their standing in the workplace. Effective performance managment helps employees align their personal goals with larger organizational goals, helping both employees and the company develop and grow.

(5) Do you commit to diversity and inclusion? Employees feel psychologically safe knowing their company is committed to fairness and equity. Companies who rely on diverse and inclusive work teams are more engaged, creative, and innovative. 

Personal Challenge:

Do your employees show up physically, emotionally, and cognitively every day? Are they enthusiastic about what they do and why they do it? Do they naturally find ways to excel and do you support them? Which of these questions have you answered yes? How about sometimes? How about no? Start with the no's and the maybe's this week. Outline a few initiatives and get engaged!

Have a great week! 

Value Driven Teamwork

by blogadmin 14. January 2019 05:02

TRANSFORMATIONAL LEADERSHIP WEEKLY | TEAM BUILDING EDITION

This quote is a great reminder of what distinguishes great teams:

"The only thing we have is one another. The only competitive advantage we have is the culture and values of the company. Anyone can open up a coffee shop. We have no technology, we have no patent. All we have is the relationship around values of the company and what we bring the customer every day. And we all have to own it." 

~Howard Schultz, Chairman, President, & CEO, Starbucks

Consider the following, if this were true about your team,

-would the values of your company cause you to excel?

-would your culture rise above the rest?

-does everyone on your team own it?

If so, you have a great team. If not, perhaps it's time to consider how you can engage the entire team into your values and culure.

All the Best, 

Rhoda 

4 Biggest Weaknesses of Great Leaders...P.S. It's Not What You Think!

by blogadmin 27. August 2018 05:04

 

Carol Helsel | HR & Recruiting Edtion | August 28, 2018

You are a leader of a growing organization on the verge of huge success! You are close. You can feel it. Yet, you're not quite there. You scratch your head puzzled by what's missing. After all, you are a really good leader which is why your business is where it's at, right? Yes, except that a track record of success can breed patterns of behavior that can turn strengths into weaknesses when the business grows quickly. You don't want to hurt your company now.

Here are the 4 most common Achilles' heels of great leaders:

1. LISTENING (TO FAKING IT). Are you giving the appearance of listening lately? A business leader starts out as a genuinely good listener-attentive, curious, and interested. Then as success comes along with massive demands on their time, they start to fake it. The reality is they are paying attention and processing less of what they do hear.  The result is that the leader becomes more and more isolated and less informed.

TIP: Make a conscious effort to stop and truly listen. Repeat back what you're hearing. Do you really understand what's being said? 

2. MULTITASKING (DIMINISHES FOCUS). One of the strengths of most great leaders is the ability to get through a huge volume of work. Another is to be "in the moment" and focus. As the business grows and demands for time are stretched, guess which strength wins out? Multitasking. Because of the allure of decreasing the amount of work, the leader's ability to focus on a singular issue lessens. One on one meetings change to routine memos. Darting outside to take phone calls becomes routine. The quality of your decision-making suffers inordinately, and your credibility make take a beating as your team realizes you are not really "present" anymore.

TIP: Try multitasking only when you're alone. Discipline yourself to be fully present and in the moment when you are with others.

3. SNAP DECISIONS (BECOME LESS DEPENDABLE). Ahhh...experience and judgement: the two skills that got you where you are today. You quickly assimilate data, appraise the situation, and call the play. You get it right more often than not. But because of growth, your business handles more data now than you can possibly assimilate as quickly as you once did. So, your snap decisions aren't as dependable as they once were, but because you are the big kahuna, no one is telling you any differently.

TIP: Take trip down to the field or front line (or a "secret shopper") and find out if the last decision you made really did work in practice or if it's just sitting there, clunky and irrelevant that everyone is trying his or her best to ignore. 

4. COMMUNICATION (TURNS TO MANIPULATION). You're proud of your communication skills. Your ability to paint a vision and to communicate it in a way that motivates others is at the core of who you are. It's a key skill that has gotten you where you are today. Early on, you realized that you're so good at communicating and motivating others that you could short-circuit the process, avoidy the lengthy process of collaboration and getting buy in. Now, as success brings a gigantic workload, there simply isn't enough time to motivate others. You've slipped into manipulation as a default. In other words, your team is doing what they are supposed to be doing, but with minimal effort. 

TIP: Ask yourself, "how often recently has your team taken an idea of yours and not only implemented it, but honed in on it and improved upon it? If the answer is "rarely", chances are you've slipped into default manipulation mode.

 All The Best,

Carol 

(See more: Les McKeowen, CEO. Consulting by Predictable Success @PredSuccess.)  

 

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